Selling your boss on DiSC®
Of course you’ll want to use what you know about your boss’ DiSC style to sell him on the value of DiSC, but you’ll also need a story and a proposal. No matter what one’s style, we all respond to a good story. We’re wired to listen to stories. And business runs on numbers. So you need both an engaging story and a solid proposal including expected financial investment.
Your story: Your story can be based on your own experience with DiSC or the story of another. Consider interviewing another consultant or HR trainer who has used Everything DiSC to get additional examples you can call upon. Why do you want to use DiSC? What do you see as the possible outcomes? What has been your experience with DiSC?
The DiSC story: Your core message can emphasize whichever message(s) will resonate best, depending on the style of your boss. Here are a few sample messages:
- DiSC is the leading personal assessment tool used by over 1 million people every year. It has a long and proven track record.
- DiSC is easily understood and memorable. This isn’t a program to make everyone feel good and then go back to their desk and forget it. There are follow-up tools and information to extend the learning.
- DiSC is well-researched and validated. You can show a copy of a research report or the Everything DiSC Manual.
- DiSC is engaging. Workplace engagement surveys are showing rates around 30%. DiSC can help with this issue by improving communication and feedback, showing the organization’s commitment to its staff, and creating more self-aware employees.
- DiSC is flexible. Organizations have integrated into their onboarding, team development, management training, sales training, and leadership development programs.
- DiSC isn’t just about the individual. It’s about relationships. Each of the profiles seeks to show how we differ, but can still work effectively together.
- DiSC is about getting results. Each profile includes action or reflection items targeted towards achieving more success at working with others, managing others, leading others, or selling to others.
Your boss’ story: Do you know if she has used a tool like DiSC before? What was her experience? Learn how DiSC might help her achieve her goals for the organization.
Let the holder of the purse string see what an Everything DiSC profile really looks like. If you have no budget yet, provide a copy of a sample profile. Better yet, buy an assessment and let her take it. The best results come from giving her an assessment, taking one yourself, and then sharing your Comparison Report. Discuss what she could learn from a DiSC profile.
Point out the parts of the profile you think will be most interesting to your boss.
You’ll need to write a goal statement about what you want to accomplish using DiSC. Here is a small set of examples:
- Increase speed of integrating new team members
- Facilitating better communication among team members and across teams
- Develop management soft skills
- Build more effective relationships with clients
- Increase leadership skills
- Introduce 360 degree reviews
- Provide tools for coaching and developing staff
Include a budget estimate. Be sure to include the price of a consultant, your own certification, a facilitation kit, or other facilitation support. Also include the amount of time you anticipate the program will take for the participants.
Add a note about how the profiles created for people in the organization remain accessible to the trainer and can be used again. For example, if a department hires two new people, only those two need to take the DiSC assessment again. Their profiles can be used with the previous ones to create a new Everything DiSC Group Culture Report or unlimited free Comparison Reports. This is true even if the former employees all took the Everything DiSC Workplace profile and the new staff take Everything DiSC Sales or Everything DiSC Management.
Consider including the Cornerstone Principles for the DiSC profile you want to introduce. Attach a sample profile with a few sections highlighted.
Your first session
How you introduce DiSC to your organization will influence how well they receive it. Just as you shared your goals with the boss, you’ll need to share your goals with the staff. They will want to know what’s in it for them, too.
Some organizations have rolled out their DiSC programs slowly, with a small group, who then provided feedback that was shared with managers or program sponsors. That feedback was used to gain more support for the program.
Others have hosted a “lunch and learn” session to introduce the basics of DiSC, perhaps giving them the opportunity to take an assessment beforehand. This gives you an idea about the level of interest, plus a few attendees will share their experience, creating some internal buzz about the program.
Sometimes people will see being asked to complete a DiSC assessment as a test, as a way to judge them or reveal their secrets. They will be nervous about how this data will be used. We’ve shared a few ways to reduce their fears in this post: You’ve been asked to complete a DiSC profile, now what?