Communication and self-awareness
DISC and Driving Forces
Two days on two complementary instruments: DISC describes how someone behaves, Driving Forces describe what drives them underneath. Each participant receives their individual report and leaves with a strategy for the people they find hardest to work with.
What you will be able to do
- Identify the four behavioural styles of the DISC model and their key characteristics
- Analyse your own profile and Driving Forces from the results of your individual assessment
- Adapt your communication style to the other person's DISC profile
- Build a personal relationship strategy to work 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
- Identifying someone's profile from observable behaviour
- What works and what gets stuck with each of the four styles
- Practical workshop: communicating, managing and selling by profile
Driving Forces
- What Driving Forces measure: what deeply motivates a person
- 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 group debrief, as the company chooses
- Building your relationship strategy and making commitments you can apply the next day
Questions about this course
Does DISC put people in boxes?
That is the risk with any model, and the course tackles it head on. DISC describes behaviour in a given context, not someone's nature. The same person can show a different profile depending on the role, the team or the period. We insist on checking: a reading is a hypothesis to test, not a verdict to hand down.
Who sees the individual reports?
The participant, always. Whether the debrief is individual or collective is a choice the company makes before the course, and participants are told in advance — never on the day.
Can the results be used for recruitment or appraisal?
No. DISC is not a valid selection instrument, and using it that way exposes the company as much as the individual. It serves development and the quality of working relationships. We turn down engagements whose aim is to make it an assessment tool.
How does it differ from the Enneagram-based course?
DISC and Driving Forces quickly become a team's shared language: they describe what you observe and what motivates. “Know yourself to communicate and assert yourself better” is built on the Enneagram, goes further into how each person functions and runs over three days. Teams often start with DISC.
Related courses
Self-awareness and positive communication
Understand why you communicate the way you do before trying to change anything. Two days: an Enneagram test to place how you operate, then practical techniques to ask, refuse and criticise without attacking.
Know yourself to communicate and assert yourself better
The long format, with a third day a few weeks later. Three days to place your profile, understand where your way of communicating comes from, and gain practical responses to aggression and manipulation.