Providing feedback, managing teams, and assessing job candidates are competencies covered in personality assessments. The DiSC Assessment- an acronym for Dominance, Influence, Steadiness, and Conscientiousness, is an emphatic device oriented towards gaining deeper insights into how people interact with and respond to their work environment.
We scrutinized the most widely used personality assessment globally- DiSC, to understand the framework, components, and benefits of using the DISC assessment to determine whether it is a valuable and versatile assessment.
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What is the DiSC Assessment?
Dr. William Moulton Marston, a Harvard University psychologist in the 1920s, pioneered the DiSC Assessment by defining four personality traits- Dominance, Influence, Steadiness, and Conscientiousness. These traits measure individual behavior- more specifically, how individuals interact with others. Initially developing a questionnaire to measure these traits, the DiSC Assessment later evolved into a popular method of gauging performance expectations.
As an in-depth mechanism assessing behavior, the DiSC Assessment is designed to help test takers gain insight into their own personality and behavior. By using a combination of self-reported and observed behavior, the DiSC Assessment identifies natural tendencies and communication styles in the individual.
When they understand and appreciate individual differences, teams work together more easily, and the DiSC Assessment could also be harnessed to identify areas for future personal development.
Dimensions of the Assessment
Built around two fundamental dimensions, the DiSC model assesses two facets of our personalities, the first dimension being pace. A vertical axis runs downwards from fast-paced at the top, to moderately paced at the bottom, demonstrating how quickly decisions are made and action is taken by the particular person- and simultaneously assessing how fast or slow they are inclined to move forward.
Skepticism, the second dimension, runs along the horizontal axis. How skeptical we are of people and circumstances around us is reflected on the left, while levels of acceptance and trust in others are shown on the right.
The DiSC Styles
The four primary DISC styles- (D) Dominance, (i) I Influence, (S) Steadiness, and (C) Conscientiousness, are based on the two fundamental dimensions- pace and skepticism, with the latter creating a further three categories from the four styles. Combined, these two elements create 12 distinct behavioral DiSC styles.
As the DiSC assessment is an effective tool for understanding behavior in the workplace and relationships, everyone fits somewhere on the DiSC spectrum. Understanding one’s DiSC profile unlocks powerful insights into one’s own behavior, relationships, and overall effectiveness. Fathoming the four categories- and the two behavioral types within each furthers an individual’s self-knowledge about how they interact with each other and contributes insight into more effective communication, decision-making, and conflict resolution.
Dominance (D)
Personalities identified within the Dominance (D) sector tend to be strong-willed, decisive, and bold. Fast decision-makers drive themselves to get things done quickly. Being inclined to be independent and self-motivated, seldom seeking help from others, they are generally assertive and direct in their communication but could be perceived as domineering.
Dominant personalities thrive in jobs requiring quick decisions and the innate ability to take charge of a situation. Generally, taking leadership roles can be a challenge for “Dominance” people, but they often take on considerable responsibility.
Influence (i)
Individuals identifying with an “Influence” DiSC profile are energetic, social, and outgoing. These natural networkers- with the ability to charm and energize those around them, enjoy working in collaborative, team-oriented environments and thrive when given the opportunity to share their ideas.
Being optimistic, “Influence” individuals often seek out the bright side of any situation. Preferring an informal work environment, they want to feel included in all aspects of the job. They’re great at verbal communication and enjoy negotiating.
Steadiness (S)
People with a high Steadiness (S) profile tend to be even-tempered, reliable, and loyal. Patient and diplomatic, “Steadiness” personalities value stability. They prefer to work in a predictable and consistent environment and are often good listeners.
With a tendency to take their time to make decisions, they can be resistant to change but makeup with an uncanny ability to mediate disputes, focusing on cooperation and compromise. Like all steady team players, they value cooperation, and this means taking time to consider everyone’s needs. They are often well-liked by their peers due to their calm, steady demeanor.
