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The Immense Power of Understanding Your DISC Profile · The Missing Secret Podcast

• 0:00
  Kelly Hatfield: Welcome to the missing secret Podcast. I'm Kelly Hatfield,
• 0:03
  John Mitchell: Hey, and I'm John Mitchell and and just like last week, I wish I was Kelly Hatfield with her team in the Super Bowl. You ready for it?
• 0:14
  Kelly Hatfield: I'm ready for it. And sending all the good energy out into the universe for the Seahawks. Very excited,
• 0:20
  John Mitchell: Right, right? It just shows you what focusing on your daily actions can do for you.
• 0:25
  Kelly Hatfield: Oh, yeah, absolutely, absolutely.
• 0:29
  John Mitchell: So our topic today is the immense power of understanding your DISC profile, and for you that that maybe not are familiar with the DISC profile, I just taught this to my class, and the power of it that this profile basically is a personality profile, and it it you're one of four different types. The D is a sort of a dominant person, and I is is an influencer, a people person, a s and a s in the disc is the steady Eddy, and then the C is basically a perfectionist. And if you look at the world, more or less, that's how the world shakes out, and it's all based on you being on two factors. Do you do things fast, or do you think do things slow? Do you do things are you people oriented, or are you task oriented? And the thing I love about the DISC profile is it's so simple, like I've taken the Enneagram and other things, and they're valuable, but they are not as simple as the DISC profile. Kelly, what do you think about that? Have you taken some of the other stuff? What's your take on this?
• 1:56
  Kelly Hatfield: Yeah, I think that they're very valuable. I mean, there's so many of the ones that are out there, but disc in an Enneagram, those are like common ones that you know are out there. But I think it's so helpful when we talk about clarity, you know, and when we're talking about identity, and when we're talking about how you're interacting with other people, and again, getting clarity around that, you give great examples of, of, you know, understanding what other people's profiles are. And I think from a leadership standpoint, it's been very helpful for me to understand somebody's personality type so that I can I understand how to get the most out of them, you know, best lead them. And so I think the disc Pro, the not just the DISC profile, but any of these personality you know, assessments or whatever, are super useful.
• 2:46
  John Mitchell: So So I assume with your recruiters, you know what personality type they are, right? Yeah. So Addy, do you use disc or you do use
• 2:56
  Kelly Hatfield: Something else? We use disc. That's been the primary one that we've used, and again, that's been helpful and great in terms of and we need to hire people who are influencers like that's part of like, your ability you're in the recruiting space to influence. So it helps us give an indication as to where you know how strong they are in that particular area. And you know both. And then on the dominant you know, side you know, as well. Perfectionists are tricky for us. And we do like the steady Eddie, but like we do like, right, those drivers and on people who are competitive and, you know, who can influence. And so it really is super helpful. There were a couple of other tools, and I don't know them off the top of my head. We we just, you know, briefly spoke about what we were talking about before we jumped on today, and I wish I would have grabbed those, but disc has been one that's kind of been a mainstay in our business,
• 3:48
  John Mitchell: Right, right? Why? I know I've told you this before, but I think the one thing that has been so powerful to me once, once I understood the disc. I did not understand it when I had my reverse mortgage business, and I, and I now that I think about it, I was into to using personality profiles and and evaluating people and and I remember I had one loan officer there was fabulous, and she would, she'd do three times, three or four times the average number of reverse mortgages that the average person would do. And, and I'm like, well, let's, let's, let's get her personality profile, and let's hire to that. And, and we, we tried to do that, but we could never do it because she was, we just, you know, we hire, we we try and hire that way. But the candidates who we came, they would come through, would not test like she did and and she wasn't anything really special, but she, I mean, she was, and she was. And, but I remember, you know, experiencing that, that in theory, this all makes sense, but I found it hard to to do it. And I see with, like, what you're doing with the DISC profile? Yeah, you're just going to hire people that are high i High D, and you're pretty well good to go, right? Yeah.
• 5:23
  Kelly Hatfield: And I think, you know, it's, it is a tool. It is not the B and all end, you know what? I like we, there's other things that we do with the with the way we've designed the interview questions, something the different, I don't want to say tests, but tests and all amnesty of like, kind of what we put them through as part of our hiring process to vet some of this stuff out. Also, because here's the tricky part with the DISC profile, and this is easy to do sometimes, like, when you're taking the profile, even it's easy to do where it's like, I wish that I was, yeah, but like, you know what I mean, where there are some like, I'm biased isn't the right word, but when you're filling it out, it's hard to be completely, like, brutally honest with yourself as you're filling this thing out and being like, Ah, I know this isn't necessarily something I'm proud that I am, but I am, you know, and so they will answer differently. So there is that margin of error on this. So I don't use it as the be all, end all. For me, it's part of a picture, like, reference checking. I want to talk to their former employers. I want to why. I want specific like, so it is part of a an overall picture of this individual, is all you know. So I want to be clear about that you know too. And I think, like like, I said, the other valuable thing that you get from it is just an understanding of how you know this person maybe communicates very differently than you, like in your personal life, when you were talking about you and ging, that's the, I think that that's where there's a lot of value to it, right?
