Have you ever wondered why DISC communication preferences are so frequently used in the modern workplace industry? The reason is that the DISC assessment allows employers to measure whether and to what degree their employees match the demands of the job. As a result, they can predict how the employees can adapt to the company environment, follow the rules and deal with challenges. The DISC model types can help leaders and employees understand people and their types. The tool consists of four major communication preferences (Dominance, Influence, Steadiness, and Conscientiousness) and is used by millions of companies around the world.
You’ll learn what DISC styles are and why using assessments is so important in the workplace. While DISC is widely used, it focuses primarily on behavioral patterns. To gain a more holistic understanding of your potential, consider taking the HIGH5 strengths test. Unlike DISC, which categorizes you into one of four types, HIGH5 identifies your unique top five strengths – a more nuanced view of your talents. This combination of DISC’s behavioral insights and HIGH5’s strengths-based approach offers a comprehensive toolkit for personal and professional growth. We’ll also provide specific examples for each predominant style of DISC and show how to enhance these traits.
What are the 4 styles of the DISC profile?
The DISC profile is a behavioral model first created by psychologist William Moulton Marston in 1928. The author first introduced the classification of these four types in his book, Emotions Of Normal People [1]. “DISC” is an acronym for four basic communication preferences. 4 DISC styles are Dominance, Influence, Steadiness, and Conscientiousness. Based on these styles, the DISC instrument assesses the differentiation among styles and how a person uses these traits to work with others. The styles of DISC generally take the form of a circular or graph. Whether it’s the DISC circular or DISC graph, the main purpose of this tool is to identify how a person responds to certain situations, what their dominant communication preferences are, and how this can influence their performance either at work, in school, or other areas of life.
While DISC models focus on behavioral and communication patterns, they don’t delve into a person’s core talents or strengths. This is where the HIGH5 strengths test comes in. By identifying your top five strengths, HIGH5 goes beyond predicting behavior to reveal your innate talents and values. For example, if you’re a ‘D’ type in DISC, showing assertiveness and control, your HIGH5 results might reveal strengths like ‘Commander’ or ‘Deliverer,’ providing deeper insights into your leadership style. Employers who use both DISC and HIGH5 gain a comprehensive view: DISC shows how employees communicate and behave, while HIGH5 reveals their unique talents, ensuring they’re in positions where they can truly excel and be motivated. These are the four key communication preferences of DISC:
Dominance
The D-style values power, control, and assertiveness. Dominant people tend to be direct, fast-paced, and strong-willed.
Influence
The I-style is related to communication patterns during social interaction. Influential people tend to be sociable, accepting, and easy-going.
Steadiness
The S-style is recognized through persistence, willpower, and patience. Steady people tend to be gentle, patient, and accommodating.
Conscientiousness
This C-style thrives with structure, organization, and dedication. Conscientious people tend to be analytical, skeptical, and logical. Based on the answers people give in the DISC test, employers can find out their communication preferences and possible behaviors that are expected from this person in particular situations.
Pro Tip From HIGH5
Understanding your DISC type is just the start. Take the HIGH5 strengths test to see how your innate talents can supercharge your DISC traits. For instance, a ‘Steadiness’ type with a ‘Empathizer’ strength can become an even more effective team harmonizer. By aligning your DISC behaviors with your HIGH5 strengths, you’ll communicate more effectively and find work that truly resonates with your core talents.
What does the DISC profile tell you?
The DISC profile reveals insights into an individual’s behavioral patterns, communication style, and how they interact with others. For instance, someone with a high Dominance (D) score may thrive in decision-making roles, showing assertiveness and a focus on results. Understanding these traits helps employers place employees in roles that match their natural strengths and improve team dynamics. For example, a person with a high Influence (I) score might excel in sales or customer service roles where building relationships is key.
What is the DISC style test?
The DISC test is one of the most popular communication assessment instruments in the workplace all over the world. The DISC measurement scales are designed to quickly determine theirprofile and major communication preferences. The main purpose of DISC tests is to explain and predict individuals’ behavior in order to improve communication, productivity, and teamwork in the workplace environment [2]. Generally, these tests are conducted online. The test began as the entire process of filling out the instrument usually takes 5 to 10 minutes. Organizations use DISC profiles to train their employees without judgment, help them develop stronger sales skills, and solve problems productively.
