Understanding DISC - What is the "C" or "Compliance?"

For those who have taken a DISC Assessment, this is an opportunity to dive into understanding what the "C" means in the result. While "C" stands for "Compliance" there is more to knowing how that applies, in broadening your conception on what that means to you.

Video Transcript

" In this lesson, what we're discussing is more about the disc profiling program and protocol. And moreover, we're really gonna dive into what is a C? What is that C behavioral trait is, you've probably heard us say it for years, or you're hearing us say it new for now, which is your a DC or an ID? Well, we're going to dive into what the C is this time because when we do this, we find ways to understand the behaviors behind the disc profiling, that's a great place to start from. Now, when we reference what is a C C is really just a behavioral trait, because each of the behavioral traits make up the DI SC acronym. Now, D is dominance is enhanced SS steadiness. But we're talking about the C, which is compliance. And now compliance by itself, you see, you hear the word compliance, you think, Oh, this is gonna be boring. Hang in there with me, that's not going to be I promise, compliance really goes over the elements and the gradients of what makes up compliance. And you're going to think it's going to be rigid, you're gonna think it's gonna be a little open source. But really, we're gonna dive into it. This is how to know what to look for. What is the complaint person do? How are you going to see that? Where will you see it? What type of roles how to prepare to manage a person who might be a high C. Also, we're going to dive into ways to respect and to give consideration towards a person who has a high C, because of all of the behavioral traits, the high C is the one that probably will never forget a lot of things. And I'll dive into why that's important. A common question that we get when it comes down to disc profiling is, why bother? Why should I even care. And really, what it comes down to is that we need to be mindful of this unique situation that happens within every human being is specifically what happens is, is that we end up finding a position where people give away what they need to what they want to they give away a part of themselves they want to a salesperson in the social environment, might tend to be a little more platitudinous. But what they're trying to do is get outside of themselves, they might use a platitude like Hey, buddy, hey, it's good to see a friend. And what they're trying to do is they're trying to warm themselves up for the environment. That's not uncommon. But that's how a person contributes to that. I want to share this, so I'm going to do this. But the other part of that is the duality of self which comes down to a person is going to hold things back that they need. And that's not uncommon. Our spouses, our our associates, our teammates, our bosses, our clergymen, and women, these individuals have the same dichotomy. They give away what they want to, but they hold back what they need to, while some individuals subscribe to the theology that when a person hold things back, that's a space where secrets live, that's not accurate secrets live everywhere. But what it comes down to is the C behavioral trait is the behavioral trait that has the greatest sense of reservation amongst all of them. The C trait is going to be the individual that holds back more than it shares. And it's unique in that aspect. There's no other behavioral trait just like that, it's even more so dominant in this aspect than the s the steadiness factor. When we can dig into this, we're going to figure out why conflict versus understanding occurs and why that matters. Because what it comes down to is this. And I've said this over the course of my tenure in almost the course of my career, which is a hard lesson, a lot of guys learn, if you start from a position of conflict, you end up there, but if you start from understanding, you're more apt to retain that position. And we're gonna dive into that, because when it comes to conflict, you might fight loudly with a high D, you might fight or argue with a high with words, a high s is just not gonna argue with you. But a high C is going to win every single battle. And I'm going to tell you why. Because when it comes down to it, nobody's happy. Nobody knows how to conflict better than I see. Now, in discussing the C behavioral trait, the compliance behavioral trait, we need to be mindful that each one of these behavioral traits makes up a people biolog. And that's what we're talking about. Now, specifically, when we talk about the C, the compliance behavioral trait and remember, just because you see 100%, or a 90%, c does not mean that's a great of best. This is not graded upon a zero, meaning nothing in the hunter meaning best. That's not what this is. It's about gradients of that behavioral trait and what type of traits you're going to see. Moreover, when you see a compliant individual, this compliant individual is going to find ways to be critical to be exacting to be detailed. Think of those things. Critical, exacting, detailed. Do you want that person working in finance? Sure, your books gonna look great. Do you want that person working as a dispatcher? Not necessarily not always, it has to be tethered to something else. something unique about a compliant individuals that they have the ability to be under duress, apathetic and withdrawn. But under positive situations, they can be the greatest listener. point of fact, the two behavioral traits that are the most aptly seen for communication, are eye influence, meaning external communication and see meaning intro communication, meaning listening, when you think about that, a person who has a high eye, a great talker, and a high C, a good listener, who is also detailed and oriented. That's what I look for in a great dispatcher, service coordinator, somebody who knows how to engage and someone who has to listen, somebody who has to deliver a commitment, saying, we'll be there at five o'clock, and then putting that in the ticket. So that way we can see this is how you see the people dialog take on new different meanings. When you know what to look for. And you know what, you know where to spot it, there's nothing worse than saying where's my car, not knowing what color your cars at or what color your car is, there's nothing worse and you can't do the same thing can't have