The DISC assessment is like many other quadrant-style personality profiles. You may have seen some that divide all personalities into four types or combinations of those types. Some tests show results as colors or animals. DISC takes that same concept but uses letters to stand for each personality type. Here's a quick look at the four main types and some adjectives that describe them: D: dominant, driving, determined, decisiveI: inspirational, impressive, influencing, impulsiveS: steady, stable, specializedC: cautious, competent, consistent, conscientious Rock's DISC test delivers 16 different results that take into account letter types and combinations of any two or one. We'll talk more about what each of these means in detail later in this chapter. Taking DISC The DISC assessment has four statements. Out of the four, you will choose which one you are least like and which one you are most like. At the completion of the assessment, you will be presented with a bar graph showing your personality type with a few details underneath. Check out the Catalog of Types section below for greater details on the results of DISC. Organizational Benefits The actual DISC instrument algorithm provides for millions of combinations and allows for the many nuances of human behavior. For the sake of Rock, we have simplified the reporting to allow for four levels within each of the four scales (DISC). Because there are only four types (and their combinations), DISC results are therefore easy to remember and simple to apply in the context of a team or structured messaging. While some assessments have a greater number of results and more complex typing patterns, the goal of Rock is to simplify. Instead of delivering long, complicated and highly individualized results, Rock's DISC assessment was created to support the application's focus on groups, group management, and customizable group experiences. Not only that, but the DISC profiling tool has major implications for screening potential staff, encouraging emotional intelligence, developing strong interpersonal relationships, predicting leadership behaviors and solving problems. Once you get started, you'll see how easy it is to understand individuals in a new light, remember their profile results and apply that knowledge for results. Catalog of Types DDetail DescriptionYou enjoy accomplishing the end goal and are willing to do whatever it takes to accomplish the task. You may hurt people in accomplishing the goal, but you feel the goal is more important. StrengthsAs naturally powerful, confident leaders, D's take the initiative to pursue goals at all costs. They are undaunted by obstacles or high-risk situations. Highly efficient and purposeful, D's dream big and set records. Other personality types generally admire D's for their dynamic courage, boldness and laser vision. ChallengesD's are high achievers who can be insensitive, impatient, impulsive and egotistical. Immature D's are short on self-control and self-discipline, leading to conflicts with authority. To mature, D's need to learn to balance their aggressive determination by developing listening skills and avoiding unnecessary arguments. Under PressureD's are forceful and overly direct. MotivationResults, challenge, action Team ContributionThey contribute to a team by creating opportunities and taking initiative. Leadership StyleD's are visionaries who are interested in the bottom line. They challenge perceptions and value efficiency, innovation and achievement. D's are leaders who have what it takes to move a team forward. Follower StyleWhile D's may not be naturally great team players, they excel at overcoming obstacles that would discourage other personality types. They are committed, independent workers who need variety and space to find answers and get the job done. D's often attempt to do too much at once and need to understand the priority of a job from the start. DIDetail DescriptionYou enjoy accomplishing the end goal and want to bring people with you to accomplish the task. You are able to persuade people to get on board, but when they are no longer needed, you can move on without them. StrengthsAs dynamic, inspirational motivators, DI's have a knack for influencing large crowds. People naturally follow DI's, who often focus on multiple large projects at once. Likeable and confident, DI's excel at taking a creative idea and applying it to a practical purpose. Other personality types generally admire DI's for their energy and accomplishments. ChallengesDI's are hard-working individualists. Immature DI's are short on patience and tact, leading to misunderstandings. To mature, DI's need to learn to slow down by spending time relaxing, listening to others and thinking through projects. Under PressureDI’s tend to be driven by the task and a desire for people to get along. However, at times they may sacrifice the relationships for the task. MotivationResults, recognition, control Team ContributionThey contribute to a team by establishing the vision and motivating people. Leadership StyleDI's are high-powered visionaries who are interested in progress and motivating groups of people. They inspire loyalty and change, and expect goals to be met. Quick decision-makers, DI's value clarity and brevity. DI's are leaders who have what it takes to change the course of a business or reinvigorate a brand. Follower StyleWhile DI's are not rule-followers, they excel at meeting goals. They are energetic, independent workers who need change, challenge and contact with other people. DI's set high standards and have excellent communication skills. DSDetail DescriptionYou enjoy accomplishing the end goal and want to accomplish it without alienating people in the process. You may struggle between accomplishing the task and keeping people on board, the tradeoff is often difficult for