This is the first of four posts looking at the quadrants of the DISC model, and we’re starting with D (Dominance), the red quadrant. A high red profile is typified by being task focussed and motivated by achieving results. The aim is to get you to a position where you can define your own profile (and then create some insights into how you can use this knowledge).
Qualities
The qualities and attributes of someone with a high level of Red in their DISC profile are:
Adventuresome, Competitive, Daring / Risk Taker, Decisive, Innovative, Persistent, Problem Solver, Results Oriented, Self-starter
Ideal Environment
A comfortable environment for someone with a high red profile is one where they can operate with a degree of freedom and autonomy. One where they are not micro-managed and can be flexible with their time. They are likely to value work that presents both opportunity and challenge, and that is focussed on achieving goals and targets. An opportunity to test and prove themselves, to focus on the future and achieve success.
Value Added
This operating style is great at keeping a team focussed on the goal. Cutting through the waffle and meaningless chatter and keeping the attention on the things that matter and will affect the outcome. They will often be the ones to organise and drive team activity and maintain momentum.
Potential Limitations
Those with a high red operating style are likely to expect and demand a lot from themselves, and by extension from others. This can be a bit much for some and can result in friction and conflict. Their focus on results over relationships might compromise their diplomacy, and their communication style may come across as blunt, abrasive, even rude. Similarly, with a focus on the goal, those with high red can make decisions quickly, and at times too quickly. What’s more, with a desire to just get things done, they may have a tendency to take on too much and try to go too far too fast.
Weaknesses are Strengths Overplayed
It’s true that our weaknesses are our strengths overplayed. A clear vision and strong focus on results can be positive and motivating. However, in the wrong environment, or with the wrong people, this can come across as demanding, overbearing, even aggressive. Understanding how our actions and communications are received is one of the most important insights we can gain from DISC.
Action
Score yourself on a 1-10 scale on how close you think this aligns with your preferred style of operating. This will get you started, and we will review these assessments once we’ve been through each quadrant. Next time we will look at I and Influencing.
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