I believe in pigeon-holing people about as much as I believe in tabloid horoscopes. However, The DISC profiling model is not about box ticking, putting a person into a box and letting them sit in their box thinking about boxes. It’s a non-judgmental system which roots were planted way back in the 1920’s and has since been brought into the modern era specifically to help people understand their personality behavioural patterns as well as those of the people around them. DISC is not ‘profiling by numbers’. The system recognizes that whilst we all carry some traits of each of the four DISC quadrants (Dominant, Influential, Steady & Compliant) one or more will be prevalent and each person will have their own unique combination of these traits. See? No pigeon holing and no darned boxes.

I shall therefore now refer to The DISC Profiling Model (hereafter DPM) as just that, a model. I am not a fan of ‘test’ or ‘assessment’ – both infer that there is an element of right or wrong, of pass or fail. With DISC neither apply, there is no right or wrong or indeed pass or fail.

I will follow the sage words of Master DISC trainer Dave Pill who explains that the DPM is about people’s “preferences” e.g. do they prefer a lot of explanative when given a task? Or do they prefer the bear minimum and to be left alone to get on with it? Do they prefer to be praised for a job well done in front of others? Or do they prefer to shy away from public praise and receive thanks on a one-to-one basis?

“Okaaaay…but how does it work? I’m a different person in the office than when I’m out with my friends?!”

A very valid point. Yes, we are all different outside of our workplace. You may be a master procrastinator at home when you have that dreaded form to fill out but then The Antiques Roadshow (insert other un-favoured program of your choice here) suddenly appears to be compulsive viewing! At work however, you may be the most organised soul ever to grace the office floor. We can be chameleons, we can adapt so it is important therefore to consider your objective when filling out your DPM. Yes you can absolutely use the model for social affairs but for the purpose of this post. I will keep it within the realms of the working environment.


“So this would be great for hiring purposes then?!

Yes unquestionably! A lot of recruiters see the benefit of DISC profiling their candidates to help find a more appropriate fit for their roles; but recruitment is just one spoke of the wheel. DISC can help you understand your team better and in turn they can understand themselves and each other better. The DPM is fantastic for helping to effectively resolve conflict within the workplace or for general team building purposes. Have you got that employee who is brilliantly organized but struggles to work within a team? DISC will help identify why that is; some people are task preferred and others are people preferred. The DPM identifies such preferences thus workplace conflict can be reduced by simply adapting communication and task styles.

For further information on how to use DISC profiling for you and your teams please email me at:
samantha@elysium-therapies.co.uk or call 07984 201982

Happy team building!

Recent Posts