DISC Personality Profiling and Neurodiversity

Neurodivergent is used to describe an individual whose brain functioning differs from that of a neurotypical "normal" person. Neurodiverse refers to a group of people with non-neurotypical brain functioning and neurotypical represents a person whose brain functioning is considered to be "normal" or "typical" and their behaviours fall within societal standards and expectations.  

Definitions state that “Neurodiversity is the idea that some people’s brains are ‘wired’ differently and that these differences are simply variations of the human brain” (Child and Adolescent Mental Health Services)

A common misconception is that a neurodivergent person also has a mental health condition and it’s important to address that this is not always the case. When inviting a coaching client to complete a DISC profile/assessment, unless someone chooses to disclose their needs, we may never know, and this is also something to bear in mind when communicating with our clients or candidates.  

The DISC Assessment/Profile is not designed as a clinical or diagnostic tool and therefore should not be confused with or used as part of any diagnosis. DISC as you know identifies the “normal” human behaviour preferences and the results are simply a picture of the person at the time they took the assessment. 

This means of course that:  a) It does not identify a personality disorder  b) Time and environment can have an impact on results and future results  c) DISC is just one element of who we are.  

So what can you do when using DISC with neurodivergent coaching clients?   

Human beings are multi-faceted. Our personality is made up of many elements and DISC is just one element of who we are. Our DISC profile does not of course consider things like life experiences, hereditary, emotional intelligence or indeed if we are neurodiverse.  

DISC as a tool can promote a discussion about the value of difference and how to use this better within teams, the workplace and our communities. We can then move from “fixing” perceived weaknesses to utilizing and playing to strengths.  

It’s important to be open-minded and flexible, as not all clients experience the same difficulties or challenges and therefore require different approaches; however, hopefully some of these strategies may open up possibilities for you to address or implement into DISC knowledge and practice:-    

1. It is up to the client to decide if they feel able to complete a DISC profile as they will know their strengths and challenges relating to their neurodiversity.
2. Be clear and direct, using concise sentences and in some circumstances, avoid using ambiguous statements - if your client has autistic traits be aware that they may struggle with their social and communication interactions finding it difficult to understand body language, tonality and phrases.
3. Use short sentences in written communications in regards of completing the assessment/profile - for clients who are dyslexic lengthy text can be a challenge. Ask your client how they would like you to communicate with them; some may choose texts, voice messages or being talked through the process! If you need to communicate via email etc., paragraph your text, highlight or bolden keywords, and in some instances, use a different font colour for emphasis. Stick to sans serif fonts such as Arial, Comic Sans, Verdana, Tahoma, Century Gothic, Calibri and Open Sans as letters can appear less crowded. If you wanted to step it up a notch, ask which font size they would like too.
4. Consider combing the use of diagrams or instructions - for those who prefer visual learning this can really help to digest what is being communicated.
5. Use closed rather than open questions, where appropriate. Closed questions seek specific, brief responses which as a coach may not always be helpful but use your judgement to decide how you phrase your questions. You may use closed questions to gain commitment and to confirm what has been said.

In summary…  

Each one of us has distinctive and unique qualities and actions that affect both our personal and professional lives and interactions. Being neurodivergent is no exception. In fact, those who are neurodiverse experience challenges but also possess the ability to use and sometimes leverage their unique strengths to their advantage.  

Being inclusive and demonstrating this through your practice as a DISC Practitioner is important. This may mean that you are required to challenge your thinking, your perspective and your approach. But that’s the beauty of learning and grow. As we gain knowledge and understanding we can communicate and transfer our insights with our clients and those we engage with either directly or indirectly. This ripple effect is where the power lies.  

For those of you that want to know more about DISC and how to use this powerful tool to help your clients better manage interactions with others and improve their communication skills, join us at our next DISC Certification Workshop.  

Suggested Reading and Resources:

• The Overlapping Strengths of Neurodiversity - Dr Nancy Doyle
• Scattered Minds – Gabor Mate
• The Adolescent and Adult Neuro-diversity Handbook: Asperger Syndrome, ADHD, Dyslexia, Dyspraxia and Related Conditions - Sarah Hendrickx
• Our recent Coaching Insights Article: Neurodiversity and Coaching 
• www.geniuswithin.org
• www.differentbrains.org
• www.neurodiversitynetwork.net/books

(*DISC is included for students as part of The Coaching Academy’s Life Coaching Diploma and is available as a Certification Workshop for non-students.)