Why does your top salesperson clash with your detail-oriented operations manager? Why do some team members thrive on recognition while others want to be left alone to do their work? The answer lies in understanding behavioral styles—and DISC is one of the most practical tools for decoding them.
What DISC Is (And Is Not)
As David Maples explains on The Buck Stops Here podcast, DISC has existed since the 1930s, originating from William Marston’s research. But here is the critical distinction:
“It is not a personality assessment per se. It is how your behaviors act and how you work with other people.”
Behavioral assessments can change based on environment—a new job, marriage, or major life event might shift your results. Personality assessments measure more static traits. DISC typically shows 87-91% consistency unless significant life changes occur.
The Four Behavioral Styles
D – Dominance
Task-oriented individuals focused on authority and control. At networking events, they seek powerful connections. They care about facts and getting things done. Time is precious—do not waste it.
I – Influence
People-oriented and charismatic—the life of the party. They are motivated by fun environments and social interaction. Recognition matters deeply to them.
S – Steadiness
Approximately 60% of people fall into this category. They prioritize interpersonal relationships and do not enjoy conflict. They are “the glue that binds everyone together”—supportive, reliable, and focused on harmony.
C – Conscientiousness
Detail-oriented and data-driven. They do not like to make mistakes and often display perfectionist tendencies. Accuracy matters more than speed.
Practical Applications for Hiring
Different roles benefit from different behavioral profiles:
- Programmers: High C dimension for detail-oriented work
- Team leads: D-C combination for leadership with attention to detail
- Designers: S-C or inspirational types; avoid high D dominance
- Creative directors: S-I blend for team support and inspiration
- Sales roles: Often high D-I for drive and influence
Tailoring Communication by Type
Stop communicating the same way to everyone. Tailor your approach:
- D types: Get to the point. Focus on facts, outcomes, and control
- I types: Emphasize fun, experience, and recognition
- S types: Highlight support, partnership, and stability
- C types: Stress precision, accuracy, and thoroughness
Giving Feedback by Behavioral Style
This is where DISC becomes immediately actionable:
High-C employees already know when they made a mistake. Piling on additional criticism is counterproductive. Instead, show confidence in their abilities by giving them challenging tasks.
High-I employees need context about impact. Saying “that cost somebody a ton of commissions” provides the perspective they need to understand why accuracy matters.
The Honest Caveats
Maples is transparent about limitations:
“Behavioral assessments and psychometric assessments, a lot of times don’t hold up” when misused. They are not better than horoscopes when applied carelessly.
Legal concerns exist in some jurisdictions about using assessments to eliminate candidates. Use DISC for improving team dynamics, not as a screening tool.
“Your mileage might vary” is the repeated caveat—but Fortune 100 companies use these tools effectively when applied appropriately.
Understanding Your Own Style
As a D-I leader himself, Maples notes: “Your style influences other people.” Understanding your natural tendencies helps you communicate more effectively across different behavioral types.
Everyone possesses all four dimensions—primary traits simply show up most prominently. Recognizing this prevents the trap of putting people in rigid boxes.
Getting Started
- Take a DISC assessment (free options exist at discba.com)
- Educate your team on what DISC is and is not
- Use it as one tool among many—not the only factor in decisions
- Adapt your communication based on team member profiles
- Revisit periodically, especially after major changes
This article is based on Episode 9 of The Buck Stops Here podcast: “DISC for the Win.”