DISC Profile Training with The Coaching Academy

What is the purpose of a DISC profile (assessment)?

The DISC profile helps identify which of the four behavioural types (Dominance, Influence, Steadiness, or Compliance) a person aligns with. These insights can improve self-awareness, guide workplace interactions, and reveal motivations and possible challenge areas. The information gained can also be used in recruitment, management, DISC training to improve teamwork, communication, and conflict resolution by understanding and adapting to various behavioural styles.

What do the letters of DISC stand for?

The name DISC is an acronym standing for the four personality styles that compose the DISC Personality System. Everyone’s personality is composed out of some combination of these four styles:

D = Dominance (Drive) Often identified as RED
I = Influence (Persuasive) Often identified as YELLOW
S = Steadiness (Supportive) Often identified as GREEN
C = Compliance (Correct) Often identified as BLUE

How many DISC style combinations are there?

There are 41 DISC style combinations when focusing on one’s primary, secondary, and tertiary styles above the midline.

How Long Does It Take to Complete a DISC profile?

An online DISC questionnaire typically takes about 10 – 12 minutes to complete.

Do DISC styles change over time?

DISC styles may change over the long term due to factors like age, experience, and personal development. While short-term changes are unlikely, periodic reassessments can reveal shifts in behavioural tendencies over several years. DISC training remains relevant as it focuses on current results, with companies often re-evaluating employees every few years to adapt to their evolving styles.

Which DISC style is best for leadership roles?

The Coaching Academy DISC training answers this quite simply – “It depends who you are managing” The longer answer is that no single DISC style is inherently better for leadership. Each style has strengths suited to different scenarios—for example, Dominance often thrives in high-pressure situations, while Steadiness often excels in consistent, results-focused environments. DISC training helps leaders understand how to leverage their unique styles effectively and adapt to the needs of their teams.

Is it better to mix DISC styles in a team?

It is important to remember that any style if suitably trained and skilled can potentially do any job. Different styles will probably approach tasks in different ways and sometimes there is a problem if the approach does not fit the culture or working protocols of the organisation. There is no ideal composition of DISC styles in a team. The key is understanding how different styles interact, communicate, and collaborate. Teams benefit from recognising and utilising the strengths of each style, fostering better communication and teamwork regardless of the mix of behavioural profiles.

Will a DISC style differ at work versus at home?

While core personality traits tend to remain consistent, behavioural responses may vary between personal and professional settings. For example, someone may lean more toward Dominance at work but exhibit Conscientiousness at home. These variations are normal and reflect how individuals adapt to different environments and contexts. Coaching Academy DISC graphs identify adaptations quickly and easily.

How do blends of DISC styles work?

Most people are a blend of multiple DISC styles, combining traits to varying degrees. For instance, someone might be primarily Influential but demonstrate Steadiness in task management. Style blends, especially between similar styles (e.g., Dominance and Conscientiousness), create nuanced behavioural profiles. Opposing styles, like Dominance and Steadiness, may blend less readily but still provide valuable insights into an individual’s adaptability and preferences.

What happens when people have high values in opposing DISC quadrants, for example: I and C or D and S?

DISC graphs may show opposing traits, such as D-S or I-C. These combinations are often called "style blends" as the traits of each type typically influence and shape one another.

For instance, when a C style blends with an S, it often results in a more measured and deliberate individual - a perfectionist who holds others to high standards. In contrast, a C blended with a D creates someone who can make swift decisions based on information, combining perfectionism with a drive for efficiency and quick action.

In some cases, opposing styles don't blend seamlessly. Instead, the person may shift between styles based on the situation. For example, an I-C individual may excel at researching and analysing data but can also effectively present findings with strong verbal skills. Similarly, someone with D-S traits may feel torn between moving quickly and decisively and wanting to slow down for thoughtful consideration.

Can DISC Personality Styles Change or Are They Fixed?

DISC personality styles are not entirely static and can change:

Environment:? Your DISC style may vary depending on the setting. For example, your behaviour at work may differ from how you act at home or with friends. This variability is common. When taking a DISC profile, it’s essential to focus on a specific environment to accurately capture your style in that context. This approach helps highlight differences in how you adapt across environments.