you. StrengthsAs determined, independent planners, DS's are typically driven to achieve. They are visionaries who love to help others reach their own goals. A mix of creative and analytical, DS's are uniquely poised to move both people and tasks forward. Other personality types generally admire DS's for their gritty determination. ChallengesDS's are objective directors who can appear to be distant and uncaring. Immature DS's are short on patience for details. To mature, DS's need to learn to let go of their frustrations by developing flexibility and putting relationships first. Under PressureDS's become inflexible and detached. MotivationResults, loyalty Team ContributionThey contribute to a team by overcoming obstacles and developing people. Leadership StyleDS's are solid leaders who are interested in developing people and overcoming obstacles. They value loyalty and set a steady pace, smoothing over difficult situations and mentoring future leaders. DS's have what it takes to make steady progress while helping each team member reach their potential. Follower StyleDS's excel at team building. They are focused, independent workers who need the freedom to choose their methods and timing of work. DCDetail DescriptionYou enjoy accomplishing the end goal as well as all of the steps needed to accomplish the goal. You have an excellent ability to see the end goal and know the specific steps needed to accomplish this which can make it difficult to work with you on a team. StrengthsDC's are determined, hard-working creators. Driven to be competent, DC's like to be in charge. Other personality types generally admire DC's for their ability to get a great deal of work done in a short time frame. ChallengesDC's are perfectionists who can appear to be uncaring, frazzled and pushy. Immature DC's are short on patience and consideration, leading them to neglect relationships. They can be great decision makers, but rarely consider input from others. To mature, DC's need to learn to acknowledge other people's needs by listening and slowing down. Under PressureDC's are defiant, confrontational and inflexible. MotivationResults, challenge, control Team ContributionThey contribute to a team by setting an energetic pace and seeking solutions. Leadership StyleDC's are excellent administrators who value clarity and brevity. They speak truth and keep others focused, see problems clearly and provide workable solutions. DC's are leaders who have what it takes to set the vision and move teams forward quickly. Follower StyleDC's are solution-focused, and they arrive at solutions quickly and accurately. They are independent, tenacious workers who need challenging deadlines and the space to work at their own rapid pace. DC's work is motivated by their own personal standards of excellence, creativity and strong resolve. IDetail DescriptionYou enjoy bringing energy and life to people that you are with. You may not be able to keep focused on the task, but you enjoy hanging with people. StrengthsAs inspiring and fun entertainers, I's typically have above-average communication skills. They are very socially active and have a wide circle of friends. High-energy and optimistic, I's easily motivate others to action. Other personality types generally admire I's for their natural friendliness and confidence, especially in new environments. ChallengesI's have a flair for the dramatic and can be more concerned with popularity than results. Immature I's are short on focus and patience, leading to impulsive decision-making. To mature, I's need to learn to slow down, accept advice from others and consider the consequences before acting or speaking. They can do this by developing critical listening skills and honing organizational habits. Under PressureI's attack then withdraw emotionally. MotivationRecognition, approval, acceptance Team ContributionThey contribute to a team by influencing people and solving problems. Leadership StyleI's are creative problem-solvers who are interested in bringing people together. They focus on the future, encourage team members and use positive humor to relieve interpersonal or organizational tension. I's are leaders who have what it takes to motivate others to succeed. Follower StyleWhile I's can be distractible, they excel at collaboration. They are quick workers who need variety in their schedules and appreciation for their efforts. I's work best in a team environment with lots of feedback. IDDetail DescriptionYou enjoy bringing energy and life to people that you are with and moving them in a direction to accomplish a task. You may not always accomplish the task, because you don’t want to hurt peoples’ feelings. StrengthsAs friendly, positive motivators, ID's generally gain respect and admiration quickly. They are inspirational figures that love large groups of people. Talkative and interested, ID's have a desire to understand people. Other personality types generally admire ID's for their confident, easy leadership. ChallengesID's are driven leaders who are always in the middle of something. Immature IDs tend to be fidgety and overconfident and exaggerating, with a tendency to jump into things without thinking them through. To mature, ID's need to focus on being more studious and still; making decisions carefully instead of following popular opinion. Under PressureID's become aggressive and pushy. They will become talkative to convince you their way is best. MotivationRecognition, approval, results Team ContributionThey contribute to a team by getting results and solving conflicts. Leadership StyleID's are inspiring managers who value motivation and action. They smoothly influence and direct their teams, converting others to their viewpoint and creating mutually beneficial environments. ID's are leaders who have what it takes to get results through people. Follower StyleWhile IDs