“A DiSC personality analysis helps people understand which behavioural patterns they typically prefer in specific situations and are shaped by both our biological and environmental upbringing throughout life”, says Danni Pharao Munk, Senior Consultant at People & Performance.
The DiSC model helps improve organisational harmony and performance by enhancing the understanding of strengths and limitations among members of the organisation.
Overview of the four DiSC profiles
Personality profiles are part of the DiSC model, which explains our behavioural preferences. The DiSC model encompasses four foundational styles of behaviour: Dominance (D), influence (i), Stability (S) and Conscientiousness (C). Your DiSC profile paints a picture of your natural or preferred behavioural pattern—a pattern that has been developed and shaped over time based on your life experiences.
The D-profile likes to communicate in a direct manner and is very goal-oriented and eager to take on challenges. This profile is likely to be confident and willing to take risks. On the other hand, it fears losing control and appearing vulnerable, while it is motivated by a desire to obtain power and authority through successful performances.
The i-profile is enthusiastic, quick to make decisions, cooperative, charming and very sociable. Being in a socially functioning environment where group activities, cooperation and social relations are prioritized will motivate the i-profile. An environment lacking these things will appear daunting, however. Feelings of being ignored and socially rejected are feared by i-profiles.
The S-profile is supportive, calm, patient and willing to cooperate with others. Stabile and appreciative environments will seem welcoming and act as a motivational factor for this profile; being able to help others will also be of importance. On the contrary, inharmonious and unstable environments are unwanted. Importantly, the S-profile will avoid confrontations to not insult its counterparts.
The C-profile is methodical, detail-oriented, calm, a bit reserved and sceptical. It is important for this profile to have the opportunity to acquire new knowledge and to use already accumulated knowledge; emphasis will be placed on delivering quality work. As a result of this, this profile may not function very well in environments where quality is less of a priority. Being wrong and receiving critique may feel uncomfortable.
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People & Performance offers a wide range of DiSC products, each aimed at optimising people behaviour to improve internal communication, teamwork and productivity in organisations.
The interplay between the profiles
Each profile in the DiSC model has its limitations. These limitations can act as cooperation barriers between the different profiles. The D-profile may lack empathy and patience, and this can be concerning for S-profiles’ eagerness to work in harmonious and appreciative environments. Contrastingly, D-profiles may struggle cooperating with S-profiles due to their tendency to be slow decision makers and having a need for stability. The C-profile will struggle working together with i-profiles due to their impulsive and unorganised tendencies, and i-profiles may be bothered by C-profiles’ proneness to overanalyse and isolate themselves from the group.
When you understand the limitations and strengths of the members of your organisation, it will be possible to increase performance and improve cooperation throughout the organisation.
“The breakdown into the four behavioural areas is easy to understand and can provide a basic insight into how targeted communication can drive more effective task performance while increasing overall well-being and collaboration in a team or organisation”, Danni Pharao Munk says.
What does your DiSC profile mean?
The DiSC analysis provides an overview of our different worldviews, strengths and limitations. The analysis is a development tool to create clearer communication in the workplace to prevent misunderstandings and improve performance.
