How we change what others think, feel, believe and do

DISC types

Explanations > Preferences > DISC types

DISC types | Preferences | So what?

DISC types

This is a popular system originating in the 1920's by an American psychologist called William Moulton Marston. It measures four preferences, in which you are scored in each preference (thus resulting in a profile score across each type).

The meanings of the DISC letters vary, according to whom you talk. Known variants are included in the table below:

When compared to the Myers-Briggs Type Inventory, it is more behaviorally focused (Myers Briggs focuses more on the thinking processes).

Preferences

Just by looking closely at this, a number of preferences can be seen within the DISC types, including:

The DISC can be simplified in a 2x2 grid:

So what?

Understand the DISC type. They are quite simple and thus easy to use. Then play to the person's preferences and overall type.

With Dominant people

• Build respect to avoid conflict
• Focus on facts and ideas rather than the people
• Have evidence to support your argument
• Be quick, focused, and to the point
• Ask what not how
• Talk about how problems will hinder accomplishments
• Show them how they can succeed

With Influential people

• Be social and friendly with them, building the relationship
• Listen to them talk about their ideas
• Help them find ways to translate the talk into useful action
• Don’t spend much time on the details
• Motivate them to follow through to complete tasks
• Recognize their accomplishments

With Steady people

• Be genuinely interest in them as a person
• Create a human working environment for them
• Give them time to adjust to change
• Clearly define goals for them and provide ongoing support
• Recognize and appreciate their achievements
• Avoid hurry and pressure
• Present new ideas carefully

With Conscientious people

• Warn them in time and generally avoid surprises
• Be prepared. Don't ad-lib with them if you can
• Be logical, accurate and use clear data
• Show how things fit into the bigger picture
• Be specific in disagreement and focus on the facts
• Be patient, persistent and diplomatic

See also

Four Types

Marston, C. (1970). Motivating the “What’s in it for me?” workforce. Hoboken, NJ: John Wiley

Marston, William (l979), The emotions of normal people, Minneapolis, Persona Press, Inc.

Rohm, Robert (1993), Positive Personality Profiles, Personality Insights Inc.