Conscientiousness (C)
Those with a Conscientiousness (C) profile in the DiSC assessment tend to be compliance-oriented people. Conscious of rules and regulations, they strive to ensure everything is done correctly by being organized and methodical in their work processes, backed by a strong sense of right and wrong.
Aside from the high standards- that they stick to, “Conscientious” DiSC types value precision and accuracy, taking time to complete work. Other positive qualities are reliability and consistency, but the other side of this coin is that they may struggle with short deadlines and battle to work under pressure.
Benefits of The DiSC
A valuable tool for understanding individuals and their behavior, the DiSC assessment is based on the principle that all behavior is motivated by an individual’s needs, wants, and desires. By understanding the four distinct behavioral styles, we can better learn how to understand ourselves and interact more effectively with each other.
Improved communication within Your Workforce
Arguably, the most important benefit of using the DiSC assessment is improved communication within the workforce.
Ways of communicating vary from person to person. Understanding these differences facilitates better interaction by using email appropriately and being more productive with other virtual tools when working remotely. Knowing and respecting other employees’ verbal styles and communications aids a great deal with in-person problem-solving, planning strategy sessions, and operational or executive meetings.
With the DISC assessment, by identifying each team member’s communication style, adjustment of each one’s behavior ensures everyone’s needs are being met. By utilizing the DISC assessment, the workforce can communicate efficiently and create productive interactions, resulting in an improvement of company output and easing conflict resolution.
Increased self-awareness of individual strengths and weaknesses
Increasing self-awareness- another benefit of using the DiSC model means an individual’s strengths and challenges can be identified and worked on. By understanding the traits that make up their unique personality, individuals can better recognize natural strengths and give attention to the areas that could use improvement.
This can be immensely helpful in both personal and professional development, as individuals focus on meaningful areas that have the greatest impact on their own success. Additionally, by overcoming challenges, individuals can become well-rounded- and successful in whatever they pursue.
Improved team dynamics and collaboration
The DiSC assessment improves team dynamics, which facilitates collaboration. Helping team members, managers, and executives understand the motivations, behaviors, and communication styles of their colleagues and employees reduces misunderstandings and tension.
With this improved understanding, teams collaborate more effectively, leading to increasingly productive outcomes. By helping to build trust between team members, the DISC assessment can create a cohesive team environment that is far more conducive to collaboration and innovation.
Increased ability to adjust Interaction styles for different personalities
A powerful tool to develop improved problem-solving and decision-making skills, the DiSC assessment enables the identification of a preferred way of living- coexisting with others by making better decisions in a host of situations. As it enables recognition of how one’s own behavior affects the behavior of the people around, it engenders an understanding when approaching difficult situations, enabling better dispute resolution outcomes.
When applied to co-workers, executives, and managers, the DiSC assessment helps recognize each individual’s behavior preferences, enabling efficient strategies to be implemented. Individuals respond predictably, which encourages collaboration and problem-solving.
Improved problem-solving and decision-making
The DiSC is a powerful tool that can help you develop improved problem-solving and decision-making skills. It allows you to identify your preferred way of living and coexist with others so that you can make better decisions in differing situations. It also enables you to recognize how your own behavior affects the behavior of the people around you, which can help you understand how to approach difficult situations better and resolve disputes. When applied to your co-workers, executives, and managers, The DiSC can help you recognize these individuals’ behavior preferences, enabling you and others to develop strategies to help respond in a way that encourages collaboration and problem-solving.
Increased trust and understanding between Co-Workers, Managers, and Executives
Understanding each other’s interaction styles, personalities, and occupational attributes leads to increased trust and understanding. By using the DiSC model, co-workers learn to identify their own particular interactive style and behavioral qualities and that of their colleagues.
This allows them to appropriately adjust their communication, creating more effective working relationships. By learning more about individual personas, employees create a stronger bond with co-workers, managers, and executives.
