Curious about DISC? Read on to discover what DISC is and how it can help you make the right HR decisions for your company.
What is DISC?
DISC is a behavior model that measures people on four factors: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). These factors combine to work together and the results if a person’s behavior. Unlike some other personality assessment tools, DISC not only looks at a person’s natural personality, but also their personality in specific scenarios.
Understanding the Factors
Dominance measures communication style as well as how someone solves problems. Influence refers to how someone handles people and connections. Steadiness refers to pace and consistency. Compliance measures how people handle procedures. Together, these four factors reveal how someone communicates with others in a team environment.
Adapted and Natural Styles
One of the problems with many personality assessments is that they fail to capture the reality of the workplace. DISC overcomes that challenge by capturing people’s natural and adaptive styles, which showcases how they can adapt their natural inclinations to workplace requirements. Looking at both scales allows you to get a fuller understanding of a candidate and help highlight areas for career development and training, because different personality types respond in varied ways to the challenges of adapting to the workplace.
Who Uses DISC?
Individuals can use DISC to get better understanding of their own communication styles, organizations can use them to compare two people to try to find better communication methods for teams with members who have diverse communication styles, and organizations can use them identify the strengths and weaknesses of their group composition. DISC can be used for larger organizations, but is more effective for smaller teams, where it can be used to highlight how different personalities interact and areas where teams need additional training or resources.