The DISC Method: How to Assess Behaviors to Be More Effective

The DISC method, developed by William Moulton Marston in 1928, is a powerful tool designed to analyze and classify human behavior. Based on Hippocrates' theory of the four temperaments and refined with modern contributions, this model categorizes individuals according to their levels of activity and emotionality. It helps enhance human interactions, organizational management, and personal development. Below, we explore the DISC model in detail, including its origins, main profiles, and practical applications.

In this article, we will delve into the following points:

Historical Origins of the DISC Method
The DISC Model: Axes and Self-Assessment
Empathy Toward Each DISC Color
Applications of the DISC Method
Professional Areas Where Each Profile Shines
The 20 DISC Profiles and Their Combinations
Practical Examples of the DISC Method

Historical Origins of the DISC Method

The DISC method has its roots in Hippocrates' theories of the four temperaments, one of the earliest classifications of human behavior, developed over two millennia ago. Hippocrates proposed that "humors," or bodily fluids, influenced physical health and temperament. While this theory lacks scientific basis today, it laid the foundation for understanding individual differences in behavior. The four humors were:

Yellow bile (Choleric): Associated with intense, proactive, and achievement-oriented individuals.
Blood (Sanguine): Linked to optimistic, sociable, and enthusiastic people.
Phlegm (Phlegmatic): Connected to calm, rational, and stable personalities.
Black bile (Melancholic): Reflective of analytical, introspective, and detail-oriented individuals.

Marston adapted these ideas to a modern context, leaving behind the medical theory and focusing on how people respond to their environment. This led to the development of the four DISC profiles: Dominant, Influential, Steady, and Compliant.

The Evolution of DISC: From Humors to Color Profiles

Initially, DISC profiles were labeled as Dominant, Influential, Submissive, and Compliant. Over time, these names evolved to better reflect the qualities and strengths of each profile:

Dominant (Red): Focused on results and decision-making.
Influential (Yellow): Sociable, charismatic, and motivational.
Steady (Green): Diplomatic, stable, and conciliatory.
Compliant (Blue): Precise, organized, and analytical.

The DISC Model: Axes and Self-Assessment

The DISC method uses two main axes to categorize individuals:

X-Axis: Extroverted vs. Introverted
- Extroverts: Recharge their energy by interacting with others, thrive in social environments, and tend to be expressive. Example: An extroverted person leading large meetings enthusiastically.
- Introverts: Recharge in solitude, prefer quiet and reflective environments. Importantly, introversion does not imply shyness, which is a lack of confidence when meeting new people. For instance, an introvert might avoid networking events but be the life of the party in familiar groups.
Y-Axis: Rational vs. Emotional
- Rational: Objective, analytical, and data-driven.
- Emotional: Humanistic, sensitive, and relationship-focused.

These axes generate the four DISC profiles and allow for self-assessment as well as the evaluation of the professionals around you. Reflect on your energy level, social preferences, and decision-making style to determine your predominant profile, , as well as that of the professionals around you.

Empathy Toward Each DISC Color

Empathy for Dominant Profiles (Red):
- Keys: Focus on results, be direct, and goal-oriented.
- Examples:
  1. Present concrete facts in discussions.
  2. Respect their time and get straight to the point.
  3. Acknowledge their leadership and achievements.
  4. Set clear and challenging goals.
  5. Avoid indecisiveness or beating around the bush.
Empathy for Influential Profiles (Yellow):
- Keys: Value their creativity and optimism.
- Examples:
  1. Praise their ideas and enthusiasm.
  2. Engage in lively conversations.
  3. Give them freedom to express and propose ideas.
  4. Recognize their ability to inspire others.
  5. Use a positive approach when providing corrections.
Empathy for Steady Profiles (Green):
- Keys: Show understanding, stability, and patience.
- Examples:
  1. Listen actively to their concerns.
  2. Offer support without pressuring change.
  3. Respect their need for a steady pace.
  4. Provide a safe and harmonious environment.
  5. Reaffirm their importance in the team.
Empathy for Compliant Profiles (Blue):
- Keys: Provide clear details and demonstrate logic.
- Examples:
  1. Explain processes precisely.
  2. Provide data and evidence to support decisions.
  3. Avoid improvisation or ambiguity.
  4. Acknowledge their effort to maintain high standards.
  5. Give them time to analyze and respond.