Improved job satisfaction
Job satisfaction- a key measure in the corporate world that leads to improved employee output, is a bonus for all parties involved- both the corporation as well as the employee, and this is an area where the DiSC assessment makes a big contribution. Employees who can accurately determine their DiSC styles can identify preferences, learning how to “live at work,” and function to the best of their ability and strengths.
This understanding helps individuals identify roles where they are best suited, leading to more meaningful and productive output. This familiarity allows individuals to better understand coworkers’ and clients’ perspectives, supporting improved team collaboration and customer service. This improved understanding is the cornerstone of increased job satisfaction- with the overall career happiness that follows.
Increased productivity and efficiency
In the has a multitude of benefits, increased productivity and efficiency is the most significant advantage of the DiSC assessment. Understanding employees’ behaviors results in seamless management and efficient delegation of tasks, reducing the time it takes to complete projects.
Additionally, a DiSC analysis can help individuals recognize areas in which they are best suited, focus their efforts on those areas, and, in so doing, enhance productivity. This is especially useful in team settings, where The DiSC assessment facilitates efficient problem-solving.
Examples of DiSC Applications
Used for a variety of purposes- such as hiring decisions, team building, and conflict resolution, The DiSC assessment offers several benefits that can be derived from each application. From hiring the right candidate to understanding team dynamics, the DiSC assessment can provide invaluable insights to help an organization reach its goals.
Below, we DiSCuss some of the different applications.
Employee Selection
One of the most important applications of the DiSC assessment- Employee selection, is where DiSC measures individual behavior, values, preferences, and communication style. This information is used to identify suitable job candidates- with the best chance of success in a given role and root out those who might not be a good fit.
Employers use the DiSC assessment to determine which job seekers have the best potential and then use that information to make more informed hiring decisions, ensuring the best possible prospective employees end up on the shortlist.
Employee Training
Employee training flows from the DiSC assessment. By understanding each employee’s unique behavioral style, managers can create targeted training programs- tailored to fit the individual. For example, if an employee is more task-oriented, the manager creates training focusing on time management and prioritization of tasks. If an employee is more people-oriented, the manager creates a training curriculum for improving communication and interpersonal skills.
Understanding the DiSC assessment and each employee’s individual preferences means that managers can create effective and meaningful employee training programs- that maximize performance.
Team Building
Building a team is an important component of any successful business. Team building with the DiSC assessment is simplified by assessing individual team members’ communication styles, needs, and preferences. It helps team leaders identify potential conflicts and areas for improvement and gives team members a reciprocal understanding of each other on a deeper level.
For instance, by understanding an individual’s DiSC profile, a team leader can assign tasks according to each member’s strengths, ensuring that the team works efficiently and harmoniously- as a team.
Personal Development
A vital application of the DiSC assessment- personal development, furthers cognition of our natural behavioral styles, as a better grasp of ourselves and what motivates us is facilitated. By encouraging the setting of achievable goals, attaining full potential is within reach. Using the DiSC assessment gives insight into one’s strengths and weaknesses, establishing potential areas for development. In implementing the next phase- a personalized plan of action, insight into decisions that are in one’s best interest is assimilated.
Empowering skills- leading to better collaboration and communication with others, giving rise to more effective leadership skills, and increasing overall self-awareness.
Conflict Resolution
Resolving conflict is an essential skill honed by understanding one’s own behavioral tendencies- and that of others, entrenching effective conflict resolution. The DiSC Assessment brings insight into the behavior preferences of individuals and what informs how people interact with one another, which promotes finding resolutions to conflicts. With this impetus, strategies that anticipate, prevent, and manage potential disputes are generated.
By using a strategic outlook, everyone involved gains a better understanding of why a dispute occurred and how the team can learn and grow from the experience- transforming the dispute into a learning tool, as opposed to a negative reaction based on personal differences.
Leadership Development
With leadership development on the rise in the corporate world, the DiSC assessment is leading the way. Using assessment results, leaders gain a keen eye into their team’s potential, creating a team-building blueprint by focusing on individual team members’ needs.
