What is DISC Profiling?

DISC Profiling is a practical workplace behaviour profiling tool.

DISC is designed to evaluate and describe individual’s preferred behaviours in professional settings. Unlike other assessments, DISC does not measure intelligence, emotions, or skills — it focuses on behaviour. This focus on behaviour is valuable because it is through our behaviour that we connect and work with other people. See more on this below.

DISC profiling is used in various settings, including organisational development, team building, and personal development, to improve communication, understand behaviour, and enhance team dynamics. Each individual's profile is a mix of all four traits in varying degrees, creating a unique behavioural style.

Personality vs. Behaviour: What’s the Difference?

Personality refers to ‘individual differences in characteristic patterns of thinking, feeling, and behaving.’ These traits tend to remain stable over time, making personality profiles interesting and insightful but often challenging to apply directly in the workplace.

Behaviour is how we … behave. What we do. Behaviour is easier to us in the workplace. This is because altering behaviour is more feasible than deeply ingrained beliefs or thought patterns.

While behaviour is inherently linked to personality, it centres on our actions and the manner in which we conduct them. From how we butter toast to how we conduct ourselves in meetings, behaviour reflects our preferred ways of doing things without delving into underlying feelings or thoughts.

Why DISC Profiling Stands Out As a Workplace Tool

DISC Profiling is so useful because it focuses on behaviour. And behaviour is an extremely useful workplace focus for two reasons: it is observable and modifiable. In other words, we can see behaviour - others and our own - and we change behaviour.

Behaviour is Observable

Behaviour is how we interact with the world and other people. As such, we can observe and experience, behaviour.

The observable nature of behaviour offers a straightforward way to understand how people interact with their environment and with others. Despite the complexities beneath the surface, what truly impacts others at work is our behaviour. Focusing on observable behaviours allows us to work effectively without dissecting underlying motivations or triggers.

Behaviour is Modifiable

The second advantage of DISC is its emphasis on behaviour adjustments. Unlike the intricate realm of personality, behaviours can be adjusted, making behavioural change more attainable and practical in a workplace setting.

While some deeply ingrained behaviours may require more in-depth analysis or even personality profiling, many workplace behaviours can be altