Countering anxiety over the DiSC profile

Countering anxiety over the DiSC profile

Have you ever had a few employees or a manager who expressed anxiety when asked to take a DiSC profile? Here are a few ways to respond.

Four suggestions to quell participants fears

1. Give them a few facts.

There’s no judgment involved. Yes, you might be given a label as a high S or a Di, but there are no value judgments in that label.

No secrets will be revealed. The DiSC assessment was created to reflect observable behaviors. You will not be asked about your past history. There are no moral choices to make, nor any mental health evaluation. DiSC is used to help people understand themselves and others in the range of normal human behavior.

The profile is well-research and validated. A few people in your target audience might have taken a personality test in the past that was either a rip-off of a legitimate assessment or never evaluated by professionals.

You won’t lose your job (or fail to get the job). Sometimes people are afraid of how their profile will be used. Let them know that you aren’t making hiring, promotion, or retention decisions based on their profile. Or that it’s only one point of data in your decision. Their career isn’t riding on how they respond to the profile questions.

You’re not either this or that. Sometimes people get worried that they will be seen as being one way in all circumstances. Everything DiSC reports use a dot within a circle of styles to show that everyone exhibits traits of all four major styles. The adaptive testing method makes it even easier to discover your preferred style, but preferred never means exclusive. For example, the Everything DiSC Sales profile is based on a salesperson adapting her or his style to complement or match the style of the buyer.

2. Provide a sample profile to review

All DiSC profile sample reports are easily printed out and shared. Pick the one that matches the profile you will be using.

3. Provide links to the research

Most participants won’t take the time to actually read the research, but knowing that it exists will often give them greater confidence. This is a good thing to do with clients or employees who have taken a free version of DISC. (See Which DISC is DiSC?)

Here are a few:

4. Share your own profile

Let participants know your style and how that knowledge could help them in their interactions with you. Just a few examples are enough, such as “I’m a C so I value stability and accuracy. If I worked for you, you might need to help me make decisions more quickly.”

You could also share these overviews of styles, explaining that more detail about the styles and how to make use of that knowledge will be presented during your training session.


Read more:

How DiSC works

You’ve been asked to complete a DiSC profile, now what?

What does DiSC® measure?

1 Comment

  1. Hello friends,

    Nice post. Thanks for this information. I really appreciate your work, keep it up.

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