29th April 2024

How a DISC assessment improves workplace performance

How to understand DISC

Since the early 1920s, in America, employers have wanted to understand why some employees get on and ‘click’ and other employees are polar opposites. Different frameworks and tools for assessing personality types and communication preferences have evolved and one of the most widely used is DISC. It stands for Dominance – Influence – Steadiness – Compliance. These are four basic personality types.

As a trained DISC analyst I can shed light on how individuals in the workplace behave under different conditions.

For example how does a worker who is a high D (Dominance) type react under pressure? and what motivates them to work effectively?.

Are they a team player or a solo performer? and What does a D type fear in the workplace? (every type has two main fears). Why does a D type who is task orientated and an extrovert not get along with a high S type who is reserved and people orientated?

In this era of small teams and high work load, it is essential that individuals and managers receive training about each personality type. The strength of DISC is that no trait or characteristic is viewed negatively. Note that I did not use ‘introvert’ as the opposite of ‘extrovert’. I used the word ‘reserved’ because ‘introvert’ has negative associations.

DISC and Communication 

In the spirit of team work it is hugely beneficial if employees are given the time and training to understand the information that flows from a DISC profile. It has been fascinating for me to train with over 50 other DISC trainees and see all the variations displayed in a large number of graphs.

The combinations of the four different types create simple graphs that generally have two out of four personality types dominate. I can train a team to view each personality type as having strengths and abilities, and as a result employees are motivated to communicate with respect and empathy.

For example, a D type wants the essential information in bullet points, either verbally or written, and will quickly reach a decision or take action. A C type (Compliance) desires as much detail as possible and will consider carefully what happens next. One type (D) will act and not be slowed down by the novelty of a new strategy whereas an S type (Steadiness) works to maintain the status quo.

DISC and Collaboration

‘Generally, people like people who are like themselves’, this is a quote by Joseph Deitch. The value that DISC awareness adds to a team is that not only personal strengths but areas for improvement/development can be discussed. A trained DISC analyst like myself can facilitate feedback within a team that is supportive and promotes team work. This results in workers who are different in their approach gaining the knowledge to reach for a shared language.

For example, the C type will study information with great attention and ask lots of questions. This method of working promotes accuracy but it makes for a slower pace of working. It is also accompanied by a cautious attitude to decision-making. A D type will confidently make decisions and take action based on the highlights of a report, which is great for the pace of work. But this desire for action can leave some colleagues feeling unseen and unheard.

DISC can also be applied to family groups because within a family there will be different communication preferences and personality types. It can help with conflict resolution at work and in families because so much conflict comes from a lack of communication. When we are given the key to unlock how best to express our needs, and how to listen to another person’s wishes, then genuine co-operation can be created.