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DISC Coaching Worksheet
Coach’s Name ________________________
Preparation (Italics designates script for Coach to use as a guide)
1. Schedule 30 to 45 minutes for the coaching session.
2. Locate DISC Graph II Pattern #s on Page 6 & enter #s below. Put an asterisk(s) next to style(s) that are below energy line. (pg.6)
3. Select two words from the shaded areas and insert below. (pg.7)
4. List Graph I & II #’s. Similar? Different? (pg.15)
Prep Questions to Consider
1. What pushback might you receive?(pg.6)
2. What might seem difficult for the employee to accept?(pg.13)
3. If Graph I & II are different; why might that be?(pg.15)
4. What if the employee cannot determine another’s style?(pg.29)
Employee’s Name _____________________________ Natural Style _____ Date _____________
Intro (pg. 3) - The DISC assessment is a simple, practical and highly accurate tool that measures behaviors and observable indicators. It
first helps us to focus on understanding our own communication styles, and then equally as important, how to enhance communications
with others. It does not measure intelligence, values, or performance, but rather encourages us to explore all behavior styles and
appreciate the differences. We find that as people gain insight on DISC, that they are quickly able to start identifying the style of others.
You may find that occurs for yourself as well. (3 Mins)
Natural Graph II (pg. 6) - Please highlight the 3 bulleted statements at the top of the page. It is important to remember that DISC
assesses our communication preferences. There are 4 core styles, each with a different orientation. Dominant with Problem Solving,
Influence with People, Steady with Planning & Conscientious with Procedures. The energy line indicates how much of a preference that
style is for an individual. No point is better than another. (10 Mins)
Someone with a high
Someone with a low
Someone with a
“D”
“D”
“D”
is energized by solving problems quickly.
prefers caution when it comes to problem solving.
near the energy line likes to solve problems, but takes calculated risks when solving problems.
Your “D” is at
. It appears you’re more apt to be
,
when you are problem
solving. Does that sound like you? (If “yes,” move onto next style explanation. If “no”, ask examining question below)
(If you get pushback, e.g. “I am quick at problem solving.”) May I ask you a question? If you could have your preference when solving a problem, would
you rather gather information or just decide. (99%, the response will be “gather information”) That makes a lot of sense, because your “D” is below the
energy line indicating a preference for gathering information. It sounds like you can solve problems quickly if needed, which infers you have
developed the skill to solve problems quickly. Remember … The DISC Assessment assesses styles & preferences not skills or performance.
Someone with a high
Someone with a low
Someone with a
“I”
“I”
“I”
is energized by expressing their ideas with people.
prefers to be understated amongst others.
near the energy line wants to express their opinion, but do it in a poised manner.
Your “I” is at
. It appears you’re more apt to be
,
when you are influencing
people. Does that sound like you? (If “yes,” move onto next style explanation. If “no”, ask examining question below)
(If you get pushback, e.g. “I present my ideas very well to others.”) May I ask you a question? Would you prefer to present to a large group or to
someone in a one on one meeting? (99%, the response will be “one on one.”) That makes a lot of sense, because your “I” is below the energy line
indicating a preference for a more moderate approach when influencing others. It sounds like you can present to others, which infers you have
developed the skill of presenting. Remember … The DISC Assessment assesses styles & preferences not skills or performance.
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DISC Coaching Worksheet continued
Someone with a high
Someone with a low
Someone with a
“S”
“S”
“S”
is energized by working with methodical plans.
prefers to be more unstructured.
near the energy line is fine with some planning and changes occurring.
Your “S” is at
. It appears you’re more apt to be
,
that sound like you? (If “yes,” move onto next style explanation. If “no”, ask examining question below)
when you are planning. Does
(If you get pushback, e.g. “I’m very organized!) May I ask you a question? Would you rather spend your time on structuring plans, managing timelines
or working with a variety of projects at all different development levels? (99%, the response will be “variety of projects.”) That makes a lot of sense,
because your “S” is below the energy line indicating a preference for a more spontaneous approach when planning. It sounds like you can organize a
plan if needed, which infers you have developed the skill to be organized. Remember … The DISC Assessment assesses styles & preferences not skills or
performance.
Someone with a high
Someone with a low
Someone with a
“C”
“C”
“C”
is energized by following procedures.
prefers to experiment.
near the energy line is fine with using needed procedures.
