Pacific Security Group used DISC Profiling to change our workplace culture…. the results?

Everyone has a different behaviour style.  Individuals express themselves differently. For businesses, understanding that every person is different, is one of the most important aspects of running a cohesive team.

Combined with self understanding and awareness with the right training methods, we take pride in helping to develop individuals who take pride in their work, and who are comfortable with who they are & want to show solution focused attitudes in both business and personal life.

Statistics suggest that more than 50 million people have taken the DiSC test since 1970, a testimony to its success. In several studies, like this one, DiSC profiling was seen to help improve several indicators, including:

  • Knowing how to communicate with yourself, your co-workers, your customers
  • Understanding behavioural patterns
  • Adapting to your audience
  • Learning new methods to accommodate a win/win situation for all

We wanted our staff to be more self-aware and be more confident about what they do – to be able to take on several responsibilities. We wanted them to learn about their strengths. Employees, after all, work better in an environment they are confident and happy in. If we take care of our employees, they will take care of our customers.

Residential and Commercial Security Clients need trained professionals who are adept at what they do. While educational skills and certifications are important, at Pacific Security Group, we believe we needed to take it one step further to target a real customer service experience.

The Top Qualities We Need to Look For

So, what does a good team have?

High skill in time management. High level of interpersonal skills. Healthy relationship attitudes. Attention to detail. Understanding conflict resolution and stress management. Solution focused attitude. Healthy personal mindset and genuine customer care.

So how do we know if one employee will be able to complete a task better than another? Rather than approach this by “trial & error” we like to take a more hands on approach when selecting our team.

Wondering how?

In this article we will be talking about DiSC profiling and how it has helped our organization get better at what we do – offering you the peace of mind you need.

What is DISC Profiling?

No matter what test result you get from DiSC profiling, know that they are all equally valuable.  While your behavioural traits might show a specific inclination, everyone has a blend of all the four styles.

When working as a team, understanding each other behaviour styles allows us to adapt to ensure a more cohesive working environment. A happy workplace creates a happy home life. Its important we understand our strengths and how they differ to others. This also flows into the fields with customers and suppliers. In turn, you get to build more effective relationships, one that can help the organization stay ahead.

The DiSC Model

The DiSC model is based on the work of Carl Gustav Jung, and is derived from his 1921 book – Psychological Types. He stated that people basically have four different styles, something William Mouton built upon in 1928 through his book Emotions of Normal People. Moulton divided the four behavioural styles as D, i, S, and C.

About the Test

The test by itself takes as little as fifteen minutes to complete, and all our employees took it within their working hours. With no right and wrong answers, participants can choose the answer they feel is right for them – which determines their behavioural traits.

The scoring is done electronically, and takes a look at the four basic styles. The results show how the person approaches their work and relationships. Each of the letters in ‘DiSC’ represent a particular style, which we will take a look at below.

Let’s take a brief look into each behaviour style:

(D) Dominant & Directing

You would need people with a strong ‘D’ style to be in situations where there are plenty of challenges to overcome. These people want to shape the environment by overcoming opposition and are great motivators. They love challenges and strive for immediate results. They are demanding, forceful, determined and self confident. You will love their inspirational and creative leadership. They are leaders, movers and shakers. With a commanding and resolute leadership style, they are whom you seek if you are looking to meet the challenging organizational goals.

They are task focused and place high value on time. Don’t be late or repeat yourself to a D type. Additionally, these people also want a bit of independence and while they can be impatient, they do display sensitivity. It’s a good idea that you focus on their solutions rather than the problems.

S) Steady

If you are looking for effective collaboration, you need people with the ‘S’ trait. These people are steady at what they do and cooperate with others to ensure that you reach the end goal. Calm and patient, they are whom you can depend on to ensure that the project runs successfully. While they can be reserved – which means that they are often not great at communication skills – they more than make up for it with their hard work and dedication.

They aren’t that adept at handling challenges, but work great in existing circumstances to achieve the desired results. They do need some guidance though, as they have a tendency to avoid change, and may end up being a little indecisive when it comes to taking important decisions.

On the plus side, people with an ‘S’ trait are the ones who value loyalty, and you can depend on them to stay put with you for the longer term. These people can also work great as a support agent, especially for a home security solution company like ours, as they are patient, deliberate, stable and consistent.