4 main DISC styles and 8 subtypes
Style D: Dominance
Type D from DISC stands for Dominance. People with the dominant (D) type can be task-oriented, strong-willed, and outgoing. Generally, people with this type are independent individuals who aren’t afraid of taking risks. They are willing to accept new challenges and easily manage multiple tasks in stressful working situations. Therefore, a faster-paced work environment is extremely suitable for them. On the other hand, employees with the Dominance personality trait often struggle to keep an eye on details. They are rather impatient and find it hard to include other people in their decision-making process. D-styles prefer to work on their own instead of in teams.
DI: Dominance and influence
The DI style (Dominance & Influence) is one of the most common styles of DISC communication preferences. People with a DI-type tend to have an innovative approach. They usually use their creativity in the workplace to solve complex problems and find original solutions.
DI personalities are also called achievers or seekers.
Unlike the D type, the combination of dominance and influence creates a more adaptive style. Even though people with these communication preferences aren’t completely analytical, they are flexible, which makes them eager to try new experiences in a team. Employees with a DI profile also tend to prefer working in a faster-paced work environment where they can show off their creativity and imagination.
DC: Dominance and conscientiousness
The DC style (dominance and conscientiousness) is another variation of the D type. However, this time, it’s influenced by C (conscientiousness). People with this type tend to be perfectionists. They invest an enormous amount of effort in achieving m more than what people expec from them. They are eager to take leadership roles while working in a team and stand out from all the other employees. DC types find it challenging to work with highly repetitive tasks. They instead enjoy challenges and are in search of exploring all the possibilities available. A slower-paced work environment is less something suitable for them. Instead, they prefer to create their own schedule and get all the work done at their own pace.
Style I: Influence
Type I stands for Influence and they express their behavioral style during social interactions. People with the I type are known as sociable and energetic individuals whose actions are guided by assertiveness. I types are naturally outgoing, extroverted, and affectionate employees who enjoy working in teams. They can easily notice the positive, even in difficult situations, and express warm feelings in order to help other people perform better. Generally, I (influence) types find it hard to concentrate on consistent routines. Traditional environments make them lose enthusiasm, energy, and motivation. However, they can perform exceptionally well in changing working situations.
ID: Influence and dominance
The ID style (influence and dominance) has the prevalent influence style (I) but is impacted by dominance (D). They usually work hard in teams and try to help the company achieve success, but they aren’t motivated by genuine feelings. Instead, DI types have extrinsic motivation, which means that they try to get things done in order to receive some specific rewards. Whether it’s material rewards or appreciation from their co-workers, it makes ID types stay engaged. Employees with an ID style are passionate about working hard and achieving their goals.
IS: Influence and steadiness
The IS style is a combination of influence and steadiness. Here as well, Influence is the predominant style that leads people to success and dedication. IS types constantly try to step up to the career leader and get promotions as quickly as possible. They are work-oriented, enthusiastic employees who find harmony among their co-workers. Having friendly and supportive relationships with their co-workers is a priority for IS types. Even though they usually focus on maintaining harmony, they hate routine tasks and prefer to have the chance of growth and development.
Pro Tip From HIGH5
As an ‘I’ type, you’re great with people, but HIGH5 can help you influence more effectively. If your test reveals a ‘Coach’ strength, you can adapt your influencing style to be more mentorship-oriented, guiding colleagues to their own solutions. With a ‘Storyteller’ strength, craft your ideas into compelling narratives that resonate emotionally. HIGH5 helps you move beyond general ‘people skills’ to influence in ways that feel authentic and powerful to you.
Style S: Steadiness
Based on the Extended DISC validation study (2015), the S style (steadiness) is most popular worldwide of all DISC types. S types are oriented toward other individuals. They feel comfortable while working in a slower-paced work environment and struggle to deal with challenges and unexpected problems. As employees, they can look at things from different perspectives and evaluate the problem from various angles. Generally, people with the S style find it hard to concentrate in emotional and stressful environments.