guesswork with something as important as a people dialogue. And when it comes to compline individuals, they don't play with a short deck, they play with every card in the deck. And we'll dive into more about that. Now when we see this, we see that now we've gone through this there are the high dominance that have certain traits is SS. Now C is where we're at in compliance. See a high see a high compliant individuals, a person who has a very specific expectation for how you dialogue with me. And really what it comes down to is be detailed. If you're going to say hey, I need to talk to you. Hi, Cesar saying for the love of God have a point. That's and I say that for a reason. Because that's kind of the the nonverbal I am a a high D and a high C. So in my world, I like things done right now I want it done right now. Not really wonderfully for being popular. But the other thing about a high C is they need to be listened to high seas are not the greatest order by themselves. Remember, it's a listening behavior. It's an it's a receiving behavior. It's an accuracy behavior. Now, if you think about that, if a person who's a high compliant, let's say your CPA, you've probably had times where your CPA, your accountant has spoken up and saying, Hey, we need to talk. Now when you hear somebody like that take a serious tone, you're already thinking oh man, prison time. Orange is the New Black. It's not happening. I'm not I'm not built for prison, right? But you go you take your your meeting and you realize, oh man, I'm gonna be audited. It's because they have to take a serious tone, but they need their client to listen to them, they need you to listen to them. When you have staff members who are coming to you who are high compliant, they may be a tech, senior level tech security engineer network admin system admin, they may be one of your supervisors or managers. This individual when they need to come face to face or knee to knee with an individual, what they're asking is for the courtesy of your attention, because they're going to speak. These are not people who are going to be on a soapbox, these are individuals that when they have something to say, they're going to give you details, situations and occurrences. One One example is if you have a CEO, that's a high C and a high D, high compliant, high dominant, he can say I need to talk with you, we got a few things to discuss. And a high C is going to say this is what I need to talk to you about. High Seas don't like surprises. High Seas need to know what the schedule or the agenda of the day is. Don't surprise a high sea High Seas love to know what's going on when that means what that means they need to know the details. They don't like surprises. That's why a lot of your great people in accounting, your accounts receivable payable, your finance managers or CFOs have an absolute c quality because in their world, all the details all the facts and figures matter. It translates directly to how they're perceived as being performance minded but also success minded in their in their roles as well. You're not going to see it very much in a lot of your outside sales. People outside sales are more about the gregarious open, you're going to see it in your account managers However, because remember, your account manager those individuals are going to be opening conversations and remembering details and follow up and follow through. So when you think about this daily dialogue, the C compliance behavioral trait really is easy to identify but you're gonna see a bunch of different ways when it comes down to it. Just like the essence steadiness, these individuals need respect to be proffered as a component to any relationship that they have. Now, when we talk more about this compliance, behavioral trade, we dive into the subset of dimension behavior. We find this as individuals when they combine their their two behaviors and I've said this before, when we look through a disc profile, we're Looking for the top two prevailing behaviors, these behaviors allow an individual to understand which behaviors are going to be most distinctly identified in the day to day, the lower two behaviors are those that are essentially in supporting factor to the primaries, we start with our initial and the other to support it. So there's two initial prevailing behaviors are really what combine a lot of what people experienced, that gives us impressions to people. And their proxies, it shows us shows them how we engage with them. With that said, there are certain types of dimensions that work best in an environment. When you pair a high C, next to a high s, that's a thinker, and that's our thinkers, thinkers are going to be the SS and C's. They're intuitive, they're intellectual, but they're also very stable. They take their work as their trademark. One thing you do to a high C is give them things to do that challenge, and broaden and deepen their understanding of a subject. And they are very well attuned to that. And by proxy, the doers, the drivers of the environment are those individuals who are on the DI and Id side of the spectrum. That really doesn't matter which letter starts First, if it's ID or di. It's about the parrot behavior, combining that prevailed behavioral set. So with that said, you have some thinkers, who are the intellectuals, the people who are driven towards goals that are more quiet and reserved, but milestone based and you have the drivers and the doers are about the instant gratification. The right here the right man, what are we doing now? They can't conceive of the later until they get there. And that's how dimension behavior gives you a better understanding on what to look for. Now that we've discussed more about this see compliance behavioral trait, let's dive into some common questions that we get when it comes down to understanding more about this behavioral trait. Now I'm over the first thing we're talking about is how can a person learn this? Does a person learn can a person change this C compliance trait? Well, the short answer on that is yes. Matter of fact, we're all expected to change and we do very easily when it comes down to the sea compliance. Behavior trade. This is one of the two behaviors that changes the slowest, but it can change or to find change amongst a heisey individual, you have to get through the what's in it for me factor. But then you have to set clear defined milestones where a highest is all about what's in it. For me, the high C is