DISC typesThis is a popular system originating in the 1920's by an American psychologist called William Moulton Marston. It measures four preferences, in which you are scored in each preference (thus resulting in a profile score across each type).
The meanings of the DISC letters vary, according to whom you talk. Known variants are included in the table below:
|Dominant(Direct, Driver, Demanding, Determined, Decisive, Doer)||Independent, persistent, direct.Energetic, busy,
Focus on own goals rather than people.
Tell rather than ask.
|Influential (Inducement, Inspiring, Impressive, Interacting, Interesting)||Social, persuasive, friendly.Energetic, busy,
Imaginative, focus on the new and future.
Poor time managers. Focused on people than tasks.
Tell rather than ask.
|Steady (Submissive, Stable, Supportive, Shy, Status quo, Specialist)||Consistent, like stability.Accommodating,
Like helping and supporting others. Good listeners and counselors.
Close relationships with few friends.
Ask, rather than tell.
Ask 'How?' and 'When?'
|Conscientious(Cautious, Compliant, Correct, Calculating, Concerned, Careful, Contemplative)||Slow and critical thinker, perfectionist.Logical,
fact-based, organized, follows rules.
Don't show feelings. Private. Few, but good friends.
Ask 'Why?' and 'How?'
When compared to the Myers-Briggs Type Inventory, it is more behaviorally focused (Myers Briggs focuses more on the thinking processes).
|Focus on other people||X||X|
|Energetic and busy||X||X|
|Tell rather than ask (vs. opposite)||X||X|
|Imaginative, big-picture, future-focused||X||X|
|Like stability and predictability||X||X|
|Like change (vs. stability)||X||X|
|Task-oriented (vs. people)||X||X|
|Flexible to changing world||X||X|
The DISC can be simplified in a 2x2 grid:
With Dominant people
- Build respect to avoid conflict
- Focus on facts and ideas rather than the people
- Have evidence to support your argument
- Be quick, focused, and to the point
- Ask what not how
- Talk about how problems will hinder accomplishments
- Show them how they can succeed
With Influential people
- Be social and friendly with them, building the relationship
- Listen to them talk about their ideas
- Help them find ways to translate the talk into useful action
- Don’t spend much time on the details
- Motivate them to follow through to complete tasks
- Recognize their accomplishments
With Steady people
- Be genuinely interest in them as a person
- Create a human working environment for them
- Give them time to adjust to change
- Clearly define goals for them and provide ongoing support
- Recognize and appreciate their achievements
- Avoid hurry and pressure
- Present new ideas carefully
With Conscientious people
- Warn them in time and generally avoid surprises
- Be prepared. Don't ad-lib with them if you can
- Be logical, accurate and use clear data
- Show how things fit into the bigger picture
- Be specific in disagreement and focus on the facts
- Be patient, persistent and diplomatic