DISC is a set of 4 styles of behaviour developed on the basis of studies carried out by an American psychologist, Dr. William Marston (1893-1947). When he analysed human behaviour in a particular environment and in specific situations he noticed that people representing similar styles usually behave in very similar ways. Interestingly, each of us has these four styles of behaviour inside, but in varying degrees of intensity, DISC is an abbreviation the names of the individual styles:
The DISC Personality Assessment competence test gives feedback on the communication style, inherent skills in the field of sales and individual approach to customer service, factors motivating to achieve results; it determines the level of decisiveness, resistance to stress, attitude to change, analytical skills, preferred team roles and values in the workplace.
Below you will find a description of DISC behavior styles and some myths regarding them ⇒
- “D” behavior style – Dominant
General description: Self-assured, decisive, goal-oriented, good at multitasking, enjoys challenges and confrontation, values change, impatient, etc.
Greatest fear: Someone taking advantage of him/her; not being in control of the situation
Motivated by: New challenges and opportunities, independence
HERE you will find out what values a person with “D” style contributes to the team, how to best communicate with him/her and what his/her development areas are.
- “I” behavior style – Influencing
General description: People-oriented, talkative, cheerful, creative, emotional, supportive, disorganized, etc.
Greatest fear: Being rejected by others
Motivated by: Social acceptance, prestige, recognition, other people’s trust
HERE you will find out what values a person with “I” style contributes to the team, how to communicate with him/her and what his/her development areas are.
- “S” behavior style – Steady
General description: Supportive, loyal team member, trusting, good listener, sensitive, patient, quiet but smart, resists sudden change, needs to understand the situation
Greatest fear: Losing his/her safety and security
Motivated by: Maintaining the status quo and little change, safety and security
HERE you will find out what values a person with “S” style contributes to the team, how to communicate with him/her and what his/her development areas are.
- “C” behavior style – Compliant
General description: Perfectionist, realistic, sensitive, organized, communicates through facts, asks a lot of questions etc.
Greatest fear: Being criticized, no recognition
Motivated by: Being focused on details and quality, precision
HERE you will find out what values a person with “C” style contributes to the team, how to communicate with him/her and what his/her development areas are.
People are different, but their behaviour is very predictable.
People are the key to everything. The right employees on the right positions is what separates success from failure. Understanding human behaviour is the key to hiring the best employees and later to managing them in a way which would motivate them to work and help them understand the role they play in the team and the objective they are to meet.
Learn about myths regarding DISC behavior styles!
- DISC can diagnose the reason of the conflict. Wrong! The DISC assessment will indicate differences in communication styles and understanding them is really important for the quality of a team’s everyday work. However, conflicts usually arise because of differences between values and motivations – and DISC does not diagnose that. Values and motivations are diagnosed by the D3 (DISC/TEAMS/VALUES/BAI) assessment.
- Dominant people does not think about others, they care only about the goal. Not true! They do think about other people, provided they values in e.g. Justice (and that is diagnosed by the complete D3 assessment). “D” communicates through goals, specifically, by imposing solutions, but that has nothing to do with ignoring others.
- Looking for goal-oriented people? Target only D (Dominant style). Not true.Each DISC style may be goal-oriented provided it has a high Economic level (one of the BAI bases). E.g. S style with high Economics will be goal-oriented, it will implement it a little bit slower than D, but will take into account opinions of others, good practices and will care about relations. DISC is not everything.
- People with “I” style (Influencing)do not ask precise questions and do not concentrate on details. False! If their internal motivation is Knowledge (and we can see that in the full D3 assessment and not in DISC), then if they are supposed to do something that interests them, they will not give up until have gotten to know the given issue in depth.
- People with S style (Steady)focus on implementation of the task in accordance with guidelines and people with dominant D style provide solutions? That is not true. DISC determines communication styles, but only deeper, at the level of preferred team roles do we see whether someone can provide solutions easily. And the 2 mentioned individuals may do it with the same ease, although they will talk about it differently – in accordance with their dominant DISC style.
- How is it possible that selected people with S style (Steady) do not want to work in team? They are supposed to be relation-oriented. We can identify the reason for that deeper, at the level of internal motivations (BAI). Such people are still relational, however, they send us a signal with their behavior that their needs have not been satisfied. D3 assessment diagnose these needs for us.
- All people with C style (Compliant) love analyzing information. That is not true. The masters of analyses are people who are natural “analysts” (one of the TEAMS roles). C communicates through facts, checks information; this does not mean that he/she analyses them and draws conclusions. Don’t be fooled by appearances.
- People with C style (Compliant)always ask a lot of questions. Not true. They want to have as much information as possible but they don’t always ask.
- “C” style in the DISC model characterizes perfectionists who like analyzing information. Nothing could be further from the truth. People with “C” style communicate with facts but they don’t always like analyses. It is the level of Analyst in TEAMS roles that decides whether someone will be really passionate about it. And such passion can be found also in other DISC styles.
Why DISC is not enough?
By comparing it to an iceberg, DISC includes only the behaviors which are visible. In order to UNDERSTAND them better, it is worthwhile to have a closer look at what is not seen by the naked eye and yet impacts our behavior (team roles, values, internal motivations).
D3 (DISC/TEAMS/VALUES/BAI) takes into account 3, rather than 2 dominant styles of behavior, 12 atypical results, which gives as 40 different DISC profiles, 1440 in the D3.
Our reports are based on one’s POTENTIAL, positive feedback.
What does DISC Personality Assessment determine and measure?
- What are your strengths and what motivates you to achieve even better results?
- How do you manage with difficult, crisis situations?
- How do you perceive the change – as an opportunity or an obstacle? How quickly do you adapt to change?
- What attitude do you adopt towards the existing standards and procedures?
- How do you try to influence the behaviour of others or convince them to see your point of view?
- How do you choose the arguments during a conversation?
DISC Personality Assessment is an effective tool, if you want to:
- Hire the right person for a specific post at first attempt or retain the best employees
- Increase efficiency of the sales and customer service team
- Quickly and effectively implement changes in the team/ company
- Resolve a conflict in a team
- Develop leadership skills, etc.