What makes people that work together, work together?
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If you have lived more than a couple of years among people on planet Earth you probably know we are complex creatures prone to misunderstanding each other. We are biased, we interpret the world through our own subjective reality, we project, we are emotional, we have different ways of expressing ourselves – sometimes you might wonder how we can function so well together at all!

However, as human beings we are also highly adaptable, we are fast learners and we are more often than not open to learning more.

In this learning process we need knowledge, tools and reflection.

The DISC analysis, which Trovisio has chosen to incorporate in our platform, can be a tool for both personal and group development. It can also be used as a tool for creating a team that has a good potential of working well together.

Professional hiring managers almost always take behavior into consideration when composing a strong team. Unfortunately this is knowledge that traditionally is not at hand when hiring, but becomes more apparent over time. At Trovisio, we offer a better match by providing this knowledge right from the start.

In whichever way you chose to use the DISC profile, for personal development or putting together a team – if you are a consultant or buyer, it is adding to your chances of a perfect match!

RED, GREEN, BLUE OR YELLOW?
LET'S EXPLORE THE DISC MODEL

When completing a DISC analysis, your behavior is visualised by a mix of colors. Most common is to have a mix of two dominant colors, but it is not uncommon for people to have only one or a mix of three colors. No behavior or “color” is better than the other. A strong team needs members with different driving forces. So don’t worry. Take the test and be proud of who you are.

© IPU Profilanalys AB

The Trovisio behavior wheel has four base colors:

  • Red – D – Dominance
  • Yellow – I – Influence
  • Green – S – Steadiness
  • Blue – C – Compliance

Single colors however give too little information to explain the complexity of our behavior. You can have either one strong color or a mix of two. If you have a mix of two colors, it is most common that the mix is with the neighboring color, such as: D+I, I+S, S+C or C+D. That allows for eight typical behavioral profiles, each of them with typical characteristics. These eight characteristics form the Trovisio behavioral wheel.

© IPU Profilanalys AB

THE EIGHT
BEHAVIORAL PROFILES

Click each profile name to read more about common behavioral styles and feelings for the different color combinations.

People with a high Red (D- Dominance) color. Conductors are people with very strong will. They have drive and a lot of energy to reach a target even if it seems impossible to reach. Decisions are made quickly and without agony. Hesitations are unknown to them and they never postpone what can be done now. They are often found in the upper management where they can have control over other people.

Conductors…

  • prosper when they can organize, question and govern,
  • have a tendency to hate disorder, half-measures, in-efficiency and everything that seems to have no point in their life,
  • demand a lot from themselves and from their surroundings,
  • sometimes have a hard time listening to other people’s ideas,
  • divide their world in either black or white, nothing in between,
  • are keen to try new ideas if the outcome is improved,
  • hate when someone else tries to take control,
  • get things done without losing any time.

The Conductors can find it challenging working with Supporters, as they might be considered slower and indecisive.

Persuaders are people who have a high level of the red (D- Dominance) and yellow (I-Influence) color. They are innovative, creative, enthusiastic and flexible. They are extremely receptive to other people’s ideas and have a natural intuition for seeing opportunity in ideas. When it comes to projects, Persuaders take the initiative and are those who inspire the other team members. They are fully involved in the project, but only if it is fun. Persuaders are known for being weak when the project is in the final phase. In many cases, the Persuader has a good ability to present themselves and their ideas, but they need a lot of appreciation from the audience to feel good.

Persuaders…

  • are creative and innovative,
  • like change – Change is ALWAYS a good thing,
  • visualise the day of tomorrow,
  • are most likely to be the engine in a team,
  • are masters in persuading others to follow them or their ideas
    using their built-in charm,
  • have a good ability to do many things at the same time,

Persuaders have no time for their opposite, the green-blue Coordinators, who are far too systematic and disciplined for their creative minds.

A person with a high level of the yellow (I-Influence) color. Promoters are outspoken, optimistic, sympathetic and extremely person-oriented. For them it is very important to have many connections to other people but even more important is what other people think of them. They struggle to focus on a single project and prefer to multi-task. Power is not so important, instead the team and its spirit is highly rated.

Promoters…

  • are often happy and see only opportunities in a challenge,
  • are warm and like togetherness,
  • are better at expressing their feelings verbally rather than in text,
  • do not like confrontations and lose their temper when they are provoked,
  • work best with people they like,
  • make their voices heard at meetings, A LOT,
  • spend a lot of energy in maintaining their personal network.

The Promoters could have significant problems with the blue Analyzers, since they are considered to be cold and impersonal perfectionists.

