Developed by William Moulton Marston, a psychologist and inventor of the early lie detector test, the DISC theory is a tool used widely today in the fields of business, personal coaching, and organizational development. At its heart, DISC theory proposes that people display one or a combination of four primary behavioral traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).
Dominance (D)
Individuals who show a high level of “D” traits are characterized by their assertiveness, directness, and a strong drive to achieve their goals. They are risk-takers and problem solvers who prefer to take charge of situations and are highly results-oriented. However, if not self-regulated, these individuals may come off as impatient, insensitive, or even overly aggressive.
Influence (I)
The “I” in the DISC model stands for Influence, referring to people who are sociable, talkative, and lively. They are characterized by their enthusiasm, optimism, and ability to persuade others. Their interpersonal skills often enable them to inspire people around them. These individuals, however, can be impulsive, lack detail orientation, and are often seen as overly talkative and too concerned with popularity.
Steadiness (S)
Those who lean towards the “S” trait are calm, reliable, and patient. They are good listeners, team players, and prefer stability and predictability over change. They value cooperation, friendships, and support, and they work consistently and predictably. However, they may have difficulty adapting to change or asserting themselves when necessary.
Conscientiousness (C)
The “C” refers to Conscientiousness. People who score high in this trait are accurate, careful, and like to adhere to rules and structure. They focus on details, quality, and correctness. Their analytical nature helps them in decision-making processes, as they tend to rely on facts and logic. However, they may be overly critical, indecisive, and avoid risk to the point of paralysis.
The power of DISC theory lies in its simplicity and its ability to increase self-awareness and understand others. In personal relationships, it can help improve communication and reduce conflict. In a professional setting, it can help leaders better understand their team members, improve team dynamics, and increase overall productivity.
However, it’s important to remember that no individual is purely one type, and the DISC model is not about labeling or stereotyping people. Instead, it serves as a guide to understand human behavior and communication styles. As with any psychological model or theory, it should be used as a tool to foster understanding and growth, rather than to box people into categories.