Since they like to be more personal with others, they expect the same in return. Managers need to look to be polite with them, and avoid any confrontational behaviour or being rude, as that can derail them from their objective.

(I) Influencing

Nobody likes an unfriendly workplace. With the “I” behaviour style around you, the workplace won’t feel like one. People with an “I” style are friendly, warm, and convincing. They can brighten up the room with their optimism and gel well in group activities.

That being said, since they love social recognition, they do have an increased fear of being ignored. They will love to take on managerial responsibilities that include taking action and collaborating with others in an enthusiastic way.

They do like more freedom and want to tell people how they feel. In that way, they are more honest. It’s one great quality and an asset, but may not be suitable for all job roles. For instance, as a manager, you may not always want to be blunt with your employees. Sometimes, you need to be tactful – as that’s what will help them get better at rectify their mistakes.

While they are not as detail-oriented as people with a ‘D’ style, they do prefer authority. Unless the role demands excessive focus on details, “I” could be humble leaders as well. With their convincing nature and intent on attaining new skill sets through coaching and counselling, they can make new friends quickly.

On the other side, these people aren’t that great when it comes to researching all the facts, or following through in its entirety, so if you want someone to get into the real nitty-gritty, you may want to look at a different behavioural trait.

(C) Cautious & Conscientious 

Some work cannot be left to everyone. You need to ensure it’s accurate and do a quality check. In other words, you need a perfectionist. People with a ‘C’ trait are the ones who will do the job for you. Motivated to gain knowledge and produce quality work, these people prioritize accuracy and help to maintain stability. However, at times they are at times overanalyzing things, which could lead them to be overcritical.

Add to it that they aren’t great with criticism. To help deliver their best, it is important to have a leader who understands their limitations, and aids in their systematic and tactful nature. As managers, if you can delegate tasks to them, and not indulge in a pep talk, you’re going to get better results. Since these people are more objective and want personal growth, they are motivated by themselves – but need you to guide them around, especially when it comes to taking quick decisions. Since they are diplomatic and cautious and strive to live to high standards, they can be put in several different positions – which just talks of their flexibility.

How Will it Benefit Staff?

The problem with most organizations is that they are unable to understand how to ensure maximum team efficiency. They don’t understand what motivates their employees or what causes them stress. Often employees are hired based on past history employment and referees but no real personality behaviours are tested.

Placing staff incorrectly can cause friction between team members. For instance, someone who is able to work faster isn’t going to gel well with someone who isn’t able to do so. Some team members tend to focus more on things like accuracy and objectivity while others focus more on social skills and sales.

While each of these traits is necessary for a healthy organization, it’s not going to help people work together by default. Each trait is necessary as they offered new insights but you need employees to be able to adapt to each other. This is where DiSC profiling comes in.

What if you could know the strengths of each employee before they join the team? With a DiSC profiling, you get to understand the profile of your potential new staff member and how they will mould in with your existing company structure, values and beliefs.

When dealing with customers; you want your employees to understand the buying styles and what is going to help the customer at their preferred pace, interpersonal reaction and manage areas of resistance or stress.

We are a security solution company. We want our administrative staff to understand clients stress points. We want our managers to learn about their management style, to help create a more positive working environment and we want our employees to get better insights about who they are, and what they can achieve.

How Does it Mix in With Our Culture?

At Pacific Security Group, we know that positive team culture is what we should strive for. It’s why we encourage our employees to know more about themselves so that they know what work suits them the best according to their preferences. In turn, we can help put more people together who can gel well, so that they can function effectively, enjoy coming to work and lead healthy lifestyles.

Back to Base Monitoring

For an intensive job like ours, we need improved team management and a place where one can trust each other. We offer services like 24×7 back to base monitoring. Whilst you can be rest assured that we are monitoring your property round the clock, our staff have to navigate through ongoing training to provide this high quality service to you.

How could we achieve better efficiency? DiSC profiling helps us ensure that we have the right people in the right roles. We can have people who are great at ensuring quality and accuracy during the monitoring of your property.

Installations of Alarms & CCTV

At Pacific Security Group, we haves a commitment to ensure quality, whether it be new CCTV installations or 24 x 7 monitoring. With more skill sets, ongoing training and self awareness, we believe our employees can perform better than industry standards, offering our customers something extra.

We aim to understand:

  • What our individual employee goals are
  • What motivates them
  • What their communication style is