• 6:57
  John Mitchell: Well, yeah, you know, I think that's, that's right, I think maybe the the most valuable thing I got out of it over the last few years, because I just got turned on to it, not, you know, three or four years ago, was that the reason, like, I'm a D and you're a D, are you at D I, yeah, probably, okay, yeah. Is it more D or more I, more i than D? Okay, yeah, okay, yeah, you're you're way nicer than I. But one thing that that I found interesting was once I understood that people are wired differently, that's why they process information differently. And you know, you can give people the same set of facts, and they will come up with different opinions with the very same facts that you or I might have. And once I understood the four different personality profiles, it really made me way more accepting of people that they're not they're not stupid or dumb if they don't see it the way I see it. I think at some level, that's honestly what I thought, and I think that's what most people think, at some level when people disagree with them. But the reality is that's not really the case. They're just processing information differently than you are because they are wired differently and like as a D, 91% of people are are different than me. Well, so nine out of 10 people are different than me. So whatever conclusions I'm coming to, only one in 10 is processing like I am, basically, and it has been immensely helpful, especially in my my marriage. I now I see, you know, let let the Gen be the gent, and let her process that information differently, and don't be mad at her when she does, just accept that that she's seeing it different now maybe it her detriment. And I you know, we just had this discussion yesterday about this, and she says, I don't like it when you say to to your detriment. And I said, Well, babe, appreciate this in life. There is truth. There is absolute truth in in a lot of things, and if you process information differently than I do, then
• 9:43
  there is a right and a wrong, and whoever is closer to the truth is right and whoever is farther from the truth is wrong. It's literally that black and white and so. So if you choose a position that is con. Agree to fact, then choose it at your detriment. And that's why, as you come up with opinions, I think the key is you have to, you have to assess what is true. It's just like, I think I've used this example before that that say, say you're not a big believer in exercise, or maybe even more specifically, you don't believe in the power of vO two Max, which Peter Attia says is the number one factor in longevity, and I've been having this conversation with will. Well, ignore that at your peril. You know, don't pay attention to that, at your peril, because just look at the facts and, and so that's the point I'm making, and that's, I don't know it's, it allows me to, personally, to be more accepting of people's opinions, and if it relates to something that is, is, you know, important and, and there's a an absolute truth, as opposed to just an opinion. Take your opinion, at your peril, if it deviates from what's factually true.
• 11:13
  Kelly Hatfield: Yeah, absolutely. And I think, like this all just goes back to, like, some of the basics of, you know, basic tenants of communication, which is seek first to understand, right, right? Yeah. So both on our part, like, as you know, is so wonderful, kind of having an idea of what makes somebody tick and how they think about stuff, because it helps us communicate, you know, better with them, right, you know. And then also, too, you know, on the advice to ourselves, like, Seek first to understand, make sure you're clear about what the facts are before you form an opinion. You know, make sure you gathered the information you need to form an intelligent opinion about something. I have no problem saying I don't have enough information to have an intelligent discussion around this, right? You know, I know what I feel like in my gut. You know about it, but to have an intelligent conversation. I'm interested to hear what your thoughts are about this, you know. But I have no problem saying I don't feel like I've got enough information to have an intelligent discussion around this, you know. Yeah, you know. So anyway, I that's wise. You know, what you're saying is, I it's just goes back to that seek first, to understand, right?
• 12:20
  John Mitchell: You know, I sure said that with you, that that happened yesterday with with Will my stepson, so I'm helping him get a job in the longevity space, in the optimal health space, and I have a relationship with a a big company that's that's called human odd, and they're rolling out their program to 100 cities around the country, and they're based here in Austin, so and I'm in the process of getting the head coaches here at the University of Texas to do this. So I laid it on on Crystal Connie yesterday at the women's basketball game, and I'm working him on this. And he's, he's getting there, he's getting there. I already got to the coaches to go over there and nice. I'm getting him to, you know, foot the bill. And I think I've told you all this, but, yeah, but anyway, so I want to get will is in the longevity space. And I was telling the power of a personal note. And and so I introduced him to somebody else, and I said, now will, it's important that you send this guy a personal note, because most people are not going to do that. And and so he writes the personal note. And I I told him, I said, not not only write it, but write it the right way. Because normally, when somebody writes a personal note, and I've been guilty of this, it's all I, I, I enjoyed meeting you. You. I this, I that, well, that's not effective. It's got to be you, this, you that and, and so he writes it in, and he reads it to me, and I'm like, well, good job that you wrote it, but it can be better. And so he's, he's like, bummed out. He says, Well, I've already written it. I'm like, Well, let me show you. I said, let's, let's give it to Chad GPT. So I, I pull out my phone. I say, Chad, here's, here's personal note. Will you make it better and more effective? So she takes it and like that. Makes it better. And he listened to he goes, Oh, I see what you're saying, it is better. So he goes and he rewrites it, and it goes off in in the mail. I said, now, now will here is the difference. If you had
• 14:52
  sent that original note, he would have the receiver would have gone, wow. Pretty sharp. I who sends a personal note very few people. Isn't that nice? If you write a personal note that is all about him and blows him away, that moves from, oh, that's nice to I want to hire you. It's a that's the difference between good and great in this world, only great moves people. It's like customer service. You and I have talked about that before, where, if you get customer service scores that are good, they're useless. It's got to be great to get referrals. Got to be great. People don't refer around good, right?
• 15:40
  Kelly Hatfield: Yeah, oh, absolutely, yep. You want the ones that are yes, stellar, right, the five stars,
• 15:49
  John Mitchell: right, right. So, I guess, to summarize all this wisdom that we've been participating about the maybe the thing that wraps it all together is just I think it's important to understand the DISC profile now and understand what you are, but more importantly, the bigger picture, I think, is to understand what other people are and see that that A lot of your frustration comes from not appreciating that, that other people simply are wired differently, and they process the very same information you're processing. They're processing it differently. And once you accept that, your life gets easier.
• 16:36
  Kelly Hatfield: So it does it, yeah, it's an it's a difference maker, for sure,
• 16:40
  John Mitchell: right, okay, until next time. And next time, we will will be celebrating in a Super Bowl victory. So please, please, okay, we'll see you next time.