Author: uku

AI is rapidly reshaping how we work, learn, and collaborate. Whether it’s automating tasks, providing real-time insights, or supporting decision-making, artificial intelligence is no longer a distant innovation—it’s here and part of our everyday professional lives.

But while the technology itself is neutral, how we engage with AI often depends on our personal styles and preferences. That’s where the DiSC® model offers powerful insight. By understanding your DiSC style, you can better navigate your relationship with AI—and help others do the same.

D-style: Direct and Results-Oriented

How they relate to AI:
D-styles tend to be early adopters, especially when they see that a tool enhances efficiency or helps them get ahead. They want clear ROI and rapid results from any tech.

AI Tips for D-types:

• Focus on tools that streamline decision-making or automate routine tasks

• Avoid diving in too fast—check for long-term risks or limitations

• Encourage collaboration by showing how AI benefits the whole team, not just the results

i-style: Enthusiastic and People-Focused

How they relate to AI:
i-styles often enjoy exploring new technologies but may get distracted or lose interest if the tool feels too impersonal or data-heavy.

AI Tips for i-types:

• Use AI tools that boost creative output (e.g., content generation, brainstorming aids)

• Pair AI with collaborative environments like chat tools or social platforms

• Watch out for over-enthusiasm—make sure there’s a strategy behind adoption

S-style: Steady and Supportive

How they relate to AI:
S-styles might be cautious adopters. They value stability and consistency, and new technologies can feel disruptive at first.

AI Tips for S-types:

• Introduce AI gradually with clear guidance and support

• Emphasize how AI can reduce stress by handling repetitive tasks

• Create safe spaces for learning and encourage questions without pressure

C-style: Analytical and Precise

How they relate to AI:
C-styles are generally skeptical but curious. They want to understand the logic and accuracy behind the technology before fully embracing it.

AI Tips for C-types:

• Provide in-depth documentation, research, and evidence-based results

• Focus on how AI can improve data analysis, reporting, and quality control

• Be mindful of perfectionism—sometimes “good enough” is good enough

DiSC and AI: It’s About Adaptation, Not Replacement

AI is a tool—nothing more, nothing less. But how we adopt, adapt, and leverage that tool is deeply human. DiSC offers a way to personalize the journey. Whether you’re leading a team through digital transformation or exploring tools for yourself, understanding style-based reactions can help remove friction and build momentum.

Here’s a simple rule of thumb:

D wants speed, i wants inspiration, S wants stability, and C wants accuracy.

When we honor those needs, we make room for everyone to grow—alongside the machines.

Final Thought

AI isn’t replacing human connection—it’s reshaping it. With DiSC as our guide, we can make that transformation intentional, inclusive, and a little more human.

When it comes to teamwork, relationships, or even friendships, we often ask: “Who gets along with whom?” The answer isn’t always simple—but DiSC® gives us a helpful framework to better understand the dynamics of compatibility.

At its core, the DiSC model measures two key dimensions of human behavior:

Fast-paced and outspoken (D and i) vs. Cautious and reflective (S and C)

Questioning and skeptical (D and C) vs. Accepting and warm (i and S)

These dimensions form the foundation of how we communicate, make decisions, and relate to others. And when these natural preferences clash, misunderstandings—or powerful synergies—can emerge.

Opposites Don’t Always Attract, But They Can Complement

Take, for instance, the classic “opposites” in DiSC:

• D and S styles

• i and C styles

These styles often see the world through very different lenses. The fast-acting D might feel the S is too slow to decide. The detail-focused C might think the i is too impulsive or emotionally driven.

However, when understood and appreciated, these differences can also create balance. A D-style leader may learn patience from an S-style partner, while a C-style thinker can benefit from the energy and optimism of an i-style collaborator.

Similar Styles Can Clash Too

Interestingly, even people with the same DiSC style can struggle. Two D-styles might clash over control. Two i-styles might compete for the spotlight. That’s because similar tendencies can amplify both strengths and blind spots.

One powerful tool to reflect on this is the Everything DiSC Comparison Report, which often highlights potential friction areas. For example, two skeptical individuals may challenge each other’s ideas without fully listening—leading to tension, even if their intentions are aligned.