SI: Steadiness and influence
The SI style consists of steadiness (S) with influence (I). Individuals with this DISC style tend to be supportive, empathetic, and understanding. They are oriented towards people and enjoy helping others, even when it might slow down their progress. Teamwork is something desirable for them, and engaging the team is one of the most desirable activities for SI types. People with steadiness and influence communication preferences are great listeners. They are motivated to help people solve their problems, but still, they can easily manage to achieve success on their own. SI types make great charismatic leaders as they are enthusiastic about taking care of others’ needs.
SC: Steadiness and conscientiousness
The SC type is a combination of prevalent steadiness (S), which is influenced by the conscientiousness (C) trait. These two DISC communication preferences create pragmatic, analytical individuals who can rationally consider all available alternatives before making final decisions. They are practical, logical, and task-oriented people who can work well independently and in groups. SC types are focused on finding solutions to complex problems. They enjoy following guidelines and having a certain routine throughout the working day.
Pro Tip From HIGH5
As an ‘S’ type, you value stability, but change is inevitable. Use HIGH5 to find strengths that help you adapt without stress. A ‘Philomath’ strength means you love learning, so frame changes as educational opportunities. ‘Optimist’ strength? You’ll see the potential in new situations. By aligning changes with your HIGH5 strengths, you maintain your steady core while gracefully evolving with your environment.
Style C: Conscientiousness
Type C stands for conscientiousness. People with C types are highly organized, detail-oriented individuals who try to thrive in whatever they do. They always do their best to achieve success. However, C types will strive to maintain rationality rather than let their emotions drive them. People with the Conscientiousness DISC style tend to be perfectionists. They are focused on available data and try to be as accurate as possible. They’re sincere, honest individuals and caneasily achieve their goals in a slower-paced work environment.
CD: Conscientiousness and dominance
The CD type consists of conscientiousness (C) and dominance (D). Employees with this behavioral style enjoy working at their own pace. They can’t always handle multiple tasks at the same time. CD types tend to be overly assertive and organized in the workplace. Due to their organizational skills, CD types make great managers. Conscientiousness and dominance communication preferences help people with this behavioral style be extremely rational and detach from their emotions while making decisions. However, they often struggle to have clear and understanding interactions with their co-workers and often feel disconnected from them.
CS: Conscientiousness and steadiness
The CS personality has a prevalent conscientiousness style (C) which is influenced by steadiness (S). Employees with these two communication preferences are described as responsible, reliable, and accountable individuals who prefer working in routine environments. They are rather dependent types who prefer working with other people, but in communication, they tend to be shy and appear introverted. CS types feel comfortable when managers give them tasks without asking any questions. They ideally work at their own pace, but only if someone gives them the right instructions. They easily manage to follow guidelines and consider the demands.
Pro Tip From HIGH5
Your DISC ‘C’ type makes you detail-oriented, but HIGH5 turns this trait into a superpower. Use your HIGH5 report as a personal operations manual. With a ‘Time Keeper’ strength, allocate tasks to maximize efficiency. ‘Focus Expert’? Schedule work in distraction-free blocks. HIGH5 doesn’t just list your strengths; it provides actionable data to calibrate your work style, turning your perfectionism into peak performance.
Examples for each of the 12 DISC types
Each of the 12 DISC types differs from each other with specific behavioral styles in certain situations. Although certain types have a tendency to behave in some ways, each individual is unique. Still, they have more or less the same tendencies. Let’s take a look at the examples of 12 DISC types.