Applications of the DISC Method

Personnel Selection: Identify the ideal candidate profile for a specific position, ensuring compatibility with responsibilities and team dynamics.
Personal Development: Design growth plans based on the strengths and improvement areas of the DISC profile.
Team Dynamics: Enhance cohesion and efficiency by aligning roles with each profile's natural abilities.
Organizational Culture: Assess current culture and define strategies to achieve the desired one.
Negotiation and Sales: Adjust strategies according to the client's DISC profile to increase effectiveness.

Improvement in Leadership, Negotiation, and Conflict Management According to the DISC Profile

1. Leadership by Color

Dominant (Red): Assign challenging projects, provide autonomy, and allow quick decision-making. Recognize tangible results.
Influential (Yellow): Motivate them with public recognition, allow creative freedom, and create an inspiring environment.
Steady (Green): Promote collaboration and stability. Offer constant support and set realistic goals.
Compliant (Blue): Set clear expectations, provide concrete metrics, and avoid improvisation.

2. Negotiation by Color

Dominant: Present tangible benefits and allow them to take control of certain decisions.
Influential: Foster a shared vision and appeal to their enthusiasm.
Steady: Maintain a conciliatory tone and respect the time needed to reach a consensus.
Compliant: Provide clear data and solid evidence to support your proposal.

3. Conflict Management by Color

Dominant: Seek quick solutions and avoid unnecessary discussions. Be direct.
Influential: Use positive and open communication. Reinforce common ground.
Steady: Reaffirm the importance of harmony and find collaborative solutions.
Compliant: Analyze the causes in detail and propose well-structured solutions.

Professional Areas Where Each Profile Shines

1. Dominant (Red):

Focus Areas: Leadership, sales, project management, and roles requiring quick and effective decision-making.
Professional Roles:
- CEOs: Lead the vision and strategic direction of companies, making decisions that impact the entire organization.
- Sales Managers: Drive and motivate sales teams to achieve and exceed set commercial goals.
- Project Managers: Oversee projects from inception to completion, ensuring deadlines and objectives are met.
- Operations Directors: Supervise daily operations, optimizing processes, and improving efficiency.
- Strategy Consultants: Help organizations develop strategies to enhance performance and competitiveness in the market.

2. Influential (Yellow):

Focus Areas: Marketing, public relations, teaching, and any area demanding creativity and connection with others.
Professional Roles:
- Advertisers: Create campaigns that capture the public's imagination and promote products or services.
- Motivational Coaches: Inspire and motivate individuals or teams to reach their full potential.
- Public Relations Specialists: Manage the company’s public image, communicating with the media and other stakeholders.
- Event Managers: Organize events that reinforce the brand and improve relationships with clients and partners.
- Educators: Use interactive and engaging techniques to facilitate learning and development in educational settings.

3. Steady (Green):

Focus Areas: Human resources, social work, customer service, and roles prioritizing harmony and stability.
Professional Roles:
- Mediators: Facilitate conflict resolution, ensuring all parties are heard and reach a satisfactory agreement.
- Administrative Assistants: Provide support and management within offices, helping maintain organization and daily operations.
- Emotional Support Counselors: Offer guidance and emotional advice, helping individuals navigate personal and professional challenges.
- Human Resources Specialists: Manage relationships between employees and management, ensuring a fair and motivating work environment.
- Social Workers: Support and assist individuals and communities to improve their social and economic well-being.

4. Compliant (Blue):

Focus Areas: Finance, engineering, research, and any field requiring precision and analytical rigor.
Professional Roles:
- Auditors: Systematically evaluate organizations' operations and financial records to ensure accuracy and compliance with regulations.
- Data Analysts: Interpret large volumes of data to extract insights that influence strategic decisions.
- Quality Managers: Ensure that a company’s products or services meet established quality standards.
- Engineers: Apply scientific and mathematical principles to solve technical problems across industries.
- Compliance Specialists: Oversee and ensure that the company’s activities adhere to applicable laws and regulations.