tend to be impulsive, they excel at effective communication. They are friendly, determined workers who need exciting opportunities, freedom and recognition. ID's are often successful salespeople and make a good match when paired with analytical co-workers. ISDetail DescriptionYou enjoy bringing energy and life to people that you are with and keeping everyone content and on board in long term relationships. You would tend to focus more on people than the task at hand, which may frustrate task-oriented people. StrengthsAs warm, encouraging listeners, IS's typically have outstanding people skills. They are efficient and steadfast in their work. IS's like to please and serve people and are usually well liked. Other personality types generally admire IS's for their casual poise and genuine friendships. ChallengesIS's are patient, empathetic souls who can be too tolerant of non-producers. Immature IS's are short on objectivity, taking criticism very personally. To mature, IS's need to learn to stand up for themselves and develop boundaries. Under PressureIS's prefer withdrawing over resolution. MotivationAcceptance, relationships, recognition Team ContributionThey contribute to a team by providing motivation and inspiring loyalty. Leadership StyleIS's are considerate guides who prefer to be in leadership positions. They make decisions that account for others' feelings and don't force ideas on people. IS's are leaders who have what it takes to develop strong, supportive teams. Follower StyleWhile IS's are not typically organized, they are top-notch team players. They are thoughtful, diligent workers who need deadlines, guidelines and personal attention to do their best. IS's have strong problem-solving skills. ICDetail DescriptionYou enjoy bringing energy and life to people that you are with as well as following rules and procedures. Because you have competing behavioral needs of enjoying people and focusing on details; you may find yourself torn between meeting the needs of people and paying attention to the rules or processes necessary to accomplish a task well. StrengthsAs competent teachers, IC's typically like to follow the rules. They are skilled at making strangers comfortable and are often excellent judges of character. Observant and friendly, IC's communicate carefully and thoughtfully. Other personality types generally admire IC's for their easy, informal manner of relating to people and their ability to articulate complex issues clearly. ChallengesIC's can be a little too pushy and focused on winning. Immature IC's can be impatient and critical, insensitive and risk-averse leading to poor decision-making. To mature, IC's need to learn to develop patience and sensitivity toward others and keep an open mind toward change. Under PressureIC's become questioning and frustrated. MotivationAcceptance, completion Team ContributionThey contribute to a team by communicating clearly and resolving problems. Leadership StyleIC's are dominant leaders who value both influence and results. They prefer to lead, value people, follow established rules and look for mutually beneficial resolutions. IC's are leaders who have what it takes to recruit people and solve problems. Follower StyleWhile IC's can be flexible and precise, they excel at delivering quality. They are encouraging, conscientious, workers who need exact guidelines and social approval. IC's constantly push themselves to do better. SDetail DescriptionYou enjoy a stable and consistent pace with everyone in harmony. You may have difficulty with change because it usually involves some sense of the unknown. StrengthsAs low-key, sensitive team players, S's typically excel at listening, understanding and supporting their close friends. They are warm-hearted and predictable. Friendly yet quiet, S's often seek peace and predictable processes. Other personality types generally admire S's for their dependability and ability to infuse their environment with a sense of calmness. ChallengesS's are pleasers who often have a hard time saying no. Overly self-sacrificing and possessive, they can internalize their feelings of irritation and hold grudges for long periods of time. Immature S's will seek peace at any cost, leading to a difficulty in establishing priorities. To mature, S's need to learn to set appropriate boundaries by developing their ability to withstand minor conflicts and politely declining some opportunities. Under PressureS's are stubborn and quiet, reluctantly giving in. MotivationRelationships, appreciation, security Team ContributionThey contribute to a team by building relationships and providing security. Leadership StyleS's are team-focused leaders who are interested in nurturing individual talent and team coordination. They seek input, listen well and make decisions slowly. S's can be excellent leaders who have what it takes to reconcile interpersonal conflicts and build stable bonds. Follower StyleWhile S's are non-confrontational, they excel at providing dependable, loyal support. They are conscientious, compliant workers who need encouragement, a stable work environment and clear rules and guidelines. S's work well with many other personality styles. SDDetail DescriptionYou enjoy a stable and consistent pace with everyone in harmony while also wanting to accomplish a goal and/or task. You may struggle with valuing how to get the task done, while attempting to keep things consistent and everyone in harmony. StrengthsAs loyal friends, SD's generally enjoy secure relationships. They are motivated by major challenges that allow them to do great things. Steady and kind, SD's prefer stability and small groups of people. Other personality types generally admire SD's for their consistency and determination to succeed. ChallengesSD's are focused planners who are intimidated by large crowds and instability. Immature