DISC ASSESMENTS & HOW THEY WORK?

Jan 9, 2023 | Uncategorized

A brief overview of DISC assessments and what they are?

DISC is a personality assessment tool based on the DISC theory of psychologist William Moulton Marston. It is designed to measure an individual’s personality and behavior. The assessment is typically used in the fields of organizational psychology and business management to help people understand their own and others’ behavior and communication styles.

The assessment is based on four main personality styles: dominance, influence, steadiness, and conscientiousness. Each style is represented by a letter in the acronym “DISC”:

  • D for dominance: This style is characterized by a tendency to be assertive, forceful, and direct. People with a high D style tend to be decisive and like to take charge.
  • I for influence: This style is characterized by a tendency to be outgoing, talkative, and energetic. People with a high I style tend to be sociable and enjoy interacting with others.
  • S for steadiness: This style is characterized by a tendency to be calm, even-tempered, and reliable. People with a high S style tend to be patient and easy-going.
  • C for conscientiousness: This style is characterized by a tendency to be organized, careful, and perfectionistic. People with a high C style tend to be detail-oriented and thorough.

DISC assessments are typically administered through a series of self-report questions that measure an individual’s tendencies across these four styles. The results of the assessment are typically presented in the form of a graph or profile that shows an individual’s dominant and secondary styles. The assessment can be used to help people better understand their own behavior and communication styles, as well as those of others, in order to improve communication and teamwork.

What jobs are best suited to a high D

A high D personality style, characterized by a tendency to be assertive, forceful, and direct, may be well-suited to a variety of jobs that require leadership, decisiveness, and the ability to take charge. Some examples of jobs that may be well-suited to individuals with a high D style include:

  • Manager or executive: These roles often require the ability to make quick, decisive decisions and to effectively lead and motivate a team.
  • Salesperson: A high D style can be helpful in sales roles, as it may allow an individual to be assertive and persuasive in communicating with potential clients.
  • Military officer: The military often values strong leadership and decision-making skills, which are traits associated with a high D style.
  • Entrepreneur: Starting and running a business often requires the ability to take risks, make quick decisions, and effectively manage and lead a team. A high D style may be helpful in these types of roles.

It’s important to note that while a high D style may be well-suited to these types of jobs, it is not a requirement. People with other personality styles may also be successful in these roles, as long as they possess the necessary skills and abilities.

What jobs are best suited to a high I

A high I personality style, characterized by a tendency to be outgoing, talkative, and energetic, may be well-suited to a variety of jobs that involve interacting with others and communicating effectively. Some examples of jobs that may be well-suited to individuals with a high I style include:

  • Customer service representative: This role often requires the ability to effectively communicate with and assist customers, which may be easier for someone with a high I style.
  • Teacher or trainer: These roles often involve presenting information to others and interacting with students or trainees. A high I style may be helpful in these types of roles, as it may allow an individual to be engaging and enthusiastic when communicating with others.
  • Salesperson: A high I style may be beneficial in sales roles, as it may allow an individual to be energetic and engaging when interacting with potential clients.
  • Public relations specialist: This role often involves communicating with the public and media, which may be easier for someone with a high I style.

It’s important to note that while a high I style may be well-suited to these types of jobs, it is not a requirement. People with other personality styles may also be successful in these roles, as long as they possess the necessary skills and abilities.

What jobs are best suited to a high S

A high S personality style, characterized by a tendency to be calm, even-tempered, and reliable, may be well-suited to a variety of jobs that involve working with people and the ability to remain calm under pressure. Some examples of jobs that may be well-suited to individuals with a high S style include:

  • Social worker: This role often requires the ability to work with people who are going through difficult times and to remain calm and supportive in potentially stressful situations.
  • Counselor or therapist: These roles involve working with people to help them address personal or emotional issues, and a high S style may be helpful in creating a supportive and non-judgmental environment.
  • Human resources specialist: This role often involves working with employees to resolve conflicts and address concerns, and a high S style may be helpful in remaining calm and objective in potentially difficult situations.
  • Customer service representative: This role often involves interacting with people who may be upset or frustrated, and a high S style may be helpful in remaining calm and patient in these types of interactions.

It’s important to note that while a high S style may be well-suited to these types of jobs, it is not a requirement. People with other personality styles may also be successful in these roles, as long as they possess the necessary skills and abilities.

What jobs are best suited to a high C

A high C personality style, characterized by a tendency to be organized, careful, and perfectionistic, may be well-suited to a variety of jobs that require attention to detail and the ability to work accurately and efficiently. Some examples of jobs that may be well-suited to individuals with a high C style include:

  • Accountant: This role often requires the ability to work with numbers and financial data in a precise and accurate way.
  • Editor or proofreader: These roles involve reviewing and checking written materials for accuracy and correctness, which may be easier for someone with a high C style.
  • Quality control specialist: This role involves checking products or processes to ensure that they meet certain standards, which may be easier for someone with a high C style.
  • Researcher: This role often involves collecting and analyzing data in a precise and accurate way, and a high C style may be helpful in this type of work.