Providing leaders with self-awareness of their own leadership style- and indicators of the best utilization of personal strengths and weaknesses to achieve organizational goals, DiSC increases corporate output and raises the financial gross margin ceiling. With a clearer understanding of how disparate team members work, leaders create an environment of trust and collaboration, allowing each member to thrive.
Performance Management
Assigned as a useful vehicle of performance management, the DiSC assessment engenders an understanding of the unique profiles of people on each team, with the four DiSC categories evaluating individual performance more effectively than traditional methods. For example, if a team member has a strong Influence Style, excelling in customer service, leading a project, or motivating others is easily recognizable and measurable.
Conversely, a Steadiness Style person is identifiable by successes in areas such as project management or working behind the scenes on important tasks. With this empowering knowledge in hand, everyone’s performance is better managed- ensuring that all team members contribute to their fullest potential.
Recruitment and Hiring
Most commonly deployed in the process- particularly when it reaches the hiring phase, the DiSC assessment offers meticulous surveying of applicants, endowing employers insight into traits and peculiarities of an individual’s particular behavioral style. Strengthening the short-listing process, DiSC provides employers with the means to ratify conformity and suitability of job candidates while predicting potential corporate culture clashes.
Conversely- by identifying potential areas of conflict between prospective colleagues, the DiSC assessment imparts critical resources to employers, as the modeling of job descriptions best fitting the needs of the company is an integral part of the process. Contributing to constructive and sustainable employee training and development, the DiSC counsels employers, conceiving bespoke training and management methods that are geared toward the specific needs of individuals.
Determine the Meaning of Each Section
Interpreting the DiSC Report is an important part of the assessment completion process. Key to this process are:
- Behavioral analysis: How the person is likely to act in various situations.
- The job profile: How the person is likely to perform in various job roles.
- The stress profile: How the person is likely to react to stress.
- The comparison profile: Compares the individual’s personality traits and behaviors to those of the job description.
- The Activity Level: Measures an individual’s energy output and assesses how they approach tasks. It includes factors such as how quickly co-workers and team members will complete tasks, how efficient they are, and their general work tempo.
By analyzing these factors, managing employees’ workloads and understanding how to best motivate them are integrated into one platform. For example, an individual with a high activity level may respond better to short-term goals and tight deadlines, while someone with a lower activity level may prefer longer-term goals and more open-ended projects.
Understanding activity levels creates a working environment that best meets the needs of each individual and, in turn, the corporation.
Further Important Steps When Interpreting The DiSC:
- Identify Your Problem-Solving Approach
Each of us has our own personal problem-solving style that a DiSC profile can identify by understanding influences that define the way problems are approached and solved. For example, a high “Dominance” personality makes decisions quickly, focuses on the bottom line, and directs problem-solving. But a high Steadiness personality may take a more collaborative approach, emphasizing the process and patiently solving problems.
In recognizing how one’s own DiSC profile- and that of employees and managers, affects a problem-solving approach, the whole team becomes effective problem-solvers.
- Identify Your Motivational Factors
Underlying motivational factors drive an individual to make decisions and to act. Uncovered by the Influencing Report, DiSC uncovers triggers that initiate high-level performance. Understanding these factors translates to understanding behavior and how it can be used to make positive life changes.
By identifying the driving force of motivational factors, one becomes deeply self-aware and better equipped to set achievable goals and objectives. Not limited to self, motivational factors facilitate better relating to and understanding of other people’s motivations.
- Using Your DiSC Report to Make Positive Changes
It’s vital to interpret the DiSC Report to transform information into positive change. Providing insight into one’s personality and behavior, the report can be used to identify areas that need improvement. In learning how to better manage time and communicate effectively, better relationships with colleagues are built.
Previous under-used strengths are DiSCovered and can be used to maximum advantage. By making the changes suggested by the report, a big step is taken towards success in both career and personal life.
