Often, once a manager has had their employee take the DISC personality assessment, their next question is, how do I go through this with my employee to ensure they get the most out of it? We have made a DISC Assessment Scoring Guide Pdf to help you take your employees through the assessment. It provides a very basic template for guiding someone who has taken it.
Be sure to download the guide HERE.
You can also watch a video version of this instructional on Youtube below.
Leader’s Job with the DISC Assessment Scoring Guide PDF
The leader’s job is to create a positive environment, encourage self-awareness, ask questions that evoke new ways of thinking, remain curious, and use DISC personalities to support development and growth.
One thing to keep in mind is that this is really just an introduction to DISC. It often takes three to five sessions before someone fully grasps DISC and can apply it to themselves.
DISC Assessment Scoring Guide PDF Purpose
This meeting is not about teaching how to relate with others or identify DISC traits in others. Instead, it focuses on the person who took the assessment, helping them understand what DISC is, and figuring out their personality type. Occasionally, someone might say the assessment doesn’t seem like them. If that happens, you need to dig deeper to understand their personality type, as this process is about learning about oneself, not labeling.
Gaining self-awareness is the primary objective in this first meeting with your employee.
What to Bring Along with the DISC Assessment Scoring Guide PDF?
You should bring the DISC assessment results to the meeting. The purpose is to understand DISC personalities and increase self-awareness.
DISC Assessment Scoring Guide PDF: Establish Intent
The first thing you should do is establish the intent. As you’re sitting down, you can say, “You’ve just taken this assessment. I’m here with you today. What would you most like to get out of this meeting so that we can use our time wisely?” Often, people will have something they’re curious about or something they want to work on.
Your job is to identify what that is and ensure they achieve it by the end of the meeting with you.
DISC Assessment Scoring Guide PDF: Results Assessment
Next, review the assessment results. Ask, “What did you think about your results? Were they accurate?” On pages five and six of their assessment, have them underline everything they agree with over 60 percent. Give them some space to underline what resonates with them.
After that, introduce them to DISC. There’s a DISC personalities wheel on this page, and you can go through each type: Dominant, Inspiring, Conscientious, and Supportive. Give them a brief explanation of each, covering aspects like verbal vs. non-verbal communication, task vs. people orientation, and proactive vs. reactive tendencies. Explain everything clearly so they have a good sense of what it all means. Ask if anything would change based on what they’ve highlighted.
DISC Assessment Scoring Guide PDF: The Impact
Then, move on to the impact. Ask, “What stands out to you? What are your biggest areas of strength? Where are you weak?” Explain the knowing-doing gap, the difference between knowing something and doing something about it. It’s easy to get comfortable with just knowing. For instance, if someone is a high C with very high standards, they might know they’re a perfectionist and expect perfection from others. But it’s another thing to work on reducing those standards a little, both for themselves and for others. The goal is to encourage action based on this awareness.
DISC Assessment Scoring Guide PDF: The Commits
Finally, discuss commitment. Ask, “What can you commit to doing for the next meeting based on your insights? What support do you need?” The next step is to schedule a follow-up meeting.
This meeting is really about introducing someone to DISC, going through their report, and finding ways to help them become a better communicator and more self-aware.
