Why is it important to know about DISC Style?

People generally make the mistake of assuming that others interact and think the same way they do, and many of us grew up believing in The Golden Rule: treating others the way you would like to be treated. Instead, we encourage another practical rule to live by – what Dr. Tony Alessandra calls  The Platinum Rule ®: to treat others the way THEY want to be treated. 

The DISC Assessment and Report makes it easy to identify and understand our own style, recognize others and cognitively adapt to different styles, and develop a process to communicate more effectively with others. 

Organizations who use this DISC concept increase effective communication, internal job satisfaction, productive teams and more harmony in the workplace. Personal relationships are enhanced. Building rapport becomes easier. Interactions at work, home or play are more positive. People have less stress and even better physical and mental health. 

The many benefits of learning and applying DISC:

• Increase commitment and cooperation
  
• Build effective teams
  
• Resolve and prevent conflict
  
• Gain endorsement, credibility, rapport
  
• Know or understand others (interpersonal skills, communication preferences, behavioral strengths, potential areas of improvement) 
• Increase sales 

1: Dominance  High “D” Style

Higher power positions and career areas where the DOMINANT STYLES can take charge:

– President or CEO; i.e., the formally recognized leader

– Politician

– Policeman/woman

– Military officer

– Executive or manager

– Entrepreneur

– Owner of his or her own company

– General contractor

2: Influence  High “I” Style

Careers that maximize the INTERACTIVE STYLES’ influence with people where they can socialize, mingle, and gain positive feedback:

– Public relations

– Entertainment – acting, singing, reporting, public speaking, being on stage or in the public eye

– Professional host or hostess (talk show, party, restaurant, airline, etc.)

– Recreation director

– Politician

– Personnel interviewer

– Salesperson

3: Steadiness  High “S” Style

Secure positions and careers where the STEADY STYLES can specialize in some areas and be part of a team:

– Financial services

– Social worker

– Family doctor/nurse

– Residential or community services

– Teacher

– Personal assistant/secretary

– Insurance agent

– Librarian

– Customer service representative

4: Conscientious  High “C” Style

Careers in which COMPLIANT STYLES can strive for perfection, creativity, and completeness:

– Forecasters (political, weather, etc.)

– Critics (film, history, literary, etc.)

– Engineers

– Research scientists

– Data analysts

– Accountants/auditors

– Artists/sculptors/architects

– Inventors

What is DISC? 

DISC is a needs-motivated, observable behavioral profiling system which measures the energy you are putting into dominating problems, influencing people, steadying the environment, and complying to rules and details. 

• DISC is:  needs-motivated, observable behavior and emotion. It is a combination of nature (inherent) and nurture (learned). 
• DISC is NOT:  a measure of intelligence, skills, education or experience, or an indicator of values. 

Which style is the Best?
Your style is the best! All styles have unique strengths and challenges. 

What makes DISC so popular? 

DISC is a short description of YOU, custom designed in 10-15 minutes. It helps you to recognize your own style, see what works about you, and control your own style. It tells others how to communicate with you, anticipates normal tensions in relationships, shows you how to read others and adapt your communication. 

Why do people like DISC? 

DISC shares information about our favorite topic – us! It is also a quick and easy assessment, and the model is easy to recall, non-threatening, makes authentic sharing easy. 

What does DISC actually measure? 

DISC measures our underlying emotions, needs and fears (like an iceberg), the primary concerns that drive all behavior. Through self-selection, you choose the words that are most like you and the words that are least like you, and through those responses, the tool reveals your behavioral style. 

Why don’t all Ds (or Is, Ss, or Cs) act/communicate the same?
We all have different biases, preferences, motivations/values, critical thinking skills, experience, education, and intelligence levels that influence our behavior. DISC is a combination of nature and nurture, so we all have had different things shape us. The same way that we all have different hair or prefer different flavors of ice cream, we all act and communicate in different ways. Plus, we need all four styles in the world to be as effective as possible. 

How many DISC Assessments are there?  

We provide only one assessment, but the results of that assessment can be used for a variety of reports (DISC Self, DISC Leadership, DISC Sales, etc.) 

What happens if someone tried to outsmart or trick the instrument? Is it easy?
The DISC assessment can be tricked, but it’s not that easy! It is not always obvious what the answer “should” be (most and least is the basis, not a scale, and the algorithm is based on both). There are also some answers that are specifically validity answers to ensure integrity. 

How accurate are the DISC assessment results? 

DISC has high statistical accuracy, validity, reliability through studies over many years. The best measure of validity is YOU – does it represent how others see you behaving at least 80+% of the time.

If there is inaccuracy, it is typically caused by human errors– time, focus, objectivity. If you think too much, take too long, focus on more than one area or try to trick the instrument, the results could be inaccurate. It’s best to do it quickly, without too much analyzing, and go with your natural response or gut feeling. 

Would the report be different if I took the DISC in a different role? 

Yes, it provides a snapshot of who you are in your adapted styles at the time you took the assessment, depending on the role you had in mind. Keep focused on a single role. 

What do I do if mine is inaccurate?  

Some styles never feel they get it “right”. Ask someone who know you what they see to ensure you aren’t missing something (blind spot). 

If you take the DISC Assessment in different periods of your life will the results be the same?
Do you have the same attitudes, beliefs and values? Are you living the same life? DISC is a snapshot of how you see yourself in the activity, focus, and environment which you are answering. As you think, so you are. Behavior is always affected by the decisions you are making or may not make, and you can choose to change. However, your natural tendencies may be more consistent. 

How accurate would it be to use DISC compared to an ideal DISC for job selection? 

DISC should be used for no more than 20% of the job criteria at best and should not be used as a lone tool for selection. In combination with other evaluations, DISC can be helpful in providing supporting information or suggestions of where someone may fit on a team.