DISC is a simple four-quadrant framework that serves to highlight our differences as human beings, particularly how we behave and communicate. There is no right or wrong style, no good or bad profile – you are simply you.
The DISC behavioural model was first proposed in 1928 by William Moulton Marston, and the first self-assessment tool was developed by Walter Clark in the 1950s.
Since then, many companies have taken hold of DISC and have continued to research and develop the model into the tool that we use today.
What insights can DISC offer?
Your DISC profile not only gives you more insight into who you are at work and who you are at home, but it highlights how you adjust to suit your surroundings.
And the remarkable thing is that you can even move in and out of each DISC quadrant as many times as you need during a day – you might just exert more energy doing some tasks than others.
Ever noticed how some people can be bright and bubbly at 7am? Or how some people are naturally patient, or direct, or facts-based? I’m sure you will, yourself, resonate with at least one of these points.
In fact, you can be all of these things – it just might take you more energy than others to get there. Depending on how far away you sit from what we call the ‘energy line’, it may take you more effort.
DISC: the basic framework
DISC is best explained as a visual model, however when I don’t have a whiteboard handy, it can be summed up like this:
D = Dominance
This quadrant addresses how people address problems and challenges. If you’re a ‘high D’, you might come across to others as quite direct and to-the-point, highly innovative, and as someone who thrives on a challenge.
I = Influence
This quadrant explores people and contact. I always joke that ‘high Is’ will talk to anything that will talk back! Those with a ‘high I’ love people contact. They enjoy change and always throw out plenty of optimism.
S = Steadiness
This quadrant highlights pace and consistency. People with a ‘high S’ are naturally calm and patient. They are highly supportive but typically hate change. A ‘high S’ will show genuine care for others and will therefore try to avoid conflict as much as possible.
C = Compliance
This quadrant uncovers how we deal with procedure and constraint. If you’re a ‘high C’, you are facts-focused, a great problem solver, and typically you’ll only share if you have something worthy to share. ‘High Cs’ are neat and detail-oriented, but can come across as perfectionists.
Putting DISC to work
Remember, where you sit within these quadrants can be different at home compared to when you’re at work. And what’s more, you can move in and out of these quadrants as often as needed – it just takes more energy.
There’s no better tool than DISC for putting such a simple framework around our unique differences as individuals, to support our ability to communicate and work through conflict and effectively sell our products to customers.
If you’d like to learn more about DISC, please get in touch today. I’d love to take you through the best options for your workplace.
With thanks,
Jess
Please note
DISC is only one of three leading behavioural science reports I can support your team with. Together with DISC, I also offer Driving Forces and Emotional Quotient profiling.
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