Work vs. Free-Time Compatibility

The chart below, drawn from DiSC insights, reveals how people may relate differently in work settings versus free-time situations.

In professional settings, certain pairs like D and C may get along better due to shared task-orientation, even if they struggle in relaxed, social situations. In contrast, i and S types often enjoy natural harmony in their work lives, thanks to their shared warmth and people focus.

This reminds us that context matters—compatibility isn’t fixed; it’s situational and relational.

So, What Makes Relationships Work?

There’s no “perfect match” in DiSC. Strong relationships are not built on shared letters but on shared effort—understanding, communication, and flexibility. The most compatible partners, teammates, or friends are those who:

• Speak openly about their needs and preferences

• Are curious about how others experience the world

• Adapt their behavior to support mutual understanding

As the DiSC model suggests, simple differences can make big differences. But with awareness, those differences don’t have to divide us—they can bring us closer together.

Ready to Explore Your Compatibility?

Whether you’re leading a team, navigating a relationship, or just want to understand yourself and others better, DiSC offers practical, actionable insights.

Want to try a comparison with a colleague or partner? Let us know—we can guide you through it.

Want to learn even more? Join our next DiSC® Certification course.

The Everything DiSC behavioral profile is a widely used tool for understanding individual behaviors and preferences in various contexts, from personal development to workplace dynamics.

However, misconceptions and misapplications of DiSC are prevalent.

Below, we summarize the ten most common mistakes organizations and individuals make when using DiSC and how to address them.

1. Believing DiSC Is a Complete Personality Profile

While DiSC is often marketed as a personality assessment, it is, in fact, a behavioral tool. It measures tendencies in behavior but doesn’t encompass broader aspects of personality like values, beliefs, or emotional intelligence.

DiSC should be complemented with other assessments to fully understand an individual.

2. Assuming All DiSC Tools Are the Same

Different DISC providers vary in methodology, terminology, and accuracy. Not all tools are created equal. Reliable DISC assessments are backed by extensive research and include additional frameworks for understanding human performance, such as motivation and emotional intelligence.

When working with us, you can be sure that we represent the original and globally leading Everything DiSC (a Wiley brand) solutions, so you can rely on the validity and reliability of the tools.

3. Using DiSC to Predict Job Success

DiSC doesn’t determine whether someone will succeed in a specific role. It highlights behavioral tendencies, but job performance is influenced by many other factors, including skills, experience, and values.

Proper benchmarking and objective measures are needed to align individuals with job requirements.

4. Overgeneralizing Based on Behavioral Style

It’s a mistake to assume that individuals with similar DiSC profiles will perform identically.

For example, while “high i” styles may excel in people-focused roles, success also depends on factors like emotional intelligence and situational adaptability.

5. Questioning the Accuracy of Assessments

Not all DISC assessments are created equal. High-quality tools, like our Everything DiSC, are rigorously validated through research, providing reliable and actionable insights. Choosing a credible provider ensures the tool’s accuracy and value.

6. Believing Results Can Be Manipulated

While individuals might attempt to game the system, Everything DiSC assessments, along with its adaptive testing system, are designed to detect inconsistencies.

Validated tools minimize manipulation, ensuring the results reflect genuine behavioral tendencies.

7. Assuming Assessments Are Time-Consuming

Contrary to popular belief, DiSC assessments can be completed in as little as 10-15 minutes. Despite their brevity, they provide deep and personalized insights, proving that effective tools don’t need to be lengthy.

8. Fearing Assessments Are Discriminatory

DiSC assessments focus solely on behaviors and thought patterns, excluding demographic factors like race or gender. This makes them an equitable tool for development and decision-making in diverse workplaces. Everything DiSC is the leading behavioral assessment tool in very different cultures, like the USA, Scandinavia, and Japan.

9. Assuming Results Are Static

While core behavioral traits remain relatively stable, major life events—such as career changes or personal milestones—can influence DiSC results. It’s essential to periodically revisit assessments to reflect any significant changes.

10. Perceiving Assessments as Too Expensive

Investing in DiSC assessments is cost-effective when compared to the expenses of ineffective team development or low engagement.

The insights gained often lead to improved team dynamics and higher overall productivity.

