DiSCability Advocacy

 The DiSC profile is a widely-used personality test used to sort someone's methods of interaction with others into these four areas: Dominance, Influence, Steadiness, and Compliance. These interaction styles affect our approaches to work, social life, leadership, and, thus, our advocacy methods. Usage of the DiSC profile to understand ourselves and others can increase the effectiveness of our efforts. I will examine each DiSC type and advocacy method correlation in a separate post.

Dominance is the factor of control and assertiveness. People comparatively high in Dominance use blunt, forthright advocacy methods. They have little regard for the sensitivities of others and tend to "say things as they are" instead of "sugar-coating". People comparatively low in Dominance tend to shy away from challenges and value peace above victory, even in the absence of taught values. High D advocates are typically drawn to leadership positions.

Influence is the factor of sociability and persuasion. People comparatively high in Influence are friendly and approachable and use this to their advantage while advocating. They have excellent communication skills and genuinely enjoy the company of others. People comparatively low in Influence are more task-oriented than relational and do not like to be around others as much as their more Influential counterparts. High I advocates tend towards social roles.

Steadiness is the factor of order and stability. People comparatively high in Steadiness value traditions, systems, and credentials and advocate within the boundaries of the system by practicing what other advocates preach. They rarely go beyond the norm, faithfully and fastidiously follow their routines. People comparatively low in Steadiness enjoy spontaneity and resist restraint. High S advocates tend towards documenting their experiences and following other more "radical" advocates.

Compliance is the factor of perfectionism and correctness. People comparatively high in Compliance value "rightness", whether that rightness is objective or subjective, and follow the rules of others as well as their own. They advocate for what they see as right and strive for their often quixotic ideals of rightness and are sensitive to detail. People comparatively low in Compliance tend to skim over details and disregard rules they see as unnecessary. High C advocates tend to pursue fields that call for perfection as a means of moving towards what they view as right.

Why should I use DiSC as an advocate? 
DiSC gives insight as to how any why we advocate. A High D would say "I am the most qualified to solve this problem" and go about attempting to solve it while a High S would say "Will someone solve this problem?". Each DiSC type has its own set of fortes and foibles; there is no right or wrong DiSC type. Knowing your type will allow you to see why you advocate the way you do, why some methods work for you while others don't, and how you can increase the effectiveness of your methods.

What is DiSC not?
DiSC is not your personality. Your personality is the sum of your temperament, your experiences, and acquired traits. DiSC is the pattern of your outward behaviors, a manifestation of your temperament. Each of the four areas corresponds to one of the four original temperaments: choleric, melancholic, phlegmatic, and sanguine. However, DiSC only measures outward behavior, not innate nature. DiSC is a basic pattern of your outward behaviors, not an all-encompassing description of who you are.

Where can I take the DiSC test?
To ensure the most accuracy, you can pay for one, or, if you don't want to pay for a test, take this one.

A Challenge:
Take the DiSC test I linked to, publish a picture of your results, and tell about how your DiSC type affects your advocacy methods. Axiom Software's interpretations are useful in analyzing your individual type. 

This is my DiSC type. How can you see this through my methods?

 

If you do write a DiSCability advocacy post, feel free to use this image:

Image Descriptions:

1. A circle divided into quarters with each quarter being red, yellow, blue, or green.
1. The red quarter: Direct, decisive, independent, and to the point. Bottom line and results-oriented. Often strong-willed, enjoys challenges and immediate results
2. The yellow quarter: Optimistic, social, and outgoing. Enjoys being on teams, sharing openly, entertaining, and motivating others.
3. The green quarter: Team player, cooperative and supportive of others. Prefers being in the background, working in a stable environment. Often good listeners and prefers to avoid conflict and change.
1. The blue quarter: Cautious and concerned. Focused on what is "correct." Plans ahead and is concerned about accuracy 
2. A pie chart with a red section, an orange section, a yellow section, and a purple section
1. The red section is the largest (55%) and represents Dominance.
2. The orange section is smaller than the red section (22%) and represents Influence.
3. The yellow section is smaller than the orange section (12%) and represents Compliance.
4. The purple section is the smallest (10%) and represents Steadiness.
3. An accessibility symbol (the new one with a robust figure pushing one's self while leaning forward) with an opaque white circle with a black outline divided into quarters with each quarter having a red D, a yellow I, a green S, or a blue C. The image reads "DiSC" if the letters are read clockwise from D.