Based on the answers to the previous questions, your “core” or “basic” behavioral style is what we call a High C or High Compliant. Below are several descriptors of a High C:

The High C
Compliance, Analytical, Melancholic

Famous High C's

Felix Unger

Felix Unger is an extreme exaggeration of the High C profile. Everything had to be just right, and his odd roommate, Oscar, drove him crazy with his disorganization. Felix continually strove to thrust perfect order into Oscar’s life. Perfectionist, organized, analytical all describe Felix Unger very well.

Chris Evert

Did any foolish player dare to volley baseline to baseline with Chris Evert? The incredibly accurate tennis player would hit the ball inches from the line fifteen, twenty, or more times until the adversary would make a mistake. Little emotion showed as she went through player after player and won title after title. Consistent, accurate, and precise, her opponents became victims of their own weaknesses.

Vice President Al Gore

With an analytical approach, Vice President Gore laid out the facts and figures of government waste, focusing on systems and procedures of how things are handled (or mishandled). Whether one agrees with his thinking or not, Vice President Gore is well thought out and analytical in his approach to the environment, as well as government. Time Magazine gave an account of Gore’s success in a debate with Ross Perot over NAFTA (North American Free Trade Agreement).

Gore was urged by his advisors to play to his strength – to be “wooden,” not animated. Typical of a High C, he spent many hours studying alone. He analyzed all of Perot’s claims, looking for flaws. Then he had a group of aids fire questions at him for over two hours, and then he held a mock debate. Gore took control of tactics and strategy. Gore told his team that he wanted to hammer Perot with facts. On all accounts, Vice President Al “Wooden” Gore won the debate.

Emotion of the High C: Fear

The emotion of the C factor is fear. The higher the C factor, the more the individual will be a low risk-taker – following procedures and going “by the book”. Research by TTI in this area has proven conclusively that a person with a High C in their profile is a better driver than a person with a Low C. Also observed is the fact that parents who are High C's tend to be more protective of their children, due to the emotion of fear. Conversely, the lower the C factor, the more the person will be a high risk-taker and tend to break rules and procedures.

Outstanding Characteristics of the High C

Need for Procedures

High C's strive for a stable and orderly life and tend to follow procedures in both their personal and business lives. Dependent upon procedures, they will usually stick to methods that have brought success in the past.

By the Book

“Going by the book” is the first rule of conduct for High C's. They are very aware of and sensitive to the dangers of mistakes and errors – preferring a professional, disciplined approach to problem solving. They are often the “quality” people who will write proven procedures to ensure the proper outcome.

Perfectionist

Preferring to compete with themselves, the High C is constantly striving toward better ways of doing things. There is a right way to do things and a wrong way. High C's have the desire to be right, which usually means that they will come down on the safe side of a problem, where there is less risk. They would rather be cautious than brash; conventional than bold. The lower the C, the higher the tendency towards being a perfectionist.

Precise and Attentive to Detail

High C's are data gatherers and will gather all possible facts (maybe too many) related to a specific problem. They are systematic thinkers who are precise and attentive to detail. When called upon by other styles, the C will tend to ask questions to clarify the data and go to the heart of the issue. The High C is very careful in thought and deed.

Proof and Evidence

A statement made with little or no proof will not fly with the High C. “Prove it” is the calling card of the High C.

“In God we trust, all others use data,” depicts the High C very well. This drive for proof and facts can save a company a great deal of money that would have been wasted on inconclusive speculation.

High C's tend to be loyal and dedicated – doing whatever is expected of them to the best of their ability. They are more tacticians than strategists.

Recognizing the High C

Understanding that the DISC language interprets HOW we act, behavioral observation has proven that the following attributes usually apply to the High C behavioral style. Employ these cues to assist in quick recognition of the High C.

Quick High C Observable Indicators

Observable Behavior: "How the High C's Act"

Other Important Behavioral Clues

Utilizing the descriptors, the famous examples, and the outstanding characteristics, the High C behavioral style should begin to develop clearly in your mind. The DISC language is based on observable behavior. By opening your “behavioral eyes”, you will begin to notice the High C's around you.

Pure styles are being described in this section! The High C style is definitely affected by the intensity of the D, I, and S response. Effective language learning will give you the skill to recognize the effect of the other factors and adapt accordingly.

Value of the High C to the Team

1. Objective Thinker

When dialoguing with High C's, the real world is the arena. They deal in the area of objective fact and will make you prove your case. The High C brings a reality to plans, analyzing and testing the data for accuracy.

2. Conscientious

High C's take their work personally as almost as an extension of their being. The finished task is a reflection of their attention to small details. They are usually very loyal and will go the extra mile to get the job done.

3. Maintains High Standards

In a book called The Wisdom of Teams, one characteristic was found on all high performance work teams . . . they were committed to the highest standards. The High C will even assist in writing the standards. With a quality focus, the High C assists the team in consistency of standards and operation, adding order to the scenario.

