DISC assessments were developed based on psychologist William Moulton Marston’s theory about behavioural traits.
Since Marston’s original findings were published in 1928, they have been further developed by Walter Vernon Clarke, an industrial psychologist, and a DISC behavioural assessment tool for the workplace was created by John Geier.
This tool can help you and learn more about personality styles, paving the way toward improved communication.
Read on to learn more about the different DISC assessment styles and communication practices that work with each.
The DISC Assessment Styles
1. Dominance. Those with dominance as a prominent behavioural trait strive toward authority in the workplace. They enjoy attaining and maintaining certain levels of control and are not afraid to use assertiveness and hard work to achieve it. This employee is a problem solver who likes a challenge, enjoys a certain level of competition at work and is known for their directness.
2. Influence. People who score high in influence are the ones who thrive and excel at interacting and communicating with others. Although they are good storytellers who possess a great sense of humour, these people can have a hard time listening. What they lack in organization they make up for with energy and enthusiasm.
3. Steadiness. A high score in the steadiness area reveals a person who is in it for the long haul whether they’re working on a project, short-term goals, or overall career. In addition to being persistent and patient, this person is also a great listener. Not one for multi-tasking, they prefer to focus on one project prior to moving on to another.
4. Compliance. This person can be a creative thinker, who gives great attention to detail and is highly organized. People, who score high in compliance aren’t always keen on change and will need you to offer supporting evidence of the benefits of your proposed changes.
Do’s and Don’ts of Communicating with DISC Personas
These tips will help you increase the effectiveness of your communications with other people.
You should be aware of your own DISC profile, how it can impact your communication style, and tailor your conversations or written communication so they’re better received.
In turn, people will feel valued, heard, and understood.
1. Be concise and focused when communicating. Avoid rambling and chitchat.
2. Be open to this person aiding in the decision-making process rather than coming to them with the decision already made.
3. When disagreeing, ensure that you disagree with the facts of the matter instead of directing your disagreement at the individual.
1. Be personable, and warm up the conversation with a little chitchat. At the same time, don’t allow the main purpose of communication to become completely derailed.
2. If a decision needs to be made, ensure that it’s made by the end of the communication. Follow up in writing.
3. When discussing ideas with this person, support your point-of-view with testimonials given by people that this person admires or respects.
1. Like the influence assessment style, the steadiness style person needs a little friendly conversation before leading into business.
2. Listen to what they have to say. Provide time to think things through if requested. This person does not like to be rushed or forced into a decision.
3. Stay true to your word, avoiding empty promises to maintain this person’s trust.
1. Prepare organised, concise supporting evidence before speaking with this person about new ideas or changes.
2. Lead by example, and always follow through on what you’ve said you’ll do.
3. Respect personal space during face-to-face conversations with this DISC assessment type.
If you want to learn about you, and others, through the prism of the DISC-model drops a note at: firstname.lastname@example.org.