Are you seeking improvements in workplace communication, teamwork, and productivity?

Then join the companies utilising the DISC Flow personal assessment tool. Over 1 million people worldwide use this profiling model to gain in-depth insights into their potential. With the help of our assessment, organisations develop more effective training processes that foster employee growth.

Our tools help you gain invaluable insight into team members mentality and behaviours using the DISC model. DISC Flow® is a next-generation product. We’ve taken the tried-and-tested DISC model and combined it with the power of Emotional Intelligence to help people tap into their strengths and build better, stronger and more productive relationships.

Continue reading to discover more about the DISC model and how incorporating emotional intelligence takes the tool to the next level.

What is a DISC assessment?

A DISC assessment is a set of behavioural based questions that analyses a person’s priorities and preferences.

Within an organisation, knowledge about what drives your people is invaluable. It gives you unique insight into a persons mindset and behaviour, allowing you to create a workplace culture that takes advantage of each individual’s strengths.

The History of the DISC Model

The DISC model is based on the work of Dr William Moulton Marston. The four quadrants model was developed to explain the behaviour of individuals within their specific environmental situation. Marston’s 1928 book, “The Emotions of Normal People,” introduced the DISC model to the world. Marston, a contemporary of Carl Jung, defined four categories of human behaviour style, type, or temperament: Dominance, Influence, Steadiness and Compliance.

Later, the work of Marston was updated by Dr John Geier at the University of Minnesota. The DISC model and its complementary assessment tools have helped over 50 million people in 20+ languages over the last 40 years.

As an added bit of trivia, Marston is known in many circles for his work in developing the lie detector test. He was also the creator, writer and producer of “Wonder Woman.

The DISC model continues to be adapted to meet the needs of today’s working environment, helping organisations operate more effectively and empathetically.

Discflow goes beyond where the traditional DISC model ends. By introducing the power of Emotional Intelligence, it answers the question, “how do I take this knowledge and apply it in the real world”?

What Are the 4 DiSC Personality Types?

In general terms, the DISC model allocates a person into one of four personality styles: Dominance, Influence, Steadiness, and Compliance.

D | Dominance

You will recognise people who are high in the Dominance quadrant by their high self-confidence, assertiveness, goal orientation, competitiveness, and sense of urgency. This is not to say other styles aren’t competitive, just that people high in the D dimension tend to show their competitiveness outwardly, to the extent of being verbally competitive and enjoying getting into debates.

I | Influence

People high in the Influence quadrant can be identified as talkative, filled with enthusiasm, optimism and energy. They have many ideas and feel a need to share those ideas with as many people as possible to gain support. They neither hide nor spare their feelings and tend to be very expressive with their tone of voice, facial expressions, and mannerisms.

S | Steadiness

You’ll notice calmness and patience with people high in the Steadiness quadrant. They are cooperative and friendly, although because they are more subdued, their friendliness is more low-key than the enthusiasm of the “I” style. You may need to pay closer attention to their mannerisms to notice their warmth until you get to know them better.

C | Compliance

What you may notice first about people high in Compliance is their concern for accuracy and high standards. They have an analytical mind, an eye for detail and typically enjoy solving problems. They usually keep their feelings to themselves, making it more challenging to get to know them. They are more cautious when answering questions and communicating information because they need to think through what they say and make sure it is accurate before they say it.

How do the DISC Working Styles Differ?

An assessment can tell you a lot about a person. But to have the most significant impact within an organisation, your people need to take ownership and understand and manage their behavioural and communication tendencies.

Each style tends to react better to different methods of communication. Taking their dominant trait into account provides a more personal approach to collaboration.

Here is some high-level information on how to work with each style.

Communicating with D-Dominant Styles

They may seem controlling, but they’re focusing on reaching their goals. They thrive on results.

Tips for communication with them include:

• Talk in terms of results

• Get to the point immediately

• Set and clarify objectives

• Resolve conflict by focusing on the outcome

Communicating with I-Influence Styles

These free-spirited individuals know how to liven up organisations. Their optimism and enthusiasm are unparalleled and bring high energy to any work environment.

Communicate with them by keeping the following in mind:

• Talk in terms of stories and people

• Provide plenty of examples

• Keep work moving (they thrive in fast-paced environments)

• Get personal — ask them about their lives, and prepare to discuss yours

Communicating with S-Steadiness Styles

These individuals may seem reserved, but they’re highly observational and reliable. They’re the support system.

