Different Models of Interactive Styles

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How do you decide which is right for your organisation? It is important to consider some of the following factors when making a decision:

  1. Is the material simple, practical and easy to learn and use?
  2. Was research done on the impact of the programme?
  3. Is the information tailored and appropriate for the specific job responsibilities (e.g. sales, managerial, individual contributor)?
  4. How flexible is the material in the way information can be presented such as courses, self-study, follow-up guides?


DISC assessment is a behaviour assessment tool based on the DISC theory of psychologist William Marston. DISC is non-judgmental and helps people discuss their behavioural differences. Marston, after conducting research on human emotions classified four aspects of behaviour by testing a person’s preference in word associations. Marston explained that these behavioural types come from people’s sense of self and their interaction with the environment. He includes two dimensions that influence people’s emotional behavior:

  1. The first dimension is whether a person views his environment as favorable or unfavorable.
  2. The second dimension is whether a person perceives himself as having control or lack of control over his environment

Dimensions of DISC

DISC is an acronym for:

Dominance / Drive: Relating to control, power and assertiveness. Emphasis is on shaping the environment by overcoming opposition to accomplish results.

  • Priorities: Getting immediate results; Taking action; Challenging self and others

High ‘D’ people are very active in dealing with problems and challenges. They are described as: demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering.

Influence / Inducement: Relating to social situations and communication. Emphasis is on shaping the environment by influencing or persuading others.

  • Motivated by: Social recognition; Disapproval; Loss of influence; Being ignored

People with high ‘I’ scores influence others through talking and activity and tend to be emotional. They are described as: convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic.

Steadiness / Submission: Relating to patience, persistence, and thoughtfulness. Emphasis is on co-operating with others within existing circumstances to carry out the task.

  • You will notice: Patience; Team person; Calm approach; Good listener

High ‘S’ individuals want a steady pace, security, and do not like sudden change. They are: calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced.

Conscientiousness / Compliance: Relating to structure and organization. Emphasis is on working conscientiously within existing circumstances to ensure quality and accuracy.

  • Fears: Social criticism; Slipshod methods; Being wrong

High ‘C’ people adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. They are: careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful.

Use of DISC Assessment

The DISC assessment can be used for a variety of real-life situations. Many companies use it as a way to screen potential employees, with the thought that a certain personality type would be better or worse in certain jobs or positions.

It can also be used in an educational environment, especially in the development of courses for students. The DISC assessment can be used to better understand the personality and needs of the students. Another field in which DISC assessment can be used is leadership. There are different leadership methods and styles that coincide with each personality type, which could help leaders be more effective.

The Myers-Briggs Type Indicator (MBTI) assessment is the best-known and most trusted personality assessment tool available today.

As many as 1, 5 million assessments are administered annually to individuals, including to employees of most Fortune 500 companies.

MBTI specifically measures personality, not behaviour. It identifies a person’s preferences, not their actions. The Myers-Briggs assessment has its roots in Carl Jung’s theory of psychological type. Katharine Briggs and her daughter, Isabel Briggs Myers, developed Jung’s theory and the first forms of the instrument, sharing a vision “to enable individuals to grow through understanding and appreciation of individual differences in healthy personality and to enhance harmony and productivity among diverse groups.”

In developing their assessment, Briggs and Myers sought to sort personality preferences using the three dichotomies explicitly described in Jung’s writing, along with a fourth dichotomy made explicit by Briggs and Myers.

These four dichotomies are:

  • Extraversion (E) and Introversion (I): differentiating people who direct their energy primarily outward toward other people and events, from people who direct their energy primarily inward toward their inner environment, thoughts, and experiences;
  • Sensing (S) and Intuition (N): differentiating people who take in information primarily through the five senses and immediate experience, from people who take in information primarily through hunches and impressions and are more interested in future possibilities;
  • Thinking (T) and Feeling (F): differentiating people who make decisions primarily based on logic and objectivity, from people who make decisions primarily based on personal values and the effects their decisions will have on others; and
  • Judging (J) and Perceiving (P): differentiating people who prefer structure, plans, and achieving closure quickly, from those who prefer flexibility, spontaneity, and keeping their options open.

Your Personality Type: When you decide on your preference in each category, you have your own personality type, which can be expressed as a code with four letters. Sixteen different personality codes are described by MBTI profiling

Examples of these codes could be as follows:

  • ISTJ – Introvert, Sensing, Thinking, Judging
  • ESTP – Extrovert, Sensing, Thinking, Perceiving

An MBTI indicator is usually done with the assistance of an industrial psychologist. This person will interpret the results of your reports and discuss the implications of it with you.

This model of an interactive style helps you to understand your own personality type better. It does not focus on flexing your own style to achieve better sales results.

The origins of personality trait theory date back to ancient Greece and Hippocrates. Many researchers have subsequently expanded on this knowledge, and Insights has built on the extensive work of Swiss psychologist Dr Carl G Jung (1875-1961) to develop the Insights Discovery learning system.

This system uses four distinct colour energies – Fiery Red, Sunshine Yellow, Earth Green, and Cool Blue – as a common language for self-understanding, effective interaction and organisational growth. You can apply this information in your daily life to help you understand why you behave in the way you do, and why other people might behave differently.

What colour is your dominant energy?

  • Are you a Fiery Red – demanding, driven, competitive, intuitive, energetic, and confident?
  • Or perhaps a Sunshine Yellow – enthusiastic, creative, outgoing, spontaneous, perceptive, and imaginative?
  • Maybe you are an Earth Green – encouraging, reliable, trusting, caring, compassionate, and open minded?
  • Or you could be a Cool Blue – analytical, organised, objective, practical and, efficient?

These words are used in the Insights programme to describe traits of four personality energies. But these words are used to describe you on a good day…what are you like on a bad day?

  • Fiery Red – aggressive, controlling, driving, overbearing, and intolerant?
  • Sunshine Yellow – excitable, frantic, indiscreet, flamboyant, and hasty?
  • Earth Green – docile, bland, plodding, reliant, and stubborn?
  • Cool Blue – stuffy, indecisive, suspicious, cold, and reserved?

Your Insights profile is like the DNA of your personality – no two are alike. Everyone has a unique mix of all four energies making up their personality. But it is often clear to see a person’s dominant colour energy (or energies) from how they interact and behave.

  • RED = Driver

This Insights interactive model overlaps with Social Styles in that the personality traits are similar. It can be explained as follows:

  • Yellow = Expressive
  • Green = Amiable
  • Blue = Analytical

The Insights model is designed for anyone who wants to shape their own personal style in order to improve the levels of success in all areas of their life. It is also for people who would like to better understand and appreciate the differences of those around them.

It can improve your performance, personal effectiveness and to manage communication, behaviour and relationships.