The S Personality is motivated by safety and security. What is the greatest fear of the S Personality Style?īecause the S Personality strives for stability and a feeling of peace and safety, they fear security loss through change. They want to please others and may have difficulty saying "No" or establishing priorities. They strive for positive environments and relationships and can be especially sensitive when it comes to criticism. Because the S style is passive and avoids conflict, they may also hold grudges when they experience frustrations and resentments instead of facing the issue head-on. They adjust best when given a long enough period to adapt to change and require an explanation of why the change is occurring. They like to get into a routine with what feels secure and stick with it, resulting in opposition towards change.
The S is described as stable, reliable, and predictable. What are the possible weaknesses of the S Style? The S is also good at multi-tasking and seeing tasks through until completion. They are compliant towards authority and a loyal team player. They strive for consensus and will try hard to reconcile conflicts as they arise. They are patient, good listeners who want to work with teams harmoniously. What does the S Personality Style contribute to a team? Preferring close, personal relationships, the S is very opened with loved ones but can also be possessive at times and hold them close. They are even-tempered, friendly, sympathetic with others, and very generous with loved ones. William Marston, is known for being steady, stable, and predictable. It is completely non-judgmental with no good or bad categories, or high or low scores.The S Personality Type in the DISC model, developed by Dr. It creates a common language and a framework to better understand ourselves and others. The DiSC model is a very practical and user-friendly theory of human behavior.
What behavior(s) do you most identify with? What about your colleagues? Do you want to take it to the next level? This is a very brief overview, but now you have a baseline understanding of “What’s DiSC”?.
Each of us has elements of each, but to differing degrees, and an ideal, well rounded team would be comprised of all 4 styles. If you’re thinking that all four behaviors add value, you’re absolutely right. They like accuracy and order, dislike a lack of procedures and standards, and may not be open to critical feedback. They like security and stability, and don’t like sudden change or the loss of security.Ĭ – CONSCIENTIOUSNESS People with a high Conscientiousness behavior value quality and accuracy, they analyze situations, and seek tactful, diplomatic interactions. S – STEADINESS People with the Steadiness dimension of behavior are accepting of other people’s ideas, and they like a predictable environment with methodical approaches. They like being involved and being recognized, and they don’t like rejection or loss of approval. They shape their environment by persuading and influencing others and by building alliances. I – INFLUENCE People who display the Influence dimension enjoy interacting with others. They like control, and they don’t like being taken advantage of. They are:ĭ – DOMINANCE People who display the Dominance behavior shape their environment by overcoming opposition and challenges in order to accomplish results. There are four basic dimensions of behavior in the DiSC profile. An assessment was then created that identifies and provides an understanding of our preferred behaviors in specific environments. The DiSC theory was developed by psychologist William Marston and focuses on four different personality traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Are you familiar with the DiSC model and how our behaviors and preferred styles impact our degree of effectiveness? Words matter styles and behaviors also matter. Leadership consists not in degrees of technique but in traits of character it requires moral rather than athletic or intellectual effort, and it imposes on both leader and follower alike the burdens of self-restraint (and awareness).
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