Final Thoughts

DiSC is a powerful tool when used correctly. Avoiding these common pitfalls ensures you leverage DiSC to its fullest potential, enhancing communication, team dynamics, and organizational success.

By understanding its purpose and limitations, DiSC can become an invaluable part of your development strategy.

Choosing the right tool for personal and organizational development is critical to building effective teams, enhancing communication, and driving meaningful change. Everything DiSC® stands out as a highly versatile, scientifically-backed, and widely trusted solution. Here are 10 compelling reasons why Everything DiSC might just be the perfect fit for your needs:

1. Accurate, Insight-Rich Reports Tailored to Your Challenges

Everything DiSC provides detailed, actionable reports designed to address real organizational challenges. These reports help organizations tackle diverse needs, including:

• Driving cultural and behavioral change
• Building high-performing teams
• Enhancing relationships and communication
• Developing management and leadership skills
• Increasing employee engagement
• Improving recruitment and onboarding processes
• Supporting conflict resolution and turning it into productive discussions
• Coaching and mentoring individuals effectively
• Elevating customer service and sales performance
• Facilitating successful appraisals and development plans
• Strengthening Emotional Intelligence (EQ)

Whether you’re developing emerging leaders or improving customer service, Everything DiSC adapts to meet your goals.

2. Scientifically Validated and Reliable

Everything DiSC is built on a foundation of rigorous research, making it a robust and scientifically proven tool. Using adaptive testing (AT), global norming, and real-world testing, Everything DiSC ensures accuracy and reliability, giving you the confidence to trust its results.

3. Trusted by Organizations Worldwide

Everything DiSC is being used by countless organizations across the globe. Its proven track record in diverse industries and markets demonstrates its ability to deliver measurable value and positive outcomes. It has a 97% satisfaction rating and 52 NPS score.

4. Simple Yet Insightful

Everything DiSC profiles are crafted to deliver deep insights into an individual’s preferences and tendencies using clear and straightforward language. While the model is easy to understand, it’s far from simplistic—it provides meaningful, memorable insights that inspire awareness and growth.

5. Practical and Actionable

Every DiSC profile includes actionable strategies that participants can immediately apply to improve their interactions and performance. These strategies empower individuals and teams to achieve tangible results in the workplace.

6. Beyond the Training Room

With the Everything DiSC Catalyst™ platform, learning doesn’t stop at the workshop or at getting the report. Catalyst helps participants incorporate DiSC principles into their daily interactions, improving collaboration and connection with colleagues on an ongoing basis.

7. Comprehensive Facilitator Resources

Everything DiSC offers fully-scripted facilitation kits that include training content, videos, and interactive activities. These resources can be customized to meet the specific needs of your participants, making workshops engaging, effective, and relevant.

8. Ongoing Support for Long-Term Success

With follow-up resources and dedicated one-to-one support by Authorized DiSC Partner IPB Partners, you can ensure that the learning sticks and continues to drive value in the long term.

9. Cost-Effective and Flexible

Everything DiSC delivers exceptional value without the burden of ongoing licensing fees. Flexible training options make the tools accessible to organizations of all sizes, ensuring you can integrate them into your development initiatives without breaking your budget.

10. Life-Changing Impact

Many users report that Everything DiSC has had a profound impact on their lives—both professionally and personally. By fostering self-awareness, improving interpersonal relationships, and boosting team dynamics, DiSC helps individuals and organizations unlock their full potential.

Transform Your Organization with Everything DiSC

Everything DiSC isn’t just a tool—it’s a pathway to building a stronger, more cohesive, and more productive organization. From fostering collaboration to driving leadership excellence, DiSC provides the insights and strategies you need to achieve your goals.

Ready to take the first step? Read more about our Everything DiSC Certification program and join our certified network!

Organizations are constantly undergoing change. Whether an organization is implementing a new strategy and culture or responding to market trends like digitalization, change is a necessary and vital part of long-term organizational success.

Yet, all too often, people react to changes so differently. Have you ever wondered why? What are some of the change management strategies to handle these various reactions? One of the reasons that change efforts fail is when leaders fail to take the human side of transition into account.

