Communication and self-awareness
DISC and Driving Forces
Two instruments that answer different questions: DISC describes how a person behaves, Driving Forces describe why. Two days, an individual report for each participant, and a relationship strategy worked out on the colleagues who are hardest to reach.
What you will be able to do
- Identify the 4 behavioural styles of the DISC model and their key characteristics
- Analyse your own profile and Driving Forces from the results of the individual assessment
- Adapt your communication style to the other person's DISC profile
- Build a personalised relationship strategy for working more effectively with each profile
Programme
The DISC model
- Origins and foundations of the model, and what it does not measure
- The four styles: characteristics, strengths and blind spots
- Your natural reflexes and how you react under pressure
Recognising and adapting to each profile
- Spotting someone's profile from observable behaviour
- What works and what blocks with each of the four styles
- Practical workshop: communicating, managing and selling by profile
Driving Forces
- What Driving Forces measure: what motivates a person at depth
- Why DISC and Driving Forces are read together
Your report, and what you do with it
- Reading and interpreting your individual DISC and Driving Forces report
- Individual or collective debrief, depending on what the company chooses
- Building your relationship strategy and commitments you can apply the next day
What this training gives you
A double reading of yourself and others: your natural behaviour through the DISC model, and what really drives you through Driving Forces.
Each participant leaves with an individual report and a relationship strategy for each profile, worked out on real colleagues rather than on examples.
Style, not community
This training comes up so often in Mauritian requests because teams here are mixed by nature, and behaviour tends to be attributed to someone’s background rather than to the person.
DISC gives a group the words to say “that is how she works” instead of “that is how they are”. The change of vocabulary is small, and it removes a great deal of friction.
Questions about this training
What is the difference between DISC and Driving Forces?
DISC describes observable behaviour: pace, directness, relationship to detail and to conflict. Driving Forces describe motivation, which cannot be seen and is easy to get wrong. Together they explain what a colleague does and why it matters to them.
Does each participant receive a report?
Yes. Everyone completes a questionnaire beforehand and receives an individual report, which is worked on during the two days rather than handed over at the end.
Is it useful in a multicultural team?
It is one of its clearest uses in Mauritius. DISC separates style from culture, which stops a direct manner being read as rudeness and a reserved one as disengagement.
Are the results shared with the team?
Only by choice. The reports belong to the participants. Most groups choose to share them, because most of the value lies in the shared vocabulary.
Related trainings
Self-awareness and positive communication
Understand why you communicate the way you do before trying to change anything. Two days with DISC and the Enneagram to spot your reflexes, see the situations where they cost you, and gain the flexibility to reach people who do not work like you.
Knowing yourself, communicating better, standing your ground
The long format, with a third day a few weeks later. Three days to place your profile, understand what is triggered under pressure, and hold your position without attacking or giving in, once the tools have been tested against real situations.