DiSC Profiles and Various Characteristics of Personality
DiSC Profiles have been used for over 40 years to help individuals improve job performance, increase their job satisfaction, and work more effectively with others.
These behavioral assessments help people identify how much of each of the four dimensions of behavior (Dominance, Influence, Steadiness and Conscientiousness) they tend to exhibit in a particular situation.
Inscape Publishing's research yielded a mathematical structure that consists of two major dimensions:
- Perception of personal power in the environment
- Perception of relative favorableness of that environment
Once we understand the two dimensions above, we can begin to think more clearly about the relationships that the different behavioral styles share.
In the DiSC model the "D" and "i" DiSC personality types both tend to perceive themselves as more powerful than the environment. In other words, they feel that they have control over their surroundings and may be more assertive and proactive. Whereas the "S" and "C" types both tend to perceive that they are less powerful than the environment and have little direct control over the environment. They tend to be more adaptive and reactive.
The "D" and "C" styles tend to see their environment as unfavorable, so they may be resistant, skeptical, or unwelcoming. The "i" and "S" styles, however, tend to see the environment as favorable, so they are generally accepting, welcoming, or friendly.
The four DiSC styles are related to each other and each style has something in common with the styles adjacent to it as shown below.
"D" shares a common dimension with "i" (Active) and with "C" (Questioning), but none with "S." So for example, someone who is thoughtful and accepting of things tends to be patient and empathetic, which are common characteristics of the "S" style. At the other end of the axis, someone who is active and questioning is typically perceived as being direct and results-focused, which would indicate the "D" or Dominant style.
The combining of personality types in this employee assessment is particularly helpful as it forms a model that we can picture in our mind's eye. This allows employees to understand the essence of the four styles quickly and intuitively. They may then identify similarities and differences between their own behavioral tendencies and the tendencies of others. Based on behavioral queues, they'll be able to read the DiSC styles of others. They will also have an understanding of what they must do in order to adapt when working with various personality types.
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