In the landmark change management study of more than 100 companies over 10 years, Harvard Business School professor John Kotter, reported the incredible finding that approximately 70% of change initiatives fail. Whether it was a large scale or a smaller scale change, it often failed to achieve the necessary commitment. This is where DiSC® assessments can help.

Using DiSC psychometric model to understand these differences along with Prosci® change management tools will go a long way to facilitating change and managing people more effectively.

The DiSC model is constructed on two behavioral dimensions which form four basic profiles. Each profile, or behavioral prototype, describes preferred environments, communication styles and workplace relationships. The profiles also indicate the greatest fears, motivators, stressors and attitudes toward change.

Without thoughtful leadership to manage personalities within your team, changes can become much more difficult on people and will ask a lot from leaders.

One of the most frustrating things for leadership can be employee resistance to change. “Why can’t they just get on board and do what’s needed to get this initiative done?”. But that would be too easy…

Importance of understanding other personalities

During change, the emotional intelligence of yourself and others is critical for:

• Keeping employees engaged and productive
• Decreasing resistance, stress and conflict
• Maintaining the quality of services that customers need and expect

Using the DiSC Profile can be a very powerful tool to carefully assess people on key change competencies.  Not all people embrace change with the same level of enthusiasm. A percentage of the population will dread the prospect of change, while others cynically deny that change will actually ever happen.

By understanding what DiSC styles are more represented in the organization we can predict the potential success or failure of change initiatives and anticipate if they likely will either positively or negatively impact the change process. Ignore these issues, and the probability of delay and change failure increases.

When planning the change process, develop a richer, multidimensional picture of employees and how they view change.  Remember the adage, “We love change, as long as someone else does it!”  That simple picture speaks volumes.

DiSC helps to develop a deep understanding of each person’s motivators, their limitations and their challenges. Be realistic about what to expect from each individual dealing with the change process. Then, plan accordingly.

Change management for High D’s

High D’s make quick decisions, are on board with change easily and are happy to move forward towards a goal. They are daring and risk-takers. They can be innovators who love new ideas. On the surface, this is a wonderful asset, and momentum is needed to drive change, but they sometimes don’t wait for all the details of a plan before they act. High D’s tend to have a hard time tolerating the conversations necessary to construct the execution plan. This can negatively impact the team’s ability to reach its goals. It’s important to give them an immediate task they can accomplish right away that is part of the larger plan so they can act quickly and achieve a win early in the change process.

What does the D style need during times of change?

Progress: being able to get results quickly and efficiently

Control: having influence over decisions that affect them and their success

Justification: knowing how and why changes were made

Change management for High i’s

High I’s usually get excited about the initiative and want to talk about it. They show great enthusiasm and are early adopters of an initiative. I style openly share their ideas and are usually fun to work with. The challenge with high I’s is focusing them during the execution phase and not letting them get sidetracked chasing the next idea that excites them. Strategies for this group are games, themes and smaller goals that engage their desire for stimulation. They also make great advocates of the initiative. Use High I’s to inspire other members of the team who may need additional encouragement to get on board.

What does the i style need during times of change?

Excitement: being part of energizing new opportunities

Being heard: knowing that their opinions and feelings about the change(s) are heard

Relationships: maintaining a connection with important people in their world

Change management for High S’s

High S’s can be challenging on the surface because they don’t fundamentally like change. They like the status quo that is predictable and calm. “If it isn’t broke don’t fix it.” It’s important to involve them as early as possible in the change process to allow them time to get used to a new idea.  Although initially, they can be frustratingly slow adopters, this group can become your best advocates for an initiative once they have time to understand the logic behind a change and they feel engaged in the change management process and their role in it.

What does the S style need during times of change?

Reassurance: knowing that things are under control and will turn out okay

Harmony: freedom from tension, conflict, and ongoing stress

Direction: knowing where we are headed and what is expected of them

Change management for High C’s

High C’s have excellent analytical skills, are superb at knowing the details and are very systematic and careful in their work style. They will catch mistakes and keep the team honest when reporting stats and results.  The challenge with this style is that they need all the details upfront, and their questions and feedback can come across as resistant and negative.  It’s important to learn to embrace these qualities and use them to enhance the team by asking them to help in creating a detailed execution plan. This group may need to be encouraged to move toward the bigger goal, but C’s are an invaluable resource to a team’s success.