Each person has a natural profile (composed of one or more colors, but with a predominant color). Depending on their experiences and/or company culture, their professional behavior may differ from their natural profile. People perform at their best when their professional profile aligns as closely as possible with their natural one. In fact, individuals whose professional profile is opposite to their natural one are more likely to experience burnout.

This does not mean that a person cannot have a natural profile composed of two opposing colors, as it is common to find individuals with yellow-blue or red-green profiles. People with non-contiguous color profiles are more challenging to assess using the two-axis model, making it necessary to conduct an evaluation test to confirm their profile. This evaluation test is also recommended to identify both the natural and professional profiles and to make a comparison between them.

In the section below, we explore the 20 profiles that result from combinations of 1, 2, or 3 colors. Although people usually have a predominant color, it is most common for their profile to be composed of one or more colors, resulting in 20 distinct profiles in a simple way.

The 20 DISC Profiles and Their Combinations

The interplay of DISC colors creates 20 unique profiles, each reflecting specific personality nuances. Below is a detailed description of these profiles:

Pure Dominant (Red): Proactive, ambitious, and skilled at tackling complex challenges and making quick decisions. Particularly effective in competitive environments where results are a priority.
- Strengths: Decisive and goal-oriented, excelling in leadership and decision-making under pressure.
- Areas for Improvement: May come across as overly authoritative or impatient, potentially alienating collaborators.
Dominant-Influential (Red-Yellow): A blend of ambition and charisma, these dynamic leaders motivate others with contagious energy. They are exceptional at negotiating and inspiring innovation and change.
- Strengths: Energetic and persuasive, ideal for leading dynamic teams and situations requiring influence and motivation.
- Areas for Improvement: Can seem superficial or scattered, focusing more on immediate impact than on details.
Dominant-Steady (Red-Green): Combining resolution and pragmatism with patience and a focus on people, these leaders balance objectives with creating a harmonious work environment.
- Strengths: Pragmatic leaders balancing determination with sensitivity, suitable for managing teams with a human-centered approach.
- Areas for Improvement: May struggle with internal conflicts between decisiveness and harmony, delaying action at times.
Dominant-Compliant (Red-Blue): Synonymous with efficiency and precision, these individuals excel in planning and executing projects that require meticulous attention to detail.
- Strengths: Result-focused with meticulous attention to detail, effective in roles requiring precision and strategic direction.
- Areas for Improvement: Their rigidity in following rules may limit the flexibility needed in fast-changing situations.
Pure Influential (Yellow): Extremely sociable and communicative, pure Influentials are the life of the party and shine in roles requiring constant interaction with people. Their optimism and ability to energize others make them ideal for sales, marketing, and public relations roles.
- Strengths: Extroverted and optimistic, excellent in roles requiring enthusiasm and public communication skills.
- Areas for Improvement: Their focus on socialization may sometimes detract from the need for depth and seriousness in work.
Influential-Dominant (Yellow-Red): These profiles combine creativity with a strong focus on objectives. They are bold leaders who not only devise innovative visions but also have the determination to bring these ideas to life. Particularly effective in environments where innovation is key to success.
- Strengths: Charismatic and goal-focused, combining creativity with determination to achieve ambitious goals.
- Areas for Improvement: Their intensity may be overwhelming, and they may take unnecessary or hasty risks.
Influential-Steady (Yellow-Green): Warm and approachable individuals who excel at building and maintaining relationships. Their ability to communicate effectively and focus on harmony makes them excellent mediators and facilitators in any group or team, especially in conflict situations.