when do you need it by the high C has this unique trait that it needs to be challenged, we get that. But when you can find an opportunity to expand the horizons of an individual with a high compliance trait, you'll find that the individual feels more rooted and seated in the success of what they're asked to do. But they also feel more respected, they feel more validated simply because the work they're doing is better than it was even a year beforehand. That's how you can see this change. That's how you can see whether this can be learned to expand upon your compliance skills or your trade set would be simply to say you need to find more ways to dig into work. You need to find more time to do detailed work, listen more actively listen more critically, find more ways to listen then talk. These are simple ways to expand even marginally, how you can increase and expand your compliance behavior trade. Now, with this it How does a person experience that? Well, your high compliance individuals are traditionally in very intellectual positions, or critical positions. In my marketing team, you're going to find high season video production, graphic design, branding and design associate website design. It's an every place where quality is an absolute factor of the success of the product. You'll see it my builds department with my techs, you'll see it my marketing team with our digital product output, you'll see it in my account matters with the quality of the relationships. You'll see at my CEO. When he sees every single piece of collateral that goes outside of the company. And he checks it for certain things he looks for its quality, check, see defining trait for how you experience it is the quality of something. If a see feels transfixed on an issue, or they feel like they are being disrespected, they're going to call you on it, they have no problem calling you out for a challenge that you've given to them, or some sort of disrespective profit in their direction. Now, what roles you're going to find it in, of course, techs, intellectuals, engineers, account managers, digital media production, you're going to find in any position that has quality Now, how do you respect a see behavior? Well, this behavioral trait has a hidden part to it. A little hidden component of this behavior that's important to know which is the this the set of I don't think you could do this if you were to give a high sia, a subtle hint of saying, I don't think you can do this. I'm not sure if this is for you. A high C likes to be challenged. Now granted with respect, of course, if you say, well, you're damned idiot, I don't think you can get this. Well, you started that on conflict, there's no way to understand that. But if you give a high C a challenge, I'm not sure if you can, is this bigger than you let me know if you need help. If you if you spoon feed an individual, that high C challenge like that. You're basically saying, show me, give me your best. Prove me wrong. That's one thing a high C loves to do is prove people wrong. A high C has the ability to remember things infinitely high C's have critical memories of things that they have taught us for years. As I mentioned, throughout these trainings, I'm a high D or high C, I can remember a phone number, right the second for my my friends that used to live three hours north of me when I was 12. I haven't dialed this number for years, but I have it right there. That's the thing. High Seas remember their first pin number from their first debit card. And I was old enough to remember when I had one. But they also remember the first girlfriend's name, where they kiss their wife, where they went to college, what was the first dorm that named they had and the ideas High Seas have a detailed memory of things that are important to them. And that's also a consequence to if you burn a high C, if you do a high C wrong, they will never, ever, ever let you forget it. Now, if you have a spouse that's been doing this lately with you that you forgot their anniversary, or you didn't see that they had a haircut, chances are that's part of this high complaint straight coming out. And it's not uncommon, just be mindful and be knowing what to look for. Because the words I'm sorry, do not fix much to a high C, you have to show that you're sorry. And believe me being a high C, I know exactly what that looks like. This is how we look at this behavior trade from a different perspective. Now that we've discussed more about this hi c compliance behavior trait, we dive into understanding why all of this effort goes into really creating a worthwhile result. Now fundamentally, the reason why we do this is so we can better understand the individuals around us. Naturally, we want to make sure that the profiles we put in front of individuals are from a reputable source, I find that every single year there's at least 50 to 100 new vendors that come out that are simply just speculative services, they're in between the science and another provider. And they're really not providing any value. They're just trying to get more margin dollars. For us at chart tech, we have had source material since the beginning, we actually work with our provider to ensure that the assessment we provide is your directly to the individual geared toward the circumstance. And that's why our offering is changed and evolved over the last several years. It's because the science is changing too. So there shouldn't be any reason why those two things don't work in congruence. With that said, another thing to think about is when you do these assessments with your individuals, and you have a greater sense of respect for learning courses like this, you understand that to develop the people around you is one of the greatest things you can do. it deepens the relationships that you have on the job and also away from the job because I guarantee you if you're learning here on the job, you're going to apply some of these skill sets at the house. I guarantee you With that said, all this work. All this effort goes into doing one very simple thing beyond respecting individuals beyond enriching your relationships. This comes down to accessing the best software in the world, which is us it's our brain. We've invested in this we've built this to heart pain, with through trial and tribulation. We've invested in the software and if you can find ways to extrapolate to ingratiate, but also to invest in this software. You will always see a positive dividend "