DISC Profile | Explained [Part One]
I have been studying, applying and training DISC profiling for well over a decade. I believe it to be one of the most impressive and simple tools to understand and apply for immediate impact, but I find there is generally a lot that people don’t understand “profiling” as a skill in general.
So today, I take you through an overview of DISC in a series of articles designed to help you become more self-aware and adaptive to others.
What Is Personality and Behavioural Profiling?
Being aware of the qualities, characteristics, motivations and limitations of the people you live and work with can only be an advantage towards achieving common goals.
If we can better understand the traits and preferences of each other, we will be more able to tailor tasks, communication and experiences that bring the best out of us all.
Whether you are managing a workplace, working together in a team, or simply trying to best sell to or serve a customer – there are massive advantages in being able to understand other people and modify your approach according to what will offer the best experience and produce the greatest outcome.
I have seen people literally transform their career, their confidence and their personal life with an improved understanding of what makes them and others tick!
Personality profiling aims to identify features of a personality so we can understand and predict a person’s behaviour.
So, How Does One Profile A Person?
Personality profiling, also called behavioural profiling, personality testing, or psychometric testing is a field that covers a vast range of tools, solutions and approaches.
Behavioural profiling methods can include everything from technical and clinical tools to business-oriented company-wide solutions.
Some methods use hundreds of strategic and specific questions to measure dozens of variables, others simply identify a person as belonging to a certain “category” of traits.
However they approach the task, most methods offer the same underlying solution:
To best understand and predict a persons behaviour and/or preferences
Just because you don’t understand something doesn’t mean it isn’t so.
Why consider DISC?
DISC is a four-quadrant model describing the different types of behaviours we all exhibit in the workplace based on the pace at which we typically operate and how we prioritise, people or tasks.
The behaviours in all styles have benefits and challenges they present to others. It is not a measure of intelligence or ability, but of our natural behavioural preferences. It is a personal assessment tool designed to help improve teamwork, communication, and productivity in the workplace.
The DiSC model is a tool for self-awareness.
The DISC Profile® assessment gives us an insight into which of the behaviours we tend to exhibit more often and the combination of traits that makes up our unique style. It also gives us an understanding of how to recognise and adjust our natural behaviours to interact more effectively with others.
The DiSC model, based on the work of psychologist William Moulton Marston in the 1920s, is a popular, straightforward, standardised, and relatively easy way to assess behavioural styles and preferences.
The tool classifies people’s behaviour into four types (Dominance, Influence, Steadiness, and Compliance) by looking at their preferences on two scales:
- Priority: Task (Logical) versus People (Emotional)
- Pace: Active (Direct) versus Reserved (Indirect)
You literally only need to answer two questions about someone and you can start to form an awareness of their traits!
These preference scales form the axes of the DiSC model. Here is a visual representation of the DiSC model:
As you can see from the above graphic – the name of the model (DiSC) – comes from the four quadrants it can be divided into. Each segment (type) has a different relationship with the pace and priority axis’ – and it is wise to keep these in mind as we explore each behavioural type.
Here is a summary of the 4 styles in DiSC.
D: is for DOMINANT
Focussed on the task, and moving at a swift pace – people who are high in “D” are extroverted and outgoing and task-oriented. They tend to be direct, decisive, driven and demanding. They typically have high confidence, are self-motivated, and are comfortable taking risks.
They like to focus on the big picture, not details. People who have high “D” are frequently found in leadership positions.
When the CEO says we will grow by 35% this year, D-styles may say: “You bet we will. Why not grow by 50%?”
I: is for INFLUENCER
The fast-paced people-oriented “I’s” are extroverted and outgoing, and people-oriented. They tend to be inspiring, impressionable, interactive, impressive and involved. They are typically vocal and animated. They like to engage others in conversation.
They often energise others and are usually popular because of their social skills and charm
Their motto: “I am a nice person. Everyone should like me.”
S: is for STEADINESS
Being people-focused and of a slower pace; people who are high in “S” are more introverted and reserved, and people-oriented. They tend to be supportive, stable, sweet, and shy. They are typically calm, easy-going, and collected people.
They like giving support, collaborating, and maintaining stability. They work hard to ensure harmony and balance.
S-styles are the biggest buyers of “How-to” books in the world.
C: is for COMPLIANT
Being of a slower pace, and more focussed on the task – people who are high in “C” are more introverted and reserved, and task-oriented. They tend to be cautious, calculating, competent, contemplative, and careful. They are typically analytical, detail-oriented, and intentional.
They value precision and have inquisitive natures, often appearing critical by asking many questions.
Their motto: “If we do not have time to do it right, do we have time to do it over again?”
When can you use this new skill?
Think of any interaction with others that could benefit from an enhanced ability to connect and communicate more effectively. It really is that transferrable. Here are a few examples to stimulate some thought:
- A job interview! Identifying the traits and behavioural biases that you are seeking to bring into your organisation, along with the traits and behaviours of your potential candidates can save you an incredible amount of time, energy and cost!
- Meeting people. As we discovered in lesson one, it takes seconds to influence someone’s opinion on your and mere minutes to form a first impression. Imagine if you were able to identify their personality and adjust your style to suit theirs!
- Serving Customers. Some people prefer fast service, others would like to spend time talking. Some lack social confidence, others can fill a room with energy. When you work with customers, your ability to identify their preferences and adjust your style will ensure you make a great impression.
In Summary
For us at Scala, the art of understanding self and others is the game-changer in career development. To be able to identify what makes others tick is one of the most powerful skills that will seriously boost your relationship and communication skills!
From creating powerful first impressions to finding out what they really want and communicating with confidence and influence, this lesson has laid down the foundations for an unforgettable life skill.
I will continue to cover DISC profiling in a series of articles, from how to recognise certain behaviours and traits, to forming ‘profiles’ on others and ultimately, how to adjust your behaviour to improve your connection and communication with others!