SD's can appear uncaring and distant when they are in the zone, leading to damaged relationships. To mature, SD's need to learn to value relationships without dominating them, even if that means deviating from the plan. Under PressureSD's become passive aggressive. MotivationStability, harmony and challenge Team ContributionThey contribute to a team by aiming high and solving problems. Leadership StyleSD's are quiet leaders who are interested in getting the job done with a small, competent, hard-working team. They are calm and steady. SD's are leaders who have what it takes to overcome obstacles and create successful plans. Follower StyleWhile SD's are not quick decision-makers, they excel at objective analysis. They are focused, independent workers who set personal goals and follow their inner drive to meet deadlines. SD's don't quit. SIDetail DescriptionYou enjoy a stable and consistent pace with everyone in harmony as well as having fun in the moment. You would tend to focus more on people than the task at hand, which may frustrate task-oriented people. StrengthsAs stable influencers, SI's easily convince others to follow them. They are kind, considerate and talkative. Tolerant and forgiving, SI's have many friends and seem to represent others well. Other personality types generally admire SI's for their casual confidence and genuine warmth. ChallengesSI's are empathetic listeners who can be highly sensitive, distractible, or careless, tolerating non-performers too long. Immature SI's have difficulty finishing their work and listening to instructions, leading to extra burden on team members. To mature, SI's need to learn to pay attention to the details, stick with a job until it is complete and deal with criticism constructively. Under PressureSI's prefer withdrawal over resolution. MotivationAcceptance, peace, appreciation Team ContributionThey contribute to a team by mentoring and influencing people. Leadership StyleSI's are nonchalant leaders who lead by quietly influencing others' opinions. They do not force their opinions on people, considering each point of view in order to arrive at peaceable solutions. SI's are leaders who have what it takes to share the vision and represent their team well. Follower StyleWhile SI's are not task-oriented, they excel at working with a team. They are sensitive, steady workers who need opportunities to share and shine. SI's can be very influential and concerned for team morale. SCDetail DescriptionYou enjoy a stable and consistent pace with everyone in harmony, while maintaining high standards and precise procedures. You may tend to hold high standards for yourself, your work as well as those around you, which may cause others not to meet your expectations. StrengthsAs loyal friends, SC's typically enjoy small groups of people and are particularly sensitive to the needs of others. They are private and independent peacemakers. Contemplative and systematic, SC's like to carefully weigh evidence and take their time drawing logical conclusions. Other personality types generally admire SC's for their dependability and patience. ChallengesSC's are careful thinkers who can be critical, shy, pessimistic and overly sensitive. Immature SC's are indecisive and stubborn. They have difficulty adapting to change. To mature, SC's need to learn to make decisions, take initiative and agree to try out new ideas with objectivity. Under PressureSC's become frustrated and argumentative. MotivationPeace, acceptance, accuracy Team ContributionThey contribute to a team by focusing on details and providing dependability. Leadership StyleSC's lead with common sense and compassion, always looking out for the underdog. They are thoughtful and supportive, successful and determined. SC's are leaders who have what it takes to strengthen the weaker members of the team and steadily raise the quality of work that their team is responsible for. Follower StyleWhile SC's are not outspoken, they excel at working with a team. They are loyal, considerate workers who need security, boundaries and justice. SC's are detail-oriented and plan their work carefully, asking questions and collecting data. CDetail DescriptionYou enjoy maintaining high standards and following procedures correctly. You may have difficulty accepting the lack of quality in projects or people around you. StrengthsAs competent, reserved thinkers, C's typically apply very high standards to themselves and others. They are thorough and systematic, often preferring to work behind the scenes. Analytical and logical, C's are able to construct a complete, organized picture out of many scattered details. Other personality types generally admire C's for their ability to create clear organizational patterns out of chaos. ChallengesC's are perfectionists who can be critical, overly sensitive and reluctant to try something new. Immature C's are short on grace and flexibility, becoming controlling and bound by procedures at the expense of relationships. To mature, C's need to learn to become adaptable and friendly by concentrating on other personalities' strengths rather than their short comings. Under PressureC's avoid conflict and become defensive. MotivationAccuracy, quality Team ContributionThey contribute to a team by focusing on details and setting high standards. Leadership StyleC's are natural administrators who value quality and logic. They focus on the details, define situations and analyze information, making decisions slowly and carefully. C's are leaders who have what it takes to analyze risks and implement strategic plans. Follower StyleWhile C's are not outgoing, they excel at one-on-one mentorship. They are industrious, conscientious workers who need clearly defined boundaries and a stable work environment. C's are motivated by explanations and projects that stimulate their thinking. CDDetail