- Strengths: Natural communicators with a focus on reconciliation and harmony, ideal for resolving conflicts.
- Areas for Improvement: They may avoid necessary confrontations out of fear of disrupting peace or displeasing others.
Influential-Compliant (Yellow-Blue): Creative yet structured, these individuals are capable of generating innovative ideas while adhering to detailed processes for implementation. They excel in roles requiring both out-of-the-box thinking and meticulous project management.
- Strengths: Creative and structured, excelling in environments valuing innovation aligned with rigorous follow-through.
- Areas for Improvement: They may struggle with balancing novelty and conformity, leading to inconsistencies.
Pure Steady (Green): Reliable and consistent, these individuals focus on maintaining harmony and supporting others. They are often the glue that holds teams together.
- Strengths: Patient, empathetic, and supportive, ideal for roles requiring stability and cooperation.
- Areas for Improvement: Their aversion to conflict may prevent them from addressing necessary changes.
Steady-Dominant (Green-Red): Combining emotional stability with a results-oriented mindset, these individuals are effective leaders who balance compassion with decisiveness.
- Strengths: Balanced leaders who consider both people and objectives.
- Areas for Improvement: They may struggle with balancing harmony and assertiveness.
Steady-Influential (Green-Yellow): Friendly and approachable, they are excellent team players who prioritize relationships while contributing to group efforts.
- Strengths: Collaborative and empathetic, excelling in building consensus.
- Areas for Improvement: May over-prioritize relationships at the expense of productivity.
Steady-Compliant (Green-Blue): Detail-oriented and cooperative, these individuals ensure that tasks are completed accurately while maintaining harmony.
- Strengths: Diligent and harmonious, excelling in roles requiring precision and collaboration.
- Areas for Improvement: May resist change or overanalyze decisions.
Pure Compliant (Blue): Analytical and systematic, they excel in roles requiring attention to detail and high standards.
- Strengths: Highly detail-oriented, ideal for technical or regulatory roles.
- Areas for Improvement: May focus too much on perfection, delaying progress.
Compliant-Dominant (Blue-Red): Combining analytical skills with a focus on results, they excel in strategic planning and execution.
- Strengths: Strategic and precise, excelling in complex problem-solving.
- Areas for Improvement: May become rigid or overly critical.
Compliant-Influential (Blue-Yellow): Organized and communicative, they balance creativity with precision.
- Strengths: Excellent in roles requiring both innovation and structure.
- Areas for Improvement: May struggle to reconcile creativity with strict guidelines.
Compliant-Steady (Blue-Green): Meticulous and patient, they thrive in environments requiring consistency and accuracy.
- Strengths: Reliable and precise, excelling in support roles.
- Areas for Improvement: May resist urgency or change.
Dominant-Steady-Influential (Red-Green-Yellow): Energetic and empathetic, these leaders balance results with relationship-building.
- Strengths: Motivational and people-focused, ideal for dynamic teams.
- Areas for Improvement: May struggle with prioritizing between tasks and relationships.
Compliant-Dominant-Influential (Blue-Red-Yellow): Analytical and charismatic, they excel in leadership roles requiring both technical expertise and people skills.
- Strengths: Strategic and communicative, ideal for complex team management.
- Areas for Improvement: May overanalyze or face decision fatigue.
Steady-Dominant-Compliant (Green-Red-Blue): Balancing stability with efficiency, they are reliable leaders who prioritize structure and relationships.
- Strengths: Organized and empathetic, excelling in stable leadership roles.
- Areas for Improvement: May struggle with adapting to rapidly changing situations.
Influential-Steady-Compliant (Yellow-Green-Blue): Creative and empathetic, they excel in roles requiring collaboration and attention to detail.
- Strengths: Cooperative and innovative, excelling in dynamic, team-oriented roles.
- Areas for Improvement: May overcommit or become overwhelmed by balancing creativity and structure.