How to Implement The DISC in the Workplace
The DiSC assessment- a powerful tool for understanding the behavior of individuals in the workplace, is used to identify areas of strength and weakness in building an effective team.
But to get there, proper implementation of DiSC is key. Let’s DiSCuss two ways:
- Create Projects that Utilize Employee Strengths
Creating projects that utilize employee strengths is an important part of implementing The DiSC in the workplace. This approach allows employees to utilize their natural strengths and talents to contribute to the company’s success.
For example, assign task-oriented employees to handle the project’s technical aspects, while those with greater people skills should manage workplace cohesiveness. When each team member is assigned tasks that are tailored to their strengths, the team has the best chance to succeed.
A bonus is the sense of accomplishment and satisfaction felt by employees in knowing their contributions are being recognized and valued.
- Have Open Exchanges s Employees to DiSCuss Their DiSC Profiles
Opening communication channels where employees can DiSCuss their DiSC profiles gives DiSC impetus in the workplace. Done through team meetings, one-on-one conversations, or group sessions, it facilitates a learning process where employees discover each other’s personalities, interests, and intercommunication styles. This type of personalization fosters cooperation and collaboration.
Encouraging employees to DiSCuss their DiSC profiles and work through this exercise underpins understanding of how to use The DiSC to make decisions and problem-solve. When team members understand each other’s DiSC profiles, they become more agile in anticipating each other’s behavior and responses, which helps avoid misunderstandings and unhealthy conflicts.
Respect is the most important value to bear in mind when employees are sharing DiSC results, with communication between team members being kept courteous. Encouraging team members to approach their interactions regarding the review and application of others’ DiSC results with a polite attitude bolstered by respect and understanding. Creating an atmosphere of trust, openness, and collaboration cultivates better communication and cooperation.
Varying DiSC Assessment Reports Explained:
Everything DiSC Agile EQ
Agile EQ is a framework designed to understand and manage emotions to further effective and efficient individual and group work. Based on the DISC model of personality- which categorizes people into four different styles based on their dominant traits: Dominance, Influence, Steadiness, and Conscientiousness, Agile EQ guides users to recognize and understand their own emotional states and the emotions of others while teaching strategies for managing emotions as a means to improve employee interaction, managerial performance, and executive leadership.
Everything DiSC Workplace Profile
A tool for managers, employees, executives, groups, and team members that is conducive to understanding how each is inclined to interact with others, The DiSC Workplace Profile improves the proficiency, efficacy, and adeptness of job-related teams.
The DiSC Workplace Profile routinely initiates a questionnaire that measures an individual’s dominant traits and then delivers a report that imparts insight into conduct tendencies. It offers acute perceptions concerning employees, their peers, and how the conduct of each member affects professional activities.
Everything DiSC Productive Conflict
Productive conflict- a term that refers to conflicts or disagreements that are guided and managed to a positive outcome. Better-managed conflicts lead to better decision-making and stronger relationships within a team or organization. Turning negative conflict into result-oriented growth via a brilliant team-oriented think tank can make a world of difference for any corporation.
Applied to understanding and managing conflict in the workplace, DiSC model traits help identify how individuals are likely to approach and respond to conflict. The data allows a corporation to acquire strategies for progressively managing differing conflict styles- leading to team perseverance, tenacity, and purpose.
Further revolutionizing how company personnel communicate, DiSCit enhances compromise and finding common ground while contributing to healthy dispute resolution and employee engagement.
Everything DiSC Management Profile
An individual’s prevailing personas are revealed by the DiSC Management Profile. It measures qualities and delivers a report, providing insight into leadership and management qualities.
Used to help leaders understand potential and areas for improvement, the report delves into the strong points of employees and teams. Strengthened task delegation appropriately builds a stronger, more productive team or workgroup.
One of the perks of the DiSC Management Profile is its usefulness in developing personalized leadership development plans and identifying areas where managers will reap benefit from additional training or support.
