If you’ve ever delved into behavioural psychology, you might be familiar with the term “DISC”. It pops up quite a lot in the business world, as it’s useful for understanding how different personality types work in different situations.
But if you haven’t encountered it yet, don’t worry! This article will cover the 4 DISC personality types and what they mean in a leadership context. With this information, you’ll be able to identify leaders and understand their work styles and habits.
What is DISC?
DISC is short for Dominance, Influence, Steadiness, and Conscientiousness. These are the 4 behavioural styles that it can identify through its testing. We’ll cover these in more detail later, but first let’s go over some history of the test.
The DISC theory was put forward in 1928 by American psychologist, William Moulton Marston. Originally, it was a categorisation for everyday people rather than a business-focused theory, evidenced by it being published in the book Emotions of Normal People.
In the mid-1950s, psychologist Walter Clarke created the Activity Vector Analysis, which was essentially a checklist for job applicants to show their qualifications. Around a decade later, this idea was built on to create the DISC assessment we know today.
Although it wasn’t initially intended for use in the workplace, it fits in quite well with how we psychologically profile people, particularly leaders. DISC assessments can also be used on team members, managers, and various other roles in the workplace because it’s always useful to have an understanding of how people work with each other.
How Does DISC Work?
A DISC assessment consists of a set of questions – the amount varies between tests. These typically offer behavioural scenarios that the respondent answers with their most likely response. The test uses these to place respondents into one of 4 behavioural styles.
How Does DISC Work
Typically, a DISC assessment will end with a behavioural profile that will explain results in more detail. For example, our DISC assessment for leaders generates a 23-page profile that explains what a respondent’s answers mean in relation to specific questions. It’s designed to provide actionable insights into behaviour to make people better at what they do.
Although a level of self-awareness is helpful when going into a DISC assessment, you’ll certainly have some when you finish it. Being asked to look at your behaviour, and actually think about what you’d do something, is a great way to make things click like they haven’t before.
As such, a DISC test is useful for both the people taking it and the company they work for. The results discuss what behavioural styles work best together and give explanations of why we choose certain actions. In theory, this can help enhance clarity and create a clearer understanding of expectations.
What are the four DISC Personality Types?
Now, let’s take a closer look at the four DISC personality types. Remember, no one is exclusively one style; we’re often a blend. However, one style typically dominates. It’s also important to note that no single style is better than another.
Dominance (D Style)
Dominance can sometimes be misunderstood, but it’s simply a term to describe individuals who are direct, firm, strong-willed, and results-oriented. These leaders are driven by a desire to achieve and thrive on challenges, often taking quick, decisive action.
On the DISC scale, people with a Dominance style are fast-paced, assertive, and dynamic. They prioritize action, results, and challenging the status quo, and tend to question ideas to ensure the best outcomes. They focus less on feelings and more on logic and efficiency, aiming for rapid progress and high performance.
In leadership roles, individuals with the D style excel in high-pressure environments where swift decisions and results are crucial. They are natural leaders who thrive when they can set their own pace and push boundaries.
Of course, no behavioural style is perfect, and dominant people do have some weaknesses. As you can probably guess by the adjectives used so far, dominant personalities aren’t focused too heavily on the people side of things. This isn’t to say they won’t be good leaders, but their focus is more on driving people forward than ensuring everyone is always happy and fully motivated.
A D-style leader’s focus on results can sometimes overshadow their attention to relationships, making empathy and patience areas for development. While they are effective at driving performance, they may need to focus on including others and ensuring team motivation.
Influence (I Style)
As the name suggests, the Influence style is characterized by a focus on people and relationships. Individuals with this style are outgoing, enthusiastic, and optimistic, often using their charm and energy to encourage collaboration and inspire their team.
Leaders with an I style tend to be high-spirited, lively, and capable of creating a positive, sociable atmosphere. They thrive on expressing enthusiasm and enjoy working in environments where they can motivate others through collaboration and teamwork.
In leadership roles, these individuals shine in people-focused environments, where they can use their social skills to boost morale and encourage creativity. They excel in group settings and are often seen as fun and approachable.
Influential people’s impulsiveness and tendency to prioritize relationships over objectivity can be weaknesses. Leaders with an I style may struggle with follow-through on tasks or providing constructive feedback, making them less effective in high-pressure situations that require critical decision-making.
However, when placed in the right environment, influential styles can thrive in the way they motivate their teams. Their optimism, charm, and energy are incredibly useful for teams who might be having difficulty keeping their heads up.
Steadiness (S Style)
Steadiness is characterized by patience, humility, and a calm approach. Leaders with an S style are often seen as accommodating and even-tempered, providing a stabilizing influence in their teams. They focus on creating a harmonious, cooperative environment where everyone feels supported.
People with this style are methodical, tactful, and focused on maintaining stability. They value teamwork and support, often prioritizing the needs of others. In leadership, they excel in collaborative environments where long-term relationships and cooperation are vital.
Read more: The 6 Domains Of Leadership And How To Apply Them To Your Organisation
However, this focus on others can sometimes work against those classed as steady personalities. They may choose to prioritise the needs and ideas of others over their own, which can impact their personal development and, if left unchecked, their ability to lead. You may find that steady personalities face burnout quicker because they don’t value their own needs enough.
Also, as with influencers, steady people can have difficulty facing conflict in the workplace. While they’re often more diplomatic than influencers, their desire to accommodate everyone can lead to issues when dealing with disagreements. They may also struggle to motivate a quicker pace for work as key deadlines approach.
Conscientiousness (C Style)
The Conscientiousness style is defined by a focus on accuracy, analysis, and systematic processes. People with this style are reserved, precise, and logical, often placing great importance on ensuring accuracy and maintaining stability. They tend to question assumptions and prefer environments where they can focus on quality and consistency.
Leaders with a C style are known for their attention to detail and their ability to analyse complex problems before making decisions. They thrive in situations where precision and objectivity are valued, making them ideal for roles that require methodical planning and consistent results.
As you might be able to tell, Conscientious people are focused more on actions and results than the people they lead. Similar to dominant personalities, they give less attention to their team members, meaning they may struggle to deal with the empathy side of leadership.
You might also find that they can’t look beyond the data and insist on perfectionism. While this can be helpful in some situations, it can also create tunnel vision that can actually detract from the overall objective.
Final Thoughts – Four DISC Personality Types
Knowing the Four DISC Personality Types can be useful for identifying and training effective leaders. Understanding how styles work best helps with placement in departments that need those specific qualities, hopefully resulting in you getting better results from both the leaders themselves and the teams they lead.
