What I’ve learned from DiSC over the years – episode 2

Everything DiSC dot showing a Di styleLike my colleague, I’ve seen my dot move – but not by much. I’ve been taking DiSC assessments for 20 years and I’m surprised by how little my dot has actually moved. Even back when the report showed a graph my style has always been very high D and I, and low S with a little more C. I am still high on action and short on patience, more accepting than skeptical, and more outspoken than reflective.

What I have learned is that even though I’m strongly inclined toward the iD style, I am adaptable and that it takes effort for me to understand what others need so I can do a better job providing it.

Read more What I’ve learned from DiSC over the years – episode 2

Self-awareness and DiSC

HBR articleI wanted to say a few things about Harvard Business Review’s recent article, “Research: We’re Not Very Self-Aware, Especially at Work.”

I was struck by this sentence:

“It’s no secret that many of the most popular developmental assessments used for gaining self-knowledge, such as the MBTI, DiSC, The Birkman Method, and The Core Values Index, woefully lack evidence linking their results to actual learning or job performance.”

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What I’ve learned from DiSC over the years

I was looking at two different Everything DiSC Workplace profiles I took several years apart. My basic C style remains, but I’ve moved much more towards the outside and towards D. What does this tell me?




I believe that as I’ve aged I’ve become more comfortable being who I am, and in asserting my priorities. I’ve become more myself. I’ve also become much more comfortable moving into another style. So while I don’t typically seek out collaboration, for example, I am not ill at ease working that way. I’ve accepted that I’m introverted and that it’s not a character defect, as another example. So when I see phrases on the DiSC questionnaire that might have seemed a little undesirable to me in the past, I accept them now because I know that my preference does not equal my ability. I can show enthusiasm and be supportive even if I don’t show a strong preference for those behaviors.


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What we love about each DiSC style

FranklyHearts-1, each of us sometimes experiences frustration due to the styles of others. We can lose patience with or just not “get” another person. Even in our office, you might hear a comment like “Can you soften that D a bit while we discuss the issue?” or “Can you reach into some C to take care of those reports?” But we also really love each style and try to learn from each of them.

It’s a common facilitation technique to go around the room and tell each person what you appreciate about them so we decided to do that with each DiSC style. These are comments from our own staff about what we love and appreciate about each style. Please share what you love about a coworker or family member with a different style than yours. We’ve reversed the order here just to change things up. Our “i” staff member likes that.


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Using DiSC when giving or receiving feedback

We might love to offer our opinions, but providing feedback in the workplace isn’t always easy. We wonder if it’s really wanted, if it will be accepted, or if it will be acted upon. Will the recipient be thankful, accepting, cold, hostile, or punishing?

Teams can help each other give honest feedback and seek out productive conflict if they are supportive. And if they practice giving feedback.

Many recommendations for giving feedback, such as asking permission to do so, apply to any style. But each DiSC style has a different goal and fear around getting feedback. Feedback implies a need for personal change of focus, activity, or behaviors and can stir up personal fears and insecurities. These tips may help giving feedback that’s more easily accepted.


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