What does the C style need during times of change?

Competence: knowing that they can do their jobs well and maintain credibility

Understanding: knowing the implications of the change(s) and maintaining their expertise

Stability: having a sense of predictability and freedom from chaos

Are these generalities? Yes. And every person and organization is unique. But the more the leaders understand behavioral styles, the more they can work within each person’s zone of strength to position the team for success in managing change.

Multidimensional communication is always the key to change project success. Business leaders cannot effectively manage and clearly communicate changes without understanding the personalities of their people and the motivators behind them. DiSC along with ADKAR creates a powerful language for change management and gives leaders a framework for helping people embrace and adopt changes through effective communication and better self-control. Embracing change means putting people first.

WHAT’S YOUR DISC PROFILE?

Reach out to us at hello@ipbpartners.eu to get your personal DiSC profile today to learn about your own DiSC style.

Referred sources:

https://www.changepartners.ee/en/prosci/

https://www.assuredstrategy.com/change-management/

https://www.linkedin.com/pulse/disc-profile-3-ways-align-people-change-process-joanne-flynn/

To the average observer, one could conclude that the world of work is becoming less connected. Between hybrid and remote work environments and the rise of AI alone, it would be easy to assume that at the very least we are moving away from a state of connection. As fewer interactions are happening face-to-face and an increasing number of people have chatbots managing the logistics of their lives, it wouldn’t be outlandish to surmise that the emphasis we once put on feeling connection, even friendship, with the people we work with would be decreasing.

Wiley Workplace Intelligence was curious: In the rapidly changing, increasingly technological world of work, are people feeling connected to their coworkers? Do people strive for connection and what does it mean to them and their mental health? And, finally, what impact does their level of connectedness have on retention?

We surveyed 2008 people, from individual contributors to executive leadership, to understand more about connection in the digital age, and our findings provide interesting insight into the impacts of human connection at work.

People Feel Connected Despite Digital Divide

Our first major insight was that people do feel a sense of connection at work with 78% of respondents saying that they feel connected with their coworkers. This suggests that, despite the rise of technology, human connection remains a vital aspect of the workplace experience. While technology facilitates communication and collaboration, it cannot fully replace the interpersonal relationships and sense of camaraderie that develop through human interactions.

In addition to the significant percentage of respondents who say they feel connected with their coworkers, 69% of those surveyed said that not only do they feel connected, but they also enjoy making connections with their colleagues.

Despite relying on digital tools for communication and collaboration, people still value and prioritize personal connection. Not only is connection imperative to achieving organizational results through the transformative power of teamwork, but there are also social benefits such as sharing experiences, supporting one another, and celebrating achievements. The social element of connection fosters a sense of belonging and that transcends technological barriers, even for teams that are working hybrid or remotely.

Moreover, effective teams need to build a foundation of trust, empathy, and understanding, which are best cultivated through interpersonal interactions even if experienced via technology. While technology enables remote work and virtual collaboration, it’s the human element that ultimately strengthens bonds and enhances teamwork.

Friendships at Work Impact Retention

As we have established, connection is an important part of teamwork and productivity, but what about the impact of having friendships at work? Beyond the transactional pleasantries that go into a workday, building true friendships in the workplace can influence everything from well-being and mental health to retention.

59% of our survey respondents said that not having friends at work was a factor in deciding to stay at a company. The benefits of building friendships at work are numerous – increased support for one. When you have meaningful connections, you have a greater support network to cope with the inevitable stressors of our work lives.

Connection in the Workplace Improves Mental Health

It is also important to note the impact that friendships at work can have on one’s mental health. True friendships in the workplace contribute to improved mental health as they can act as support networks during challenging times, provide a sense of belonging, and alleviate stress through shared experiences and understanding. We have all worked on that one project that turned out to be way harder than we thought it would be – how nice is it to process the experience with a friend over lunch or a quick phone call?

Additionally, having friends at work can increase job satisfaction, as positive social interactions contribute to good organizational cultures and enhance overall workplace enjoyment.

Foster Connection in Your Organization

It can be difficult to know where to start improving connection at work, especially in hybrid or remote environments. In the “old” days, it was easy to order a few pizzas and gather everyone in a conference room for some ice-breakers, but how does that translate to the digital age?

While that kind of “forced socialization” can be a groan-inducing part of work life, depending on how it is executed, half of our respondents reported that they actually want to learn more about their coworkers by doing a team-building activity.

While the traditional pizza-in-the-conference-room scenario may look different now, there are still ways to nurture connection, and the foundation of real friendships, in the workplace by investing in team-building activities that build trust.

For example, team volunteering events or group lunches are a great way to connect during business hours, but that only works if you are in the same location. For remote teams who may need to invest more intentional time and effort to build rapport, facilitated learning experiences like Everything DiSC^® and The Five Behaviors^® provide meaningful opportunities for coworkers to learn more about themselves and others – building trust, commitment, and cohesion in the process.

Taking the time to nurture the bonds that are created through common experience will always be a good return on investment. Whether it is making time for team chats or personal stories during virtual meetings, offsite lunches, or facilitated learning experiences, fostering connection at work will pay dividends in improved mental health, retention, and, ultimately, the bottom line.

This blog content belongs to Everything DiSC, a Wiley brand.

Artificial intelligence (AI) is becoming increasingly inevitable. Whether it’s that omnipresent chatbot everyone talks about, automated note-taking in video calls, or utilizing the skills of an AI virtual assistant for administrative tasks, for many, AI is becoming a more, dare we say, natural part of daily life.

But what happens if you want to remember that one seemingly unimportant thing your coworker said (and the bot missed) that sparked an idea, or you need to have a sensitive conversation with a colleague about a recent project? In this increasingly technological world, are chatbots replacing the personal touch of soft skills in the workplace? And how do we feel about that?

With the increasing ubiquity of AI, Wiley Workplace Intelligence sought to understand if, and how, people are using AI to communicate in their daily lives. Since its inception, copious uses for AI assistance have emerged, and we were curious if individuals are leveraging these technological shortcuts to make communication a bit easier.

AI Not Replacing Humans When It Comes to Soft Skills

Wiley surveyed 2,014 people, and the results were nearly unanimous: the evolution of AI will never replace the art of communication.

80% of our survey respondents shared that soft skills are more important than ever with the evolution of AI. While AI can be downright helpful in some areas, those surveyed sent a message loud and clear that a bot cannot replace the intuitive nature of human connection.

A bot doesn’t know that your colleague has been caring for an ailing family member and may need some extra grace around the workplace, or that your boss is doing the job of three people, or that your direct report is learning a new skill in addition to their normal workload.

Taking time to get to know and truly understand the people you work with goes a long way in creating meaningful connections and productive workplaces. The individuality that we all bring to our jobs is what makes strong teams and good cultures.

Skill Building for the Future of Work

Looking to the future of work in an increasingly technological world, our survey respondents reported that communication and leadership are the top-ranked skills needed in the workplace, followed by adaptability, which speaks to the need to evolve in our ever-changing environment.

Communication and leadership stand out as skills that no bot can replace. Genuinely effective communication can make the difference between whether your organization thrives or struggles to survive in the new normal. Clarity of vision, problem-solving, helping your teams navigate conflict, adaptability, and creating positive cultures are all skills that need a human element to truly be successful.

Conflict Best Managed Face-to-Face

Our research found that even the trickier elements of our work lives, like conflict management, are not being replaced by AI. How easy would it be to have a chatbot draft a quick email about a sticky situation at work? Quite easy. And yet, 84% of people shared that they are navigating these challenging workplace scenarios face-to-face which prioritizes people and effects true change that can ultimately have a positive impact on workplace culture.

After all, humans are complex and reactions to difficult situations can be, well, human. And taking the time to connect, communicate, and work through conflict at a personal level can make all the difference.

All of this said, strategically leveraging AI to automate parts of your job (administrative tasks, for example) can be beneficial, efficient, and create space for the elements of work, and life, which thrive with genuine human connection.