Everything DiSC Sales Profile
As the name suggests, The DISC Sales Profile enables salespeople to understand the ins and outs of inner traits that affect the way they approach conducting sales with their innate sales style. It is, of course, based on the DiSC model of personality, categorizing people into four different types based on their dominant traits: Dominance, Influence, Steadiness, and Conscientiousness.
The DiSC Sales Profile gives salespeople the advantage of understanding their strong suits and areas for enhancement in the dynamic world of sales. Also used to understand customers’ proclivities, the assessment lifts the tailoring of sales approaches, better meeting the needs of their customers. The DiSC Sales Profile can also elevate personalized sales training that polishes plans for growth within the given corporation.
Everything DiSC Work of Leaders
John C. Maxwell’s seminal book, “The Work of Leaders,” explores the qualities and characteristics of effective leaders. In the book, Maxwell identifies seven key responsibilities or “works” of leaders: vision, alignment, buy-in, leadership, communication, execution, and renewal.
In conjunction with the principles outlined in “The Work of Leaders,” the DiSC model helps leaders understand their innate development and functioning style, which impacts their ability to effectively fulfill leadership responsibilities. For example, a leader with a dominant DiSC style may be particularly effective at creating a vision and aligning their team around it, while a leader with a strong influence style may excel at building buy-in and engaging their team.
By grasping their own DiSC style and the impact their approach of a particular approach, leaders have the opportunity to improve managerial, executive, and leadership styles, better meeting the needs of their organization.
Everything DISC 363 for Leaders
DiSC 363 for Leaders- a leadership development program based on the DiSC personality model, is designed to help leaders understand their own DiSC style and how it impacts their governance and interaction skills.
Delivering a personalized report that provides insight into an individual’s dominant DiSC traits, the program highlights traits that affect leadership style. This DiSC model improves interpersonal verbal and non-verbal exchanges, teamwork, and productive reconciliation within an organization. The goal of The DiSC 363 for Leaders- enabling leaders to become more self-aware and adaptable, dispenses increasingly valuable leaders within their work environment.
Everything DiSC Comparison Report
Placing individual traits under the spotlight, the DiSC Comparison Report juxtaposes the DiSC styles of two (or more) individuals in comparative groups.
Delivering insight into how disparate individuals may interact- by comparing DiSC styles, the DiSC report is based on the theory that most human behavior is driven by an individual’s predominant traits. Schematically, the DISC model enables understanding and analyzing human behavior and personality. In DiSC terms, these fall into four distinct categories: Dominance, Influence, Steadiness, and Conscientiousness.
Instigating a DiSC Comparison Report requires completing DiSC assessments individually, followed by the correlation of results- determining how distinct styles could complement or clash. By delivering data on various points- how people interact, make decisions, problem-solve, and collaborate as a team, the report renders relevant strategies. These strategies improve interaction and collaboration between individuals, with reference to the DiSC styles emerging from the report.
DiSC Comparison Reports yield support to teams or organizations looking to nurture functional employee interaction, bottom-line growth, and creative brainstorming within teams and groups. And it enhances interaction between managers and employees- including with a new colleague, new hire, manager, or team member.
Everything DiSC Team View
Stimulating team leaders and team members as they begin comprehending and analyzing the instinctive and intrinsic styles of team members is one of the areas where DISC Team View outshines many other assessment methods.
Emanating from completed DISC assessments for each team member’s report, the DiSC Team View process provides a compelling overview of the team’s behavioral approaches. Illustrating the distribution of DISC styles within the team- alongside how the different styles could potentially interact with each other, the report delivers strategies for improving group effort and teamwork based on the team’s DISC style, using the data rendered.
DISC Team View- an essential asset for teams looking to improve communication, collaboration, and problem-solving within their team, imparts useful methods- crucial for managers who are looking to understand the strengths and challenges of their team, and those seeking to develop strategies for maximizing the team’s potential.
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