Extended DISC


Understanding Extended DISC


The Extended DISC Profile is a scientifically substantiated and dependable behavioral/personality assessment. It has been used, by over 40 million people, across the world. It assists us in knowing and understanding ourselves and also to understand others. It also helps us to be able to recognize where they are coming from so that we can more effectively inform, communicate, and inspire them.
There are four basic styles known as “D,” “I,” “S”, and “C.” We all have aspects of each of these styles within us however it is the grade of strength of each dimension that desires to be freely and fully expressed naturally by an individual which establishes their natural style, environmental and motivational needs, as well as what contribution is to be expected from them towards the organization.


Extended DISC Profile fundamentals


1. All styles have fundamental strengths and no style is superior – All of us have natural areas of strength and also areas where we have to improve and grow.
2. We come into this world prone to a particular personality type and do not change from one type to another.
3. We may find that the degree of intensity of a particular dimension varies over time depending on what environment and/or stage of life we are in. This happens due to our ability to adapt.
4. We want to and can adapt our style depending on the demands of a situation or even from the demands of others to help make a connection.
5. An approach of acceptance without judgment lets us express the healthy facets of our style.



Extended DiSC Assessment Styles


The 4 Clear Extended DISC styles and their behavioral trends help in recognizing the fact that there are not just pure personality types alone but also 160 varied behavioral styles.


A High “D”
People who innately express a larger intensity of “D” behavior incline towards being  result-oriented, direct, impulsive, demanding, domineering, forceful, decisive, quick, competitive, and risk-taking. People with high “D” personalities like to take control of a situation or/and people. They don’t particularly like social talk, routine work, detail, slow pace and lengthy discussions. Subject to their second highest behavioral tendency, they can come across as uncaring and cold people. They have a tendency to fear that they would be taken advantage of. The main thing for a “D” is “what?”


A High “I”
People who innately express a larger intensity of “I” behavior incline towards being spontaneous, friendly, outgoing, sympathetic, enthusiastic, generous, influential, persuasive, trusting, confident and emotional. People with high “I” personalities like to thrive on admiration within a group. They prefer a participating environment and as much freedom as conceivable. People with high “I” personalities do not respond well to projects requiring paced productivity and organization and research, or dealing with objects and not people. Subject to their second highest behavioral tendency, they tend to become swiftly frustrated when required to put up with steady follow through on projects. The main thing for a “I” is “who?”


A High “S”
People who innately express a larger intensity of “S” behavior incline towards being cooperative with others to get the task done. They are dependable, patient, easy-going, relaxed, amiable, stable, and people with team spirit. They are good listeners and can have a calming influence on others. Their main focus area when presented with a project is to find out when and how will it be accomplished. They have the ability to concentrate on tasks for extended lengths of time. They are more at ease with planned changes and like to know the steps leading towards any alteration in structure. These kind of individuals prefer work that seldom interferes with family and personal life. The main thing for a “S” is how?”


A High “C”
People who innately express a larger intensity of “C” behavior incline towards adhering towards their own high and clear standards. The natural response of a high “C” person is to work within guidelines and existing policies. They also promote quality in products and service and are big on details. They tend to be systematic, precise, diplomatic, sensitive, courteous, cautious, evasive, critical, competent and conscientious. A high “C” individual flourishes when steered by clear job description and parameters with regular feedback. Sufficient time for planning is critical and precision work is their forte. The main thing for a “C” is why?


Learn more about the Disc personality assessment and yourself by taking an Extended DISC Test via this link Extended DISC Test !