Soft skills may come easier to some than others. Utilizing personality assessments and facilitated learning experiences can help you build these skills in your organization. With solutions like Everything DiSC^® and The Five Behaviors^®, you can get to know yourself and others, build skills that no bot can ever replace, and create organizations that harness the power of our modern times while keeping the humanity that makes us special. And I think we can all agree that humanity is something that we need a little more of.

This blog content belongs to Everything DiSC, a Wiley brand.

Keeping the principles of DiSC® active and relevant in an organization can be challenging, but it’s crucial for fostering a culture of communication and understanding. Here are some strategies to ensure that DiSC remains a vibrant and integral part of your workplace.

1. Regular Refreshers

Encourage teams to regularly revisit DiSC concepts. Short, frequent discussions about DiSC can help keep the principles fresh in everyone’s mind.

2. Integrating DiSC with Existing Processes

Incorporate DiSC into your existing business practices. For instance, during meetings or team-building activities, remind participants of their DiSC styles and how these can influence group dynamics.

3. Leadership Endorsement

Have your leaders set an example by consistently applying DiSC in their management approach and decision-making processes. Leadership’s commitment to DiSC can inspire the entire organization to follow suit.

4. New Employee Orientation

Introduce DiSC early by incorporating it into onboarding programs for new hires. This can help new employees understand the communication styles of their colleagues from the start.

5. DiSC® Profiles Display

Encourage employees to display their DiSC style somewhere visible, like on their desk, office door or any social platform. This acts as a constant reminder of the diverse communication styles within the team.

6. Apply DiSC in Conflict Resolution

Utilize DiSC to navigate and resolve conflicts by understanding the different motivations and fears of the conflicting parties.

7. DiSC Champions

Designate DiSC champions within your organization who are passionate about the framework and can promote its use in various departments. Consider sending at least one member of a team to the DiSC® Certification program to get further expertise and increase the value your organization gets from DiSC.

8. Tailored Communication

Use DiSC to tailor communication strategies within your team, ensuring messages resonate with the diverse styles of the group.

9. Performance Reviews

Incorporate DiSC into performance reviews to discuss how an employee’s style has influenced their performance, both positively and negatively.

10. Continuous Learning

Keep the learning alive by providing ongoing training and development opportunities related to DiSC. Check some tips on how to continue the journey with DiSC.

By implementing these strategies, you can maintain the relevance and effectiveness of DiSC® in your organization, fostering a more harmonious and productive workplace and getting a better return on investment from the DiSC profiles.

What DiSC behavioral characteristics best describe individuals who have an ability to sell? Who has the least confidence in their selling skills?

In exploring the connection between DiSC behavioral characteristics and selling ability, a small US study by the Keller Center for Research focused on professionals in the residential real estate sector. They sought to understand which DiSC traits align with strong selling skills and which indicate a lack of confidence in these abilities.

Identifying Sales Confidence through DiSC

Confidence in selling is often linked to certain behavioral traits. Individuals who are self-assured, persuasive, competitive, and decisive tend to believe in their selling abilities. They are adept at understanding and influencing others, and they handle sales pressure well.

Traits Indicative of Selling Skills

Our study identified ten key DiSC traits associated with sales confidence. The majority of these traits fall under the Dominance and Influence categories. They include being very sure of oneself, enjoying competition, being a risk-taker, self-confident, convincing, and assertive. These traits are valuable indicators for hiring practices in sales roles. The Top 10 DiSC behaviors most related to selling confidence are displayed in order:

Lack of Confidence in Selling

Conversely, we identified traits that have a negative correlation with sales confidence. These traits are primarily related to the Steadiness and Compliance dimensions. Traits like being moderate, modest, calm, cautious, and sensitive are less associated with selling confidence. Our findings also confirm that administrative staff typically exhibit higher levels of Steadiness and Compliance traits.

Who Excels in Sales?

This research shows that those with high levels of Dominance and Influence traits are more likely to be top sales performers. However, it’s important to note that individuals with high Steadiness and Compliance traits can also excel in sales, though they might not be the typical top performers. The combination of an individual’s dominant behavioral traits plays a crucial role in their sales performance.

Top Sales Performers

D: 64.9% of High D’s are top sales performers

i: 58.2% of High i’s are top sales performers

S: 41.7% of High S’s are top sales performers

C: 28.0% of High C’s are top sales performers

Conclusion

The study reveals that certain DiSC traits are strong predictors of selling confidence, which in turn translates into sales performance. Recognizing these traits can help in identifying potential top sales agents and tailoring hiring processes accordingly.