4. Defines, clarifies, gets information, criticizes, and tests

A great objective thinker, the High C will blow holes in plans that are not well thought out. Their skeptical nature looks at all possibilities before they buy into the plan. Utilized in this way, the High C can be a great asset to any team. Oh, and don’t argue with a C unless you are sure you have your “ducks in a row”. High C's are collectors of data and can seem like walking computers.  They are always analyzing, testing, clarifying.

5. Task-oriented

The world is not all touchy-feely. We need people on the team who place urgency on doing the tasks that are needed. For years, the High C's have made significant contributions to such events as going to the moon. The Is, on the other hand, would still be planning the party for the arrival.

6. Ask the Right Questions

One of the most significant contributions the High C's make to any organization is asking the tough questions. This talent often leads to distraction of a shallow plan.

7. Diplomatic

If given the opportunity, High C's will be very diplomatic in sharing the data to support their conclusions. They prefer discussions void of emotional appeal.

8. Pays Attention to Small Details

Many projects would be a total disaster if it weren’t for the High C’s attention to detail. Every organization needs a C on their team for those projects where the little things make a big difference.

In summary, the High C sets the standards for the team and maintains them. In a world of fast pace and change, the High C keeps us closer to reality with their objective thinking processes. High C's, with their questioning, analyzing, and clarifying style, do not allow us to get away with “sloppy thinking”. Sometimes misunderstood, they can take ideas that are too “lofty” and bring them back to a state of realism.

Based on the verbiage and descriptors given to this point, make a list of your associates who you believe to have a High C in their profile.

Ideal Environment for the High C

• Where critical thinking is needed and rewarded
• Assignments can be followed through to completion
• Technical, task-oriented work, specialized area
• Noise and people are at a minimum
• Close relationship with small group of people
• Environment where quality and/or standards are important

Communicating with the High C

• Prepare your case in advance
  Don’t be disorganized or messy
  
  
• Approach them in a straightforward, direct way
  Don’t be casual, informal, or personal
  
  
• Use a thoughtful approach, build credibility by looking at all sides of each issue
  Don’t force a quick decision
  
  
• Present specifics, and do what you say you can do
  Don’t be vague about expectations or fail to follow-through
  
  
• Draw up an “Action Plan” with scheduled dates and milestones
  Don’t over promise as to results, be conservative
  
  
• Take your time, but be persistent
  Don’t be abrupt and rapid
  
  
• If you disagree, prove it with data and facts or testimonials from respected people
  Don’t appeal to opinion or feelings as evidence
  
  
• Provide them with the information and the time they need to make a decision
  Don’t use closes, use incentives to get the decision
  
  
• Allow them their space
  Don’t touch them

Motivation of the High C

• Operating procedures in writing
• Safety procedures
• To be part of a quality-oriented team
• No sudden or abrupt changes
• Reassurance that the job is being done correctly
• Information and data available
• Time to think
• Objective, tough problems to solve
• Manager who follows company policy

Managing the High C

• Involve them in defining standards that are undefined
• Involve them in implementation of the standards
• Clearly define requirements of the job and expectations
• Allow them the opportunity to finish the tasks started
• Set goals that have “reach” in them
• Encourage their contribution in meetings
• Involve them in the long-term planning
• Train them in people skills and negotiating
• Respect their personal nature
• Allow them to work with a small group of people, in a less active area
• Do not criticize their work unless you can prove a better way

Refer to your list of those you believe to be High C's. Carefully examine your communication strategies and motivation techniques to see if there are areas in which you are mismanaging him/her. Meet and discuss those areas and be willing to be the one who has to adapt.

Possible Limitations of the High C

The limitations listed for the High C are tendencies for the pure High C, which represent a very small percentage of the population. Each of these tendencies may be negated by the position of the D, I, and S factor.

• Hesitate to act without precedent
• Overanalyze: Analysis paralysis
• Be too critical of others
• Get bogged down in details
• Not verbalize feelings, but internalize them
• Be defensive when criticized
• Yield position to avoid controversy
• Select people much like themselves
• Be too hard on themselves
• Tell ideas as opposed to sell ideas

As stated, the intensity of the D, I, and S factors can offset the limitations of the C factor. As with all styles, their very strengths are the cause of their weaknesses. The challenge, knowing you need the strengths of all four styles on your team, is to grow and learn to bring out the best in each style, maximizing strengths and minimizing the weaknesses of each style.

Finally, it is very important to note that the questions and results were provided by our partners at Target Training International, LTD (T.T.I.) and excerpts from the Universal Language Book DISC (authored by Bell J. Bonnstetter, Judy I. Suiter, & Randy J. Widrick).

As certified trainers for DISC, we must remind you that the information in this assessment, while most likely accurate, is not defining.

The value of understanding one’s self is just the beginning. Imagine being able to spot behavioral styles in others and know how to generate the best results. What a difference that could make in your annual sales!

If you'd like a professional sales coach to go over these results with you (along with strategies and tactics for your business) in a FREE coaching session, please fill out the form below: