Interpersonal communication
DISC and Driving Forces
Two instruments that answer different questions: DISC describes how a person behaves, Driving Forces describes why. Two days, an individual report for each participant, and a worked relationship strategy for the colleagues they find hardest.
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 its documented limits
- The four styles: characteristics, strengths and blind spots
- Knowledge-check exercises
Adapting to each profile
- Communication keys by colour: what works and what blocks
- Practical workshop, communicating, managing and selling by profile
Driving Forces
- What the Driving Forces model measures
- How it differs from DISC, and why the two are used together
Your own 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 personal relationship strategy
- Commitments, group sharing and evaluation
What this training gives you
A double reading of yourself and of other people: your natural behaviour through the DISC model, and what actually drives you through Driving Forces.
Each participant leaves with an individual report and a relationship strategy for each profile, worked on real colleagues rather than on examples.
Style, not culture
The reason this training appears so often in Seychelles briefs is that teams here are mixed by default: Seychellois staff, managers recruited abroad, suppliers and guests from everywhere. Behaviour gets attributed to nationality, and the attribution is usually wrong.
DISC gives a group a way to say “that is how they operate” instead of “that is how those people are”. It is a small change in vocabulary that takes a lot of friction out.
Questions about this training
What is the difference between DISC and Driving Forces?
DISC describes observable behaviour: pace, directness, how someone handles detail and conflict. Driving Forces describes motivation, which is not visible and is the part people guess wrong. Used together they explain both what a colleague does and why it matters to them.
Does each participant get a report?
Yes. Every participant 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 team of mixed nationalities?
It is one of the clearest uses. DISC separates style from culture, which stops a direct manner being read as rudeness and a reserved one as disengagement. In teams mixing Seychellois and expatriate staff that distinction does a lot of work.
Can the results be shared across the team?
Only by choice. The reports belong to the participants. Most groups do choose to share, because the shared vocabulary is where most of the value sits.
Related trainings
Self-awareness and positive communication
The foundation programme behind most of the others. Two days using DISC and the Enneagram to see your own communication defaults, recognise the situations where they cost you, and build enough flexibility to reach people who work nothing like you.
Knowing yourself to communicate better and stand your ground
Knowing how you work is the groundwork for communicating well and holding your position. Three days on the Enneagram: two together, then a third some weeks later once the tools have been tried on real situations and the difficult ones have surfaced.