The Language of DISC ◾ 77
and the VP of HR and I told them all what had hap-
pened. I wasn’t scared or upset. Getting pushed to that
point turned me into a different person.”
“So what happened?” asked Claire
“As I expected, the president accepted his side of the
story, so I quit. I decided that day that I wouldn’t be taken
advantage of ever again. And if change is necessary, then
dammit, I’m going to make some change myself!”
“Wow, Eliza. I never knew that story,” said Dave.
The rest of the group seemed equally surprised by her
tale. “But you know what? It makes a lot of sense. And
I’m sorry that happened to you, but I really like and
respect the new you, Boss.”
It was the rst time Dave had ever called Eliza
“boss.” Somehow she sensed that her story meant
something important to Dave.
“Thanks, Dave. I really appreciate that.” Turning to
Charles, she continued, “So that’s my story. But enough
about me! Can you tell us about the last behavioral
prole?”
Charles, who had quietly stepped back as Eliza
spoke, moved back in front of the group and retook
control. “That’ll be a hard act to follow, but I’ll try! But
before we do, can anyone point out the Supporter and
the Driver behaviors that she described?”
“Eliza was afraid of conict and internalized her
emotions, which are high Supporter traits,” came the
rst response.
“But she became angry and didn’t want to be taken
advantage of, which are high Driver traits,” another
participant added.
78 ◾ Transforming Teams
“Great observations! Yes, you’ve got it,” said Charles,
as he returned to the chart. “Okay, now for the nal
behavior.”
“The ‘C’ stands for Controller.
C = Controller
Descriptors
Accurate
Conscientious
Diplomatic
High standards
Patient
Restrained
Analytical
Courteous
Fact-nder
Mature
Precise
Systematic
eir Style
Little or no voice
modulation
Precise, cool, aloof
Quiet, no hand gestures
Controlled, rm posture
Keep distance
Value to the Team
Maintains high standards
Conscientious and
Denes, claries, gets
steady
info and tests it
Asks the right questions
Task oriented
Emotion: Fear
Fear: Criticism
Need: For Procedures
Looking for: Proof
and
evidence
Tendency Under Stress
Pessimistic
Picky
Fussy
Overly critical
Ideal Environment
Where critical thinking is
rewarded
Tasks can be completed
Technical, task-oriented
work
Noise and people at
minimum
Quality and standards
are important
FromTarget Training International, Ltd. With permission.
The Language of DISC ◾ 79
“Their natural domain is processes and procedures—
these are the people who demand the highest standards
of an organization. They put in place policies and pro-
cedures in order to establish and maintain those stan-
dards. These individuals are opposite the Inuencers, so
they are in search of data, not emotions. ‘C’s’ are natural
analyzers. They ask many questions in order to gather
that data, and they maintain the highest standards of
the organization. They exhibit little body movement, are
quiet, and don’t show much facial or physical emotion.
They do have emotions, however, and their predominant
mood tends to be fear. They manage their fear by put-
ting in place standards and procedures. Their greatest
fear is criticism of their work. These are the most intro-
verted of all of the behavioral styles. Think of Albert
Einstein or Mr. Spock. Any ‘high C’s’ who we know?”
Participants thought for a moment before Claire
chimed in. “Kirby, are you a ‘high C’?”
“Based on what I know, yes. But, of course, I’d like
a little more data about the prole and verify the logic
before I self-diagnose my behavior,” said Kirby, ashing
the Vulcan hand salute to general laughter.
Charles continued. “So here’s how to read your
wheel: Those on the right side of the wheel are extro-
verted, fast acting, risk takers, change oriented, emo-
tional, intuition driven, and get things done through
people. Those on the left side of the wheel are intro-
verted, inquisitive, slow acting, risk averse, sensing,
logical, and data driven. Those on the top of the wheel
are task oriented, cool and distant, precise about the
use of time, thinking and creative. Those at the bottom
80 ◾ Transforming Teams
of the wheel are people oriented, warm and close,
imprecise about the use of time, and they rely on their
feelings about things.”
C
=
C
o
n
t
r
o
l
l
e
r
S
=
S
u
p
p
o
r
t
e
r
I
=
I
n
u
e
n
c
e
r
D
=
D
r
i
v
e
r
ProceduresProblems
Pace
People
DISC Behavioral Model
Task Oriented
Cool/Distant
Precise about use of time
inking
Creative
PEOPLE ORIENTED
Warm/Close
Imprecise about use of time
Feeling
IN
TROVERT
Slow Acting
Low Risk
Inquisitive
Sensing
Logical
Data Driven
EXTROVER
T
Fast Acting
High Risk
Tasks
through
people
Emotional
Intuition
Driven
It was time for a break. “You’ve all taken the assess-
ment. I have your reports. Let’s take a break, and when
we come back I’ll help you learn how to read them and
interpret the results.”
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