In this article
- What is the DiSC model?
- The 4 DiSC styles
- The DiSC model in leadership development
- Why the DiSC model is not suitable for recruitment
The DiSC model is a tool for understanding how people think, feel, and act. It is widely used to strengthen relationships, improve communication, and increase understanding between people – which is essential for building effective teams and creating a healthy workplace culture
Mette Babitzkow Boje, Head of Test Tools at CfL, updated October 2024
The DiSC model was developed by William Moulton Marston in the 1940s and has since become a well-established tool in leadership development and organisational psychology. In this guide, we’ll explain what the DiSC model is, walk you through the four DiSC styles, and clarify when the model is useful—and when it should not be used.
The DiSC model is a behavioral model that divides human behavior into four primary dimensions: Dominance (D), Influence (I), Stability (S), and Competence Seeking (C). Each dimension represents a specific personality type that describes how people prefer to interact with others, how they respond to challenges, and how they thrive in work relationships.
By understanding these dimensions, leaders and employees can better adapt their communication and leadership styles, which creates better unity and collaboration in teams. The model is therefore often used for team development, communication training, and personal development.
People with a D style are results-oriented, energetic, and love to take on challenges. They are proactive and decisive, and they thrive in situations where they can take charge and create results quickly. However, their direct and often competitive nature can lead them to be perceived as blunt or pushy.
Typical characteristics: Ambitious, energetic, quick decision-maker, competitive.
Strengths and challenges: D-types are ideal for driving projects forward and achieving goals, but they may have difficulty listening to others' input or working closely in a team if they feel it slows down the process.
How to best collaborate with a D-type: When working with a D-type, it's important to be direct and specific in your communication. Acknowledge their need for control, but also make it clear when collaboration is necessary. Present solutions that allow them to take ownership, and be prepared to argue your points in a compelling way.
People with an i profile are outgoing, social, and optimistic. They love to build relationships and are often the ones who inspire and motivate those around them. They thrive on being the center of attention and like to take the initiative in social activities. However, their energy can sometimes cause them to lose focus on practical tasks.
Typical characteristics: Outgoing, inspiring, enthusiastic, spontaneous.
Strengths and challenges: i-types are excellent at creating cohesion and commitment, but they may need help structuring their tasks and meeting deadlines.
How to best collaborate with an i-type: When working with an i-type, create a positive and open atmosphere. Acknowledge their ideas and give them the opportunity to share their thoughts. Help them stay focused by establishing clear structures and deadlines so they can see how their work contributes to the overall goal.
S-types are known for their patience, reliability, and ability to collaborate. They prefer stable and harmonious work environments and are willing to make an effort to ensure that the team works well together. However, they may have difficulty making quick decisions or adapting in chaotic situations.
Typical characteristics: Cooperative, patient, calm, good at teamwork.
Strengths and challenges: S-types create security and stability, but can sometimes be reluctant to embrace change or handle challenges that require quick decisions.
How to best collaborate with an S-type: When working with an S-type, it is important to create a safe environment where they feel heard and valued. Give them time to adapt to changes, be patient during decision-making, and recognize their contributions by clearly outlining expectations and goals.
People with a C style are analytical, systematic, and detail-oriented. They value quality and accuracy and prefer to take the time to analyze information thoroughly before making a decision. They may have difficulty expressing their emotions, which can sometimes make them seem reserved or distant.
Typical characteristics: Analytical, structured, critical thinker, accurate.
Strengths and challenges: C-types ensure high quality and attention to detail, but they can become stuck in analysis paralysis and may need help seeing the bigger picture.
How to best collaborate with a C-type: When working with a C-type, be thorough and precise in your communication. Allow them time to analyze information, answer their questions, and help them focus on the most important elements so they don’t lose track.
In leadership development, the DiSC model is an excellent tool because it helps leaders understand both their own behavior and that of their employees. By knowing the DiSC styles, leaders can adapt their leadership style to suit each individual, thereby enhancing team well-being and overall effectiveness.
It is important to understand that no leader is a pure D, I, S, or C type. Most leaders exhibit elements from several profiles depending on the situation. The DiSC model should therefore be seen as a dynamic framework that helps leaders identify both their strengths and areas for development.
Examples of specific management scenarios:
CfL is an Everything DiSC® Authorized Partner. Read more about how to get started strengthening collaboration and communication among leaders and employees in your organisation.
The DiSC model is designed to develop and improve collaborative relationships, not to serve as a recruitment tool. Despite its value in understanding behavior and personal strengths, it is not intended to measure professional competencies or directly compare candidates in specific areas.
Imagine you are a sports director looking for the best cycling sprinter for the Tour de France. You would use specific metrics like acceleration and top speed for evaluation. DiSC, however, is a profiling tool aimed at providing insight into how people behave and what their personal strengths are – not a tool for assessing the specific abilities required for a particular role.
A DiSC profile can serve as a useful starting point for a dialogue between a manager and an employee, but it should not be used as a standardized assessment to determine who is best suited for a position. Instead, it is best used to enhance collaboration and development after hiring.
For recruitment purposes, there are other tools better suited than DiSC. Examples include:
These tools are designed to measure specific competencies, abilities, and behaviors relevant to a particular position, while DiSC is best suited for enhancing collaborative relationships and personal development.
An interview based on a DiSC profile can be likened to an extended dialogue. It contributes to a rich conversation but is not a systematic or standardized assessment of a candidate. Studies consistently show that such interviews have a large margin of error in selecting the right candidate, as they provide a descriptive discussion about preferences rather than a definitive evaluation of job suitability.
DiSC focuses on four areas of behavior. While this simplification can be helpful in many situations, it falls short in recruitment processes, where a more comprehensive evaluation of both professional and personal competencies is necessary. To gain a nuanced insight into a candidate, many more parameters must be assessed.
The DiSC model is a powerful tool for understanding human behavior and enhancing communication and teamwork. By grasping the four DiSC styles and their typical behaviors, leaders can create a more collaborative environment and help team members reach their full potential. However, remember that DiSC is designed for development rather than recruitment—use it to foster well-being and collaboration, and employ more specialized tools to identify the right candidate for the job.
DiSC provides leaders and employees with a common understanding that can improve collaboration and communication throughout the organization. By understanding the different profiles, you can:
Integrate DiSC into daily management: As a leader, tailor your communication and management style to match the individual profiles of your team, thereby increasing motivation and effectiveness.
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E: mba@cfl.dk
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