However, it’s important to take into account that no DiSC style guarantees higher selling ability as this depends on several other factors besides a behavioral style. Also, any style can be successful in selling if they

What is the ideal or best DiSC style?

No single DiSC style is considered ideal or superior. Each style brings its own set of strengths and areas for improvement. DiSC is a tool to understand the effort required for different behaviors, rather than a measure of skill. It’s important to recognize that we’re all a mix of styles and can adapt to others as needed.

Can DiSC be used as a hiring tool?

Everything DiSC has not been validated as a hiring tool. There is no direct correlation between DiSC styles and job success or satisfaction. DiSC focuses on personality traits rather than the skills and abilities required for a specific job. However, some jobs do have a disproportional number of people with similar styles. This is only a modest trend and may only indicate that more people choose or are hired for that profession. For example, you might see several iD styles in your sales department or C styles in IT and finance departments. That might mean more of those styles go into those roles or that recruiters have a bias toward that style for these roles.

Still, Everything DiSC is used by many organizations to build self-awareness and to help understand the style preferences and ideal work environments of new employees, aiding in their successful integration.

Can my DiSC profile change over time?

Your DiSC profile can evolve over time due to various factors like life experiences, education, and maturity. Changes in your DiSC assessment results might be more noticeable over longer periods. While major shifts in style are unlikely, smaller changes can occur, especially after significant life events or when frequently engaging in behaviors characteristic of different styles.

At IPB Partners, we recommend re-taking the DiSC assessment every two years to ensure it captures your current style.

Can I have one style at work and another at home?

It’s common for people to exhibit similar DiSC styles in both their personal and professional lives. While different situations might require different styles, this doesn’t mean one has completely different styles at work and at home. It’s about adapting to various situations, which might be more or less energy-intensive depending on how far it is from your natural style. So, whether at home or at work, you don’t really change the essence of who you are, but you may change how you respond to others in each different environment. You are likely to float between a few dominant styles based on each unique circumstance.

What’s the most common or rarest DiSC style?

There are no style “outliers” in the DiSC model refined by psychometricians at Wiley. Everything DiSC® assessments are normed so roughly a quarter of the population falls into each quadrant.

Other assessments based on the DISC model might show a predominance of one style because their assessments haven’t been normed for equal distribution or because their questionnaire items are value-laden, using terms for one style that are more socially desirable than others.

However, note that there is still quite a difference between the most common style (i with 10.4%) and the least common style (CD with 5.3%) according to this sample size of English-speaking respondents. There is no research done on what is the distribution globally.

How can I best use the knowledge from DiSC®?

Utilizing the insights gained from an Everything DiSC assessment can be incredibly beneficial in both personal and professional life. For example, understanding the concept of ‘stretching’ into other styles to be more effective with others. If your natural style is analytical and reserved (C style), but you’re in a situation that requires more outgoing and social behaviors (i style), this stretching can range from being slightly uncomfortable to quite challenging, depending on your style’s intensity (position on the DiSC circle). The further away your natural style is from the required style, the more effort it takes to adapt.

Remember, the key to leveraging DiSC effectively is not just in knowing the styles, but in actively applying this knowledge to adapt and improve interactions and strategies in various areas of life and work.

Should teams have a mix of all styles?

A team can be successful with or without a mix of DiSC styles. What’s more important than mix is awareness of the team’s strengths and challenges. A well-rounded team will work to overcome their challenges rather than focus only on their strengths.

Do the four DiSC colors mean anything?

The colors used in Everything DiSC profiles are purely for design and branding purposes. They don’t hold any specific meaning in relation to the DiSC styles themselves. It’s important not to associate DiSC styles with certain colors, as research indicates that the interpretation of colors can vary significantly across different cultures.

Why are there so many DISC tests?

The DISC model is not copyrighted, so this has led to the development of various assessments by different providers. Everything DiSC is the original and the first DiSC profile created in the world and sets itself apart as a premium brand with its commitment to ongoing research and the most advanced assessments and solutions.