• A reputation for professional excellence with integrity

    A reputation for professional excellence with integrity

  • Accurate understanding and technical analysis

    Accurate understanding and technical analysis

  • National and International Experience

    National and International Experience

  • 34 years in private legal practice

    34 years in private legal practice

  • A focus on events and consequences, not gossip

    A focus on events and consequences, not gossip

  • Helping lawyers, brokers, accountants, surveyors and other professions

    Helping lawyers, brokers, accountants, surveyors and other professions

  • There when you need him

    There when you need him

Telling Tales February 2018

20 Feb 18

DISC Breaks

A private dinner the other day, with friends who didn’t know each other, produced a fun discussion. After sitting watchfully for half the evening, one of our number, who studies and lectures on behaviour types, produced apparently accurate snapshot summaries of the personalities, both of those present who asked, and of some others whom he had heard talked about but were not there.  DISC is the acronym for the four main personality types within the human population, having little to do with culture or background, aptitudes, or resources: … Dominance, relating to assertiveness and control; Influence, characterised by having more interest in people and generating good impressions than accomplishing stuff themselves; Steadiness, ie peacekeepers flexible in their attitudes; and Compliance, for those who are cautious, task-oriented inquisitors of ‘why’ and ‘how’. It may not surprise regular readers of this Newspage that I was put in the fourth category. Nor will they be surprised that some of these types get along better than others: A ‘D’-style person might annoy an ‘S’-type; or an ‘I’-type will rub up a ‘C’-type; and vice versa. It’s therefore a useful, sometimes vital, skill for ‘gone-wrongs’ investigators, as much as for managers, coaches and team leaders, to know and understand both their own DISC profile and those of their colleagues, because the impatience and frustration generated by behaviour-type conflicts are usually blockers to communication.

Do..

-          Disregard subjective ‘nurture’ influences and background. Twin siblings often have very different DISC profiles.

-          Conjecture DISC profile differences between respective colleagues, and between each of them and yourself.

-          Harness DISC recognitions to produce useful adjustments of attitude and behaviour between you, to dismantle obstructive attitudes or suspicions.

Don’t

-          Prematurely brand an informant with prejudicial or flimsy assumptions about them or their disposition.

-          Presume that a difference of apparent profile will be fatal to empathy or cooperation.

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Professional Risk Expertise

Mike Willis has worked with a diverse range of professions including...

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  • Focus on duty, causal event(s) and consequences; not gossip…
  • Sensitive but objective empathy;
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