D – results, action, challenge
- Goals: Get exact results, overperform, win, compete with others
- Fears: To be defeated or seem weak
- Leadership: Taking charge of the team, focusing on results
- Career: Lawyer, architect, operations manager
DI – action, results, enthusiasm
- Goals: Facing challenges, taking quick actions
- Fears: Losing power, being taken advantage of, failing
- Leadership: Searching for new possibilities, setting future goals
- Career: Art director, public speaker, news reporter
DC – challenge, results, accuracy
- Goals: Personal achievements, independence, accuracy, tasks
- Fears: Failure to achieve goals, getting inconsistent results
- Leadership: Having high standards, engaging the team members
- Career: Attorney, project manager, CEO, finance director
I – enthusiasm, action, collaboration
- Goals: Admiration, acceptance, approval, popularity
- Fears: Abandonment, blackmailing, rejection
- Leadership: Building engaged networks, expressing charisma
- Career: Graphic designer, filmmaker, creative director
ID – action, enthusiasm, results
- Goals: Progress, advancement, innovative solutions, taking steps forward
- Fears: Routine tasks, following fixed rules, lack of attention
- Leadership: Looking for opportunities, taking action
- Career: Travel agent, copywriter, content creator, CCO
IS – collaboration, enthusiasm, support
- Goals: Supporting colleagues, communicating, friendship
- Fears: Being left out, not being appreciated
- Leadership: Taking care of team members, expressing emotions
- Career: Public relations, minister, teacher, counselor
S – support, stability, collaboration
- Goals: Maintaining harmony, keeping balance, adaptation
- Fears: Unexpected changes, disappointing people
- Leadership: Diplomatic skills, open communication with the team
- Career: Therapist, nurse, international relations
SI- collaboration, support, enthusiasm
- Goals: Close relationships with people, affirmation, support
- Fears: Antagonistic attitude from others, ignorance, hostility
- Leadership: Affiliative leadership, praising team members
- Career: Human resources manager, primary teacher, psychologist
SC – stability, support, accuracy
- Goals: Close relationships with people, affirmation, support
- Fears: Antagonistic attitude from others, ignorance, hostility
- Leadership: Affiliative leadership, praising team members
- Career: Human resources manager, primary teacher, psychologist
C – accuracy, stability, challenge
- Goals: Facing challenges, stable outcomes, validity
- Fears: Making mistakes, having to show emotions
- Leadership: Clear communication, strong discipline
- Career: Investment analyst, data analyst, software developer
CD – challenge, accuracy, results
- Goals: Rational decisions, reasonable arguments, efficient outcomes
- Fears: Losing rationality, failure, lack of success
- Leadership: Focused on progress, having high standards
- Career: Manager, CFO, social work, psychiatry
CS – stability, accuracy, support
- Goals: Reliable relationships, steady results, security
- Fears: Uncertainty, emotional burden, ambiguous situations
- Leadership: Fair-minded leadership, modesty, fairness
- Career: IT director, accountant, bookkeeper, chemist
DISC styles FAQ
What is the most common DISC style?
The S (Steadiness) type is the most common DISC type in the world. In fact, 32% of the population appears to have the S DISC type. They champion stability, predictability, and friendliness [3].
Which DISC style works fastest?
The fastest working DISC profile tends to be DI (dominance and influence). Individuals with DI types are goal-oriented, practical, and quick employees who prefer to get the work done as quickly as possible. They are open to new experiences and tend to solve problems quickly and effectively.
What DISC style do employers want?
IS type tends to be the most highly demanded of the DISC types. IS type is a combination of influence and steadiness, which is something employers are always looking for. People with an IS type usually have an optimistic, easy-going attitude and easily adapt to the working environment.
What DISC style is best for leadership?
D-style types make excellent leaders and managers. The reason is that D types have the personality trait of dominance. They are focused on controlling the environment and getting things done exactly as they are supposed to be. However, every DISC type can make an outstanding leader if they work with their strengths.
What is the rarest DiSC profile?
The D (Dominance) type (marked by directness, assertiveness, and often leadership) appears the rarest, representing only 9% of the global population [3].
What is the most common DiSC profile?
The S (Steadiness) type is the most common, with 32% of the global population exhibiting these traits of patience, supportiveness, and stability [4].
How do I know my DISC type?
You can determine your DiSC type by taking an online DiSC assessment, which involves answering a series of questions about your behaviors and preferences.
What DiSC profile is best for management?
The D (Dominance) type is often considered best for management due to their assertiveness and focus on results.
References:
- William Marston, father of DISC. (n.d.-b). DISCinsights | the PeopleKeys Store. https://discinsights.com/pages/william-marston-disc.
- Applications of DISC – PeopleKeys. (n.d.). https://peoplekeys.com/disc-applications.
- Bowser, C. (2020, September 21). Ask extended disc: Answering commonly asked questions. Ask Extended DISC: Answering Commonly Asked Questions. https://blog.extendeddisc.org/ask-extended-disc-answering-commonly-asked-questions.
- Herrity, J. (2019, December 12). What are the 12 DISC Personality Types? (With Best Careers for Each). Indeed Career Guide. https://www.indeed.com/career-advice/career-development/disc-personality-types.