Relaters are people who have a high mix of the yellow (I-Influence) and green (S-Steadiness) color. They are open, sympathetic, understanding and loving people who like to be popular. They value themselves based on how much other people like them. They want to feel that they are important to other people. They have a very good ability to adapt to the surroundings and are often easy to cooperate with.

Relaters…

  • understand other people and are happy to help,
  • want to believe that the team or family is totally dependent on them,
  • appreciate work conditions that are built on relations,
  • like to give advice,
  • are often extremely loyal to the team,
  • often put their own needs second.

The Relaters opposites are the blue-red Implementers, who they consider to be far too formal, stiff and task-oriented.

The people with a high level of the green (S-Steadiness) color are the Supporters. They value stability and harmonious environments. They are stable, self-controlled calm people who very much like to listen to other people’s opinion and believe in consensus. They often follow their ideals and duties and are very loyal to people whom they have approved. There is no need to be the front person, and financial prosperity is far down on their list. They are generous when forgiving, but they never forget.

Supporters…

  • often hide their feelings,
  • are quiet, adaptable and dedicated,
  • are flexible and open but if they find themselves threatened, they can react with surprising strength,
  • are a faithful friend and team member,
  • do not like to make decisions,
  • dislike conflicts.

The Supporters struggle to relate to their opposites, the Conductors, who they find to be insensitive and arrogant.

Coordinators have a high mixed level of the blue (C-Compliance) and green (S-Steadiness) colors. They are often systematic, thorough and organized. They can consume a lot of facts, organize and evaluate it and describe the outcome in a clear way. Many of the Coordinators are experts in their fields, but tend to underestimate their own competence. If you have a Coordinator in the team, you can trust that the task given to them will be done.

Coordinators…

  • find analysis and logic to be important,
  • seldom missing the details,
  • have a lot of patience and are loyal to routines,
  • stick to the team (or employer),
  • can have a hard time realizing that other people have different needs,
  • give structure to the work.

The Coordinators have less understanding for the red-yellow Persuaders as they tend to see Persuaders as dishonest and easily manipulated.

A person with a high level of the blue (C-Compliance) color is known as an Analyzer. These people are individuals who are logical, structured, methodical and quality-oriented. They are focused on facts and consider themselves honoring responsibility highly. They can be very focused on one thing at a time, going deep into details. During these times they are most often unaware of other people in the team. They are often independent and find themselves happy with simple conditions and have no problems working on their own. Feelings are only shared with a few close friends, if any.

Analyzers…

  • follow their own path,
  • create their own structures if not already in place,
  • keep focus on one subject at a time,
  • never talk unless it is absolutely necessary,
  • are endlessly digging for details if possible,
  • work hard and are dedicated,
  • are not impressed by anything but logic and sense.

The Analyzers have minimal interest or understanding for their opposites – the yellow Promoters. They are naive and shallow and are not worth spending time with.

The Implementers are a combination of the high blue (C-Compliance) and high red (D- Dominance) colors. They are hard-working, rational, disciplined and independent people. They don’t like to make mistakes and always push themselves to improve. An Implementer often states the rules, standards and the ethics in a team or company. Their strengths shine when they can focus on organizing, on improvement and on finding new opportunities. They can easily criticize other people but dislike to be criticized themselves.

Implementers…

  • often have a moral view on the situation,
  • have high expectations of their upper management,
  • feel safe and strong when rules and responsibilities are clear,
  • dislike to be told what to do and how to do it,
  • never back down,
  • have a strong ability to concentrate on their work.

The Implementers weak point are their opposites – the yellow-green Supporters. They are found to be far too emotional to be able to be efficient enough at work.

THE DISC HISTORY
The DISC assessment tool – an established behavior assessment

Walter V. Clarke, an industrial psychologist, built a behavior profile test using Marston’s theories in 1956. This test was the first to use the DISC ideas. Since then, many assessment tools have been developed and Trovisio use the DISC tool developed by TTI, Target Training International Ltd. At Trovisio, we are using the extended DISC-model which combines both driving forces and behavior to create an even better picture.

The quest for understanding people’s behaviors started a long time ago. Hippocrates (born 460 B.C.) divided people into four different types of temper: Choleric, Phlegmatic, Melancholy, Sanguine. Much later, Carl Jung (1875-1962) wrote a book in 1921, stating that there are two major types of people: either you are introverted (you find your energy from inside yourself) or extroverted (you find your energy from other people).

William Moulton Marston (1893-1947) took it one step further when he in 1928 published the book “The Emotions of Normal People”, in which he launched the DISC model. The DISC-model divides people’s behavior into four types. These four types were labeled by Marston as Dominance (D), Influence (I), Steadiness (S), and Compliance (C).

Used under license by IPU Profilanalys AB

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