It’s important to note that while a high C style may be well-suited to these types of jobs, it is not a requirement. People with other personality styles may also be successful in these roles, as long as they possess the necessary skills and abilities.

Did you know that there are variations and mixtures between the styles?

The DISC personality assessment is based on the idea that people tend to have one dominant personality style and one or two secondary styles. This means that most people will have a mix of characteristics from all four styles, but one style will tend to be more dominant for them.

For example, someone who has a high D style (dominance) may also have some characteristics of the I style (influence), and be described as a high D/I personality. Similarly, someone with a high S style (steadiness) may also have some characteristics of the C style (conscientiousness), and be described as a high S/C personality.

It’s important to note that while people may have dominant and secondary styles, they are not limited to these styles. People can develop and use characteristics from any of the styles as needed, depending on the situation. In other words, even someone with a high D style may be able to be patient and easy-going (characteristics of the S style) in certain situations, and someone with a high S style may be able to be assertive and decisive (characteristics of the D style) when necessary.

Overall, the DISC assessment is designed to help people understand their own and others’ personality and behavior styles, and to use this understanding to improve communication and teamwork.

The benefits of using DISC assessments for employers

There are several potential benefits to using DISC assessments for employers, including:

  1. Improved communication: DISC assessments can help employers understand the communication and behavior styles of their employees, which can lead to improved communication and reduced conflict within the workplace.
  2. Better teamwork: By understanding the personality styles of their employees, employers can create more effective teams by matching employees with complementary styles.
  3. Increased efficiency: DISC assessments can help employers identify the strengths and weaknesses of their employees, which can lead to more efficient job assignments and better use of resources.
  4. Greater job satisfaction: By understanding their own and others’ behavior styles, employees may be more satisfied in their roles and better able to work effectively with their colleagues.
  5. Enhanced leadership development: DISC assessments can help employers identify leadership potential and tailor leadership development programs to the individual needs of their employees.

It’s important to note that while DISC assessments can be useful tools for employers, they should be used as part of a comprehensive approach to employee development and should not be the sole basis for decisions about hiring, promotion, or other personnel matters.

The benefits of using DISC assessments for sales performance

There are several potential benefits to using DISC assessments for sales performance, including:

  1. Improved communication with clients: By understanding their own and their clients’ behavior and communication styles, salespeople can tailor their approach to better meet the needs of their clients and improve communication.
  2. Greater efficiency: DISC assessments can help salespeople identify their own strengths and weaknesses and focus on areas where they can be most effective. This can lead to increased efficiency and better use of resources.
  3. Increased success in closing deals: By understanding the behavior and communication styles of their clients, salespeople can tailor their approach to better persuade and influence potential customers.
  4. Enhanced teamwork: By understanding the personality styles of their colleagues, salespeople can work more effectively as part of a team and improve overall team performance.
  5. Greater job satisfaction: By understanding their own and others’ behavior styles, salespeople may be more satisfied in their roles and better able to work effectively with their colleagues.

It’s important to note that while DISC assessments can be useful tools for improving sales performance, they should be used as part of a comprehensive approach and should not be the sole basis for decisions about sales strategies or techniques.

The benefits of using DISC for candidates and employees to develop and succeed

There are several potential benefits to using DISC assessments for candidates and employees to develop and succeed, including:

  1. Improved self-awareness: By understanding their own behavior and communication styles, individuals can become more self-aware and better able to understand their own strengths and weaknesses.
  2. Enhanced communication with others: By understanding the behavior and communication styles of their colleagues, individuals can tailor their approach to better communicate and work with others.
  3. Greater efficiency: By understanding their own behavior and communication styles, individuals can identify areas where they can be most effective and focus on those areas, leading to increased efficiency.
  4. Improved teamwork: By understanding the personality styles of their colleagues, individuals can work more effectively as part of a team and improve overall team performance.
  5. Greater job satisfaction: By understanding their own and others’ behavior styles, individuals may be more satisfied in their roles and better able to work effectively with their colleagues.
  6. Enhanced leadership development: DISC assessments can help individuals identify their leadership potential and tailor their leadership development to their individual needs.

It’s important to note that while DISC assessments can be useful tools for personal and professional development, they should be used as part of a comprehensive approach and should not be the sole basis for decisions about career development or advancement.

For more information about DISC assessments, please contact gatewaysynergy.com.au or call to discuss with one of our certified practitioners or visit our landing page for a free whitepaper on how much a bad hire can cost https://gatewaysynergy.com.au/wrong-hire/