Practical Examples of the DISC Method

Case: Conflict Resolution Between Steady and Dominant Profiles: A Steady person avoids direct confrontation, while a Dominant seeks quick solutions. Mediation involves recognizing the Steady's reflective approach and channeling it toward a practical outcome for the Dominant.
Case: Hiring for a Technical Role: A Compliant (Blue) profile is ideal for their attention to detail and precision.
Case: Inspiring a Team: Influential (Yellow) individuals excel as ambassadors of motivation and creativity during presentations.
Case: Creating Internal Processes: Compliant profiles design solid procedures, while Steady profiles ensure harmonious implementation.
Case: Strategic Decision-Making: Dominants lead decision-making, supported by the analysis of Compliant individuals.
Case: Multidisciplinary Team: A balanced team combines Dominant leaders, creative Influentials, conciliatory Steady individuals, and analytical Compliants.
Case: Complex Negotiation: A Dominant requires hard facts, while a Steady values a calm and respectful tone.
Case: Crisis Resolution: Influentials foster optimism, while Compliants ensure solutions are precise and sustainable.
Case: Mentorship: Dominants and Steady individuals offer a balance between challenges and emotional support.
Case: Innovation: Influentials provide ideas, Compliants verify feasibility, and Steady individuals ensure team acceptance.

Practical Cases in Project Improvement Management

1. Case: Supply Chain Optimization

Context: A company needs to improve its supply chain to reduce costs and delivery times.
Use of DISC:
- Dominants lead the project by setting clear goals and keeping the team focused on key outcomes.
- Compliants analyze supplier, inventory, and logistics data to identify bottlenecks and inefficiencies.
- Influentials communicate changes and ensure cooperation across departments and suppliers.
- Steady profiles support the implementation of new practices, managing change smoothly to avoid resistance.

2. Case: Internal Software Improvement

Context: The company decides to upgrade its internal management system to increase productivity.
Use of DISC:
- Compliants handle the technical details, ensuring all specifications meet quality and security standards.
- Dominants set deadlines and coordinate with developers and testers to keep the project on track.
- Influentials lead brainstorming sessions to incorporate new features that enhance user satisfaction and adoption.
- Steady individuals manage training and user support during the transition, ensuring everyone feels comfortable with the updates.

3. Case: Reducing Production Waste

Context: A manufacturer seeks to reduce material and energy waste in its production plant.
Use of DISC:
- Compliants conduct a detailed analysis of current processes to identify sources of waste and propose specific corrective measures.
- Dominants drive the implementation of improvements, ensuring quick and effective execution while measuring impact in terms of cost reduction and efficiency gains.
- Influentials lead awareness campaigns to engage employees in waste-reduction initiatives.
- Steady profiles facilitate working groups and discussions to ensure new practices are well-received and sustainable.

4. Case: Customer Service Improvement

Context: The company recognizes the need to improve its customer service to boost satisfaction and loyalty.
Use of DISC:
- Influentials lead the customer service reform, designing and promoting programs that enhance the customer experience.
- Compliants develop and oversee systems to collect and analyze customer feedback, ensuring accurate and actionable data.
- Dominants set clear objectives for the customer service team and monitor progress toward these goals.
- Steady individuals provide support and training to customer service employees, helping them adapt to new procedures and tools.

5. Case: Implementing Sustainable Practices

Context: The company seeks to adopt more sustainable practices to minimize its environmental impact.
Use of DISC:
- Dominants take the lead in defining and executing the sustainability strategy, ensuring environmental goals are met.
- Compliants research and apply green regulations and technologies to ensure adopted solutions are effective and compliant with laws.
- Influentials manage internal and external communication, fostering a culture of sustainability within the company and improving corporate image.
- Steady profiles manage organizational change related to adopting new practices, ensuring employees adapt well and the process is minimally disruptive

Conclusion

The DISC Method stands out as an extraordinarily powerful yet surprisingly simple tool for understanding and managing human diversity. With just two primary axes, this method enables quick and effective self-assessment and evaluation of others in work teams or interpersonal relationships. By identifying and understanding DISC profiles, we can significantly improve empathy and optimize communication. This not only facilitates negotiation and conflict management but also strengthens leadership and cohesion within groups. In summary, the DISC Method provides an invaluable key to unlocking deeper potential in our daily interactions, making it an essential resource for personal and professional growth in any organizational setting.