When communicating with this type, keep the following in mind:

• Give them time to adjust to change

• Don’t come on too strong

• Work to earn the trust

• Fully clarify project details

Communicating with C-Compliance Styles

Accuracy is this type’s number one priority. C styles seek to deliver accurate, error-free work time and time again.

To improve communication with these individuals, try the following:

• Ensure you are prepared

• Be ready to break out the facts and figures

• Make time for analysis

• Respect their preferences for a logical and objective process

Tips for using DISC

DISC assessments are highly valuable development tools. Using the DISC theory can help you recognise, understand and support the different behavioural types in your organisation. However, there are some essential things you’ll want to keep in mind when utilising the DISC model in the workplace.

Don’t Pigeonhole People

It’s a disservice to label a person and try to assign them to one box. The model is not intended to imply a hard and fast type division. In fact, you may see individuals adopt several styles in their work methods.

Core principles of the DISC model are:

• All styles are equally valuable.

• There are no good’ or bad’ styles.

• There is no best’ style.

• All styles have strengths and limitations.

• People are a blend of all four styles, but most lean towards one or two styles.

• Your work style is influenced by other factors beyond DISC, such as position, life experiences, education, maturity, etc.

Organisations succeed when they tap into the strengths of their people, and DISC Flow® provides more precise insights into a person’s unique work preferences.

DISC Styles & the Impact of Emotional Intelligence

If you want greater insight into your people, it’s essential to factor in an individual’s level of emotional intelligence. Discflow builds upon the original DISC theory by introducing aspects of Emotional Intelligence into the assessment.

From this, you’ll have a solid grasp of how well an individual handles their behavioural traits. Those individuals with a high level of EI tend to display more of the strengths of their specific DISC style, whilst those with a low level of EI tend to reveal more of the limitations of their particular DISC style.

Discflow uses emotional intelligence to help people identify, process and control their thoughts and emotions so that they work for us, not against us.

The great thing about adopting the DISC Flow® model is that while some people have high levels of emotional intelligence as a natural talent, for those who don’t, these skills can be learned and continually improved at any stage in life.

Training & Development

If you work in the training industry, HR or Leadership & Development, you understand the importance of high-quality team interventions. DISC profiles and associated training are amongst the most widely used worldwide, and there’s a good reason for this.

The DISC model is proven to deliver improvements in team communication and leadership effectiveness. It also fosters a culture of collaboration.

When applying the DISC model to the everyday business environment, you build a common language and hone communication between individuals. Our researchers created Discflow to improve this even further.

Why Companies Use DISC Flow® Assessments

Discflow offers a learning experience that has an immediate and lasting impact on the performance of people and the culture of an organisation.

The model is practical; organisations can apply the knowledge immediately and see a difference.

Improve Teamwork

Adopting Discflow principles help individuals and teams work better together.

Teams with emotionally intelligent members are excellent at working together. They have good communication, trust each other, and value each other’s input. So when someone makes a suggestion, they’re able to respond positively and productively.

Teams are the backbone of any company. Our tools help improve understanding and communication between team members.

Raise Self-Awareness

The Discflow model provides straightforward steps to improve relationships and employee engagement in the workplace.

Hone Sales Skills

Your team can develop better sales skills by adopting the DISC methodology. Those in a sales or customer-facing role become better at adapting to customers’ styles. DISC knowledge is crucial for human-level connection, improving communication and building stronger relationships with clients.

Turn Conflict into Productivity

Workplace conflict is inevitable, and it’s tempting for some to try and avoid these uncomfortable situations altogether. However, the Discflow model helps people improve their self-awareness around what fuels conflict to understand better how and why they, and others, react as they do, ultimately solving problems and improving relationships.

Leading More Effectively

Applying the Discflow model in the workplace is straightforward and can help Leaders build cohesive teams, enhance communication, reduce conflict and increase employee engagement.

Non-Judgemental Language

Applied correctly, the DISC model encourages a non-judgemental language that you can use to understand yourself better, recognise the needs of others and adapt your behaviours to get better results. Anyone can use the DISC language to improve relationships, whether sales, leadership, team building or any other situations where high-level communication and understanding of others is a priority.

Supercharge your workforce - Bring Discflow to your organisation now and let the workplace transformation begin.