DISC profiling may sound like a modern concept, but its origins date back to the roaring 1920s. Psychologist William Moulton Marston studied the behavioural traits of normal people, and it was he who first classified the four DISC personality types.

Today, DISC profile assessments help organisations to work efficiently, cohesively and help people develop empathy for one another. They provide invaluable insight for HR professionals, managers, team leaders and staff at every level. Before we get into that, the burning question must be addressed; what are the four DISC styles?

DISC Profile Styles

There are four personality styles that make up the DISC acronym. Each DISC profile is distinct:

  • D is for Dominance. People with a D style try to shape or control their environment to achieve results. Success is essential to them. They are go-getters who do not shy away from important decisions and who make the most of their time. But they may also be argumentative, impatient and demanding.
  • I is for Influence. People with this style have an outgoing personality, are approachable, exude enthusiasm, readily accept all types of people and are lively conversationalists with a gift for small talk. Limitations include impulsiveness and a tendency not to follow through on ideas.
  • S is for Steadiness. People who share this style are reliable, non-confrontational and methodical. These people enjoy team-working and making a valuable contribution behind the scenes. This style fosters harmony among a workforce. On the flip side, those with this profile may be overly accommodating and reticent about voicing criticism.
  • C is for Compliance. This type of person is cautious, has an eye for detail and systematically works to high standards. They are tactful and likely to have a quiet disposition. Privacy is necessary for them. Limitations may include self-isolation and a potential loss of productivity because of an overly fastidious approach.

How Do DISC Styles Apply to Real People?

It would be simplistic to think that all people fit neatly into one of four personality profiles. Of course, they don’t. One thing apparent to the DISC Group  is that most people fall primarily into one of the DISC styles, with tendencies towards a second or even third style. A DISC profile in the UK has multiple uses.

DISC Profile Applications

Companies across all industries and market sectors can benefit from DISC profile testing. Examples of how the DISC model can help include the following:

  • Leadership improves when managers can adapt their style to different personality traits using DISC principles.
  • Hiring for jobs or assembling teams. An understanding of how different people interact helps these processes.
  • Productivity increases if the right people work together. They are more motivated, and morale goes up.
  • Conflict resolution or avoidance. Knowing how to communicate with conflicted parties and what motivates them helps HR professionals and managers to quickly iron out problems.
  • Improves customer service and sales with more personalised communication.
  • Empowers individuals with more self-awareness and helps them to view others objectively; fosters empathy rather than judgement.

When coupled with emotional intelligence, DISC profile tests have the power to transform a company’s culture and standing.

The Value of DISC Profile Tests in Companies

Learn more about what DISC profiling is and how it improves communication and performance in businesses. Learn how it transforms company culture and understanding.