Your “C” is at
. It appears you’re more apt to be
,
when you are working with
procedures. Does that sound like you? (If “yes,” move onto next style explanation. If “no”, ask examining question below)
(If you get pushback, e.g. “My paperwork is always done correctly.”) May I ask you a question? If you could have an expert come in and do your
paperwork, would you let them or would you still want to do it yourself? (99%, the response will be “Let the expert do it.”) That makes a lot of sense,
because your “C” is below the energy line indicating you would prefer to spend more time on exploring options than on details. It sounds like you can
be successful with your paperwork, which infers you have developed the skill to work with procedures. Remember … The DISC Assessment assesses
styles & preferences not skills or performance.”
Create Your DISC Summary (pg. 8) - Refer to employee’s completed Pre-work, Page 8. If coaching session is short, then just discuss
Strengths, Motivators, and Potential areas for Development & Communication Tips. (5 Mins)
Did your DISC Report’s description sound like you?
(Most agree. Proceed to have them share with you what they wrote & why. You will basically be listening.)
(If the employee disagrees, e.g. “No. It doesn’t sound like me at all!) May I ask you a question? Would you specifically show me the areas that do not
sound like you & why? (Employee turns to page 13, “Your Potential Areas for Development.” As they explain, listen for “skill words.” “Skill words” are
phrases that are really referring to skills the employee has developed. And “developed” = skills, however, the DISC only assess preferences, not
performance or effort.)
Skill Words Example
“I use to be that way.”
“I’m not like that anymore.”
“I’ve developed that ability now.”
“I’m okay with doing it now.”
“I think I really have that managed now.”
Acknowledge their effort. For example employee says, “I don’t have any problems with time management anymore.” (Coach: Sounds
like you have made a conscience effort in developing your time management skills. Is that correct? (Wait for response) That is to be
commended. But, the fact that you used effort and developed time management abilities suggests skill orientation rather than style.
The DISC Assessment assesses style & preference, not skills or performance.) Make them right for putting out the effort. Acknowledge
their skill development. We are not taking away their accomplishments, but rather honoring them & then helping them to be okay with
how they are “wired.” This also, does not mean they can blame their style, when something goes wrong, but instead helps them to
manage themselves better.
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DISC Coaching Worksheet continued
(NOTE: If employee is emphatic the description is completely wrong ask May I ask you a question? (Wait for response) Would you be willing to run this by
someone who knows you well & see what they say? (Wait for response) And, if the other person(s) agrees with you, then just scratch it out. However, if
your co-worker says the DISC Report is accurate and you are surprised. It’s helpful to remember, we all have blind-spots. And…bottom-line…the DISC is
not intended to tell you this IS who you are, but, food for thought.)
DISCcert Graph I & II (pg. 15) - Graph II represents our 24-7, work & home Natural Style. Graph I represents how you needed to work to
get the job done the actual day you took the DISC Assessment. Your Graph I is influenced by the role you played that day, who you
related to and what responsibilities you performed. So it’s understood that Graph I can change from day to day, if you needed to stretch
out of your comfort zone. However, if you took the assessment on a day where your communications with others were in-line with your
preferred strategies, then your Graph I & II will look similar.
In your report, we will use your Graph II as our starting point & then determine does your D,I,S,C seem to be similar (up to 10 degrees) or
somewhat different (11 to 20 degrees) or significantly different (21 or above.) Remember, often 2 graphs look different because a person
needed to adapt or flex to get the job done. After discussing their similarities & differences of each style, review all 3 explanations at
bottom of Page 15. (5 Mins)
D
I
S
C
Graph I
Similarities?
Differences?
In your job, what might require such stretching?
Graph II
(If significant differences - does this reflect just the one day you took the
assessment or longer period of time? Insights for future?)
Action Plan for All Four Styles (pg. 29) - See top of page 29 in DISC Report for activity instructions and then discuss. (10 Mins)
If employee is not sure what their co-worker’s style is, here is a scenario you can share that is quite helpful.
Picture your co-worker entering a business network event. Which of the following is your co-worker more apt to do?
Walks into the event, pass out 50 business cards & leave.
Talk with as many people as they can & will introduce themselves to anyone they don’t know.
Walk in, pause, look for someone they know & talk with that person the whole event.
Reluctantly walks in, stands still waiting for someone to talk to them. Will leave after 5 minutes.
High D Style
High I Style
High S Style
High C Style
(Once style determined.) Now, that your co-worker’s style is determined please follow the instructions at the top of Page 29. Put check mark by
characteristics that describe your co-worker. Then under Communication Tips, put an x by which behaviors you are currently using when interacting
with your co-worker. Next circle the remaining behaviors & then put a star by one behavior, and that becomes your starting spot. At bottom of your
Page 29, please expand on how you will go about incorporating this behavior as you now interact with your co-worker.
Follow-up Notes:
In Summary… We’ve explored how your DISC Styles work and now end with Action Plan to set you up for optimum
success.
DISCcert
Rev.6.28.2014
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