As businesses become more people-focused, understanding personality types has become increasingly important.
One popular tool for identifying personality traits is the DISC personality types chart.
In this blog post, we’ll take a deep dive into what the chart is, how it works, and how you can use it to improve your relationships with coworkers and clients.
What is the DISC Personality Types Chart?
The DISC Personality Types Chart is a model that categorizes people’s behavior according to four different styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each of these styles represents different ways that people interact with others and approach tasks.
To learn more about DISC personality types chart, sign up for a free trial of our course “Personality Testing for Workplaces.”
How Does the Chart Work?
Many behavioral models focus on what is wrong with a person to identify “personality disorders.” The DISC model is based on normal behavior, not abnormal behavior.
DISC is a “wellness model” that is objective and descriptive rather than subjective and judgmental.
It does not measure intelligence, mental health, or values.
Instead, it’s a personality test that can unlock your potential as a leader, improve your communication at work and at home, and lead you to unlock deeper insights into self-awareness.
DISC is a “wellness model” that is objective and descriptive rather than subjective and judgmental.
To identify your primary style on the chart, you’ll need to take a test that assesses your behavior in various situations.
Based on your responses, you’ll be placed into one of the four categories on the chart.
Here’s a breakdown of each style:
- Dominance (D)
People with this style are typically assertive, confident, and direct in their communication.
They’re often focused on achieving results and may come across as competitive or impatient.
- Inspiring (I)
Individuals with this style are sociable, outgoing, and enthusiastic.
They enjoy being around others and tend to be persuasive communicators who are good at building relationships.
- Supportive (S)
People with this style are calm, patient, and dependable.
They value stability and prefer working in environments where they feel secure.
- Conscientiousness (C)
People with this style are detail-oriented, analytical thinkers who prioritize accuracy over speed.
They’re often seen as logical problem-solvers who excel at tasks that require precision.
How Would the DISC Personality Types Chart Help You?
Once you’ve identified your primary style on the chart, you can use that information to improve your interactions with others.
For example:
- If you’re working with someone who has a different style than yours, you can adjust your communication approach to better align with their needs.
- If you’re managing a team of people with different styles, you can use the chart to identify potential conflicts before they arise and find ways to mitigate them.
- If you’re trying to build rapport with a client or customer, understanding their personality type can help you tailor your messaging to resonate more effectively.
Overall, understanding the DISC personality types chart can be incredibly valuable, especially if you’re looking to improve your interpersonal skills.
By learning about the different styles and how they interact with each other, you can build stronger relationships both personally and professionally.
Using the DISC Personality Types Chart in Hiring: A Guide for Employers
The DISC Personality Types Chart is not just a useful tool for improving relationships with coworkers and clients.
It can also be an effective way to make more informed hiring decisions.
Let’s explore how you can use the chart to identify candidates who are a good fit for your organization.
Why Use the Chart in Hiring?
One of the biggest challenges in hiring is finding candidates who not only have the right skills and experience but also fit well within your company’s culture.
Using the DISC personality types chart helps you gain a better understanding of a candidate’s behavioral tendencies and how they may align with your organization’s values and work environment.
How Can You Incorporate the Chart into Your Hiring Process?
Here are some steps you can take to effectively utilize the DISC personality types chart in your hiring process:
- Create Job-Specific Profiles
Before posting a job opening, create a profile that outlines what type of personality traits would be most successful in that role.
This will help you narrow down your search to candidates who are likely to fit well within that position.
- Include DISC Assessments in Your Application Process
Once you’ve identified potential candidates, including DISC assessments as part of your application process.
This will give you insight into each candidate’s behavioral tendencies before even bringing them in for an interview.
- Use DISC Results to Guide Interview Questions
When interviewing candidates, use their DISC results as a guide for crafting questions that focus on specific areas of behavior.
For example, if a candidate scores high in Dominance (D), ask them about situations where they had to take charge or make tough decisions.
- Consider Team Dynamics
When making final hiring decisions, consider how each candidate’s personality type would fit within your existing team dynamic.
For example, if you already have several people on your team with high Inspiring (I) scores, it may be beneficial to bring on someone with higher Conscientiousness (C) or Supportive (S) scores to balance things out.
Conclusion
The DISC assessment can assist your employees in identifying their growth areas and it gives you nearest to the accurate results.
Also, more people are coming over to DISC from Myers and Briggs primarily because it’s very easy to use.
While no single tool can guarantee a perfect hire every time, incorporating the DISC personality types chart into your hiring process can help you make more informed decisions about which candidates are likely to succeed within your organization.
By taking the time to understand each candidate’s behavioral tendencies and how they align with your company’s culture and values, you’ll be better equipped to build strong teams that drive success over the long term.
Relevant Articles
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DISC Test: What is the C/I disc (Appraiser) profile?
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