Stress:? During periods of stress or discomfort, your DISC results may reflect these conditions, showing unique graph patterns such as overshifts or undershifts. If you retake the profile in a less stressful context, your results might differ, reflecting a more typical expression of your personality.

Time:? Over time, your DISC style can evolve as you learn, grow, and develop greater self-awareness and behavioural intelligence. Regular retakes can reveal how your style changes over the years or in response to different life stages and experiences.

DISC styles are dynamic, influenced by both situational factors and personal growth, making periodic retakes valuable for understanding and adapting to changes in behaviour.

Should I re-evaluate my DISC results periodically to see if they’ve changed? If so, how often should I re-take?

A person’s core DISC personality type is generally stable, behaviour tends to be more dynamic. Over time, people often adjust their outward DISC or communication style due to learning, experience, and adapting to various situations. The most noticeable shifts usually appear in the first DISC graph, which measures how a person thinks they need to behave to be successful in that environment.

The Coaching Academy training suggests that a DISC retake is completed every 1-2 years, or sooner if significant changes have taken place in the environment.

Is DISC Validated and Reliable?

DISC profiles (assessments) vary The DISC profile is highly valid, meaning it effectively measures what it is designed to assess. Reliability, which refers to the consistency of results, can be more challenging to evaluate because personality can evolve over time and vary across environments.

However, DISC assessments produce consistent results when taken within the same timeframe and with a focus on a specific environment.

Is DISC Culturally Consistent?

The DISC Personality profile is culturally consistent because the fundamental aspects of personality it measures are universal across cultures. However, cultural perceptions of these traits can vary. For example:

Dominance might be admired in one culture but less valued in another. Despite these differences in perception, the trait itself is consistently present and measurable by the DISC framework.Overall, the DISC assessment and its reports remain culturally consistent and adaptable across diverse cultural contexts.

How is DISC different from MBTI?

Choosing between DISC and the Myers-Briggs Type Indicator (MBTI) depends on your needs and preferences, as both are excellent tools with distinct approaches. Each has its strengths and limitations, and both have dedicated advocates and critics.

In The Coaching Academy’s experience, many coaches and consultants trained in DISC appreciate its simplicity and practicality. Here are three main reasons why DISC is generally easier to remember and apply compared to MBTI:

Memory Recall
DISC is within the typical working memory limit for recalling sequences of letters. Most people can comfortably recall 4 letters (DISC), whereas MBTI requires working with 8 letters, which exceeds the average person’s recall capacity. Research indicates that recall accuracy drops significantly for sequences longer than 6 letters, with 4 being the most manageable for most people.

Trait Combinations
DISC has up to 41 possible combinations of traits, making it relatively straightforward to identify and understand personality profiles. In contrast, MBTI can display up to 1,680 combinations, which can be overwhelming and harder to interpret in practical applications.

Visual Representation
DISC’s visual model is easier to grasp and remember compared to MBTI’s more complex framework. A simple and intuitive model helps users recall and apply their assessment results effectively, whereas MBTI often requires deeper theoretical knowledge to fully understand its system.

Challenges with MBTI Recall
Many users find it difficult to remember their MBTI type.

This struggle likely stems from:
The challenge of recalling 8 letters versus 4.
The complexity of ordering letters within MBTI’s numerous combinations.
The need for operational knowledge of MBTI’s intricate theory to fully utilise its results.
While MBTI doesn’t require users to remember every possible combination, the sheer number of potential profiles (1,680) compared to DISC’s 41 highlights the practical differences in ease of use.

Conclusion: DISC vs. MBTI
Both DISC and MBTI are valuable tools that have helped countless people. However, their effectiveness depends on how they are applied. DISC is often favoured for its simplicity, making it accessible and practical for day-to-day use in workplaces and personal development. MBTI, while offering deeper theoretical insights, can be more challenging to recall and apply without additional training.

Neither tool should be used to label or oversimplify individuals, nor should they become overly complex data sets. When used correctly, both models foster greater self-awareness and improve relationships by helping us better understand ourselves and others.