DescriptionYou enjoy maintaining high standards and following procedures correctly while also accomplishing the task. You may be seen by others as being only concerned with accomplishing a goal to the exclusion of the people in the process. StrengthsAs systematic problem-solvers, CD's are typically competitive with themselves, evaluating details and setting standards. They value accuracy and precision and are willing to stand up for what they believe is right. Sociable and creative, CD's can effectively initiate change. Other personality types generally admire CD's for their originality and confidence. ChallengesCD's are bound by procedures and methods, and can be perfectionistic, wary and risk averse. Immature CD's are short on patience and flexibility, leading to problems delegating. To mature, CD's need to learn to be sensitive to others' needs and to create positive environments by developing their listening skills and valuing people and data equally. Under PressureCD's become aggressive and stubborn. MotivationRespect, control, results Team ContributionThey contribute to a team by providing focus and initiating activity. Leadership StyleCD's are purposeful and value clarity, brevity and accuracy. They are good administrators, making decisions carefully, keeping others focused and solving problems. CD's are leaders who have what it takes to keep projects moving and stay in tune with their team's morale. Follower StyleWhile CD's are not delegators, they excel at setting high standards for the whole team. They are meticulous, quick-thinking workers who need challenging assignments and deadlines. CD's try to do their best, studying people and problems to craft the best solutions. CIDetail DescriptionYou enjoy maintaining high standards and following procedures correctly while also valuing having fun with people in the process. You may be frustrated because it is difficult to maintain excellence while having fun with people. StrengthsAs communicators, CI's generally make excellent teachers. They provide positive feedback, encouraging people to master new skills and developing trust quickly. Insightful, CI's are great judges of character. Other personality types generally admire CI's for their easy demeanor and competence. ChallengesCI's can be quiet, insecure and exacting. Immature CI's are highly sensitive and worry too much about what others think of them, leading to difficulty making decisions. To mature, CI's need to learn to be more self-motivated and assertive. Under PressureCI's become competitive, impatient and critical. MotivationAcceptance, completion, peace Team ContributionThey contribute to a team by influencing people and stabilizing situations. Leadership StyleCI's are balanced observers who value people and data. They are knowledgeable and analytical, influencing people with logic, and consistently meeting their goals. CI's are leaders who have what it takes to do great things through people. Follower StyleWhile CI's are not assertive, they excel at high-quality work. They are competent, conscientious specialists who consistently push themselves to do better. They need approval, goals and logical explanations from their supervisors. CI's enjoy large and small groups of people. CSDetail DescriptionYou enjoy maintaining high standards and following procedures correctly while keeping a stable and consistent pace. You may tend to hold high standards for yourself, your work as well as those around you; which may cause others not to meet your expectations. StrengthsAs systematic thinkers, CS's typically influence people through facts. They like to do one thing at a time and do it right the first time. Friendly and caring, CS's have a tendency to keep to themselves and do not usually seek attention. Other personality types generally admire CS's for their competence and stability. ChallengesCS's are sensitive perfectionists who can be risk-averse, shy, pessimistic and stubborn. Immature CS's are short on flexibility and decisiveness, leading to unresolved conflict. To mature, CS's need to get out of their comfort zones and work to recognize the strengths of other personality types. Under PressureCS's become critical and avoid conflict. MotivationApproval, security, quality Team ContributionThey contribute to a team by focusing on details and building relationships behind the scenes. Leadership StyleCS's can be powerful leaders who are interested in both details and people. Although they are not disciplinarians, they think logically and analyze intuitively. CS's are leaders who have what it takes to effectively leverage their organization's data and people. Follower StyleWhile CS's are not agents of change, they excel at carrying out tasks correctly. They are considerate, meticulous workers who need a predictable work environment and verbal approval. CS's can be counted on to complete their projects and do an excellent job. Working with Others DISC EncourageAffirm their outcomes or accomplishments.Affirm them for their personal involvement.Affirm their consistent and stable teamwork.Affirm their precision and doing everything right. ChallengeStart with the end in mind.Value them as a person.Keep the atmosphere safe.Have all of the details. RelateBe DirectBe EnthusiasticBe RelationalBe Analytical LeadAcknowledge what is needed.Affirm around others.Agree on working as a team.Allow them to work on details. PersuadeKey Question: What?Key Question: Who?Key Question: Why?Key Question: How? DisagreeAgree with their outcome – then ask why they feel their way is best. Next show an alternative way.Agree with their desire – then ask them what options they considered.Acknowledge needed change – affirm them that the change will not cause conflict. Give them time.Acknowledge the facts – point out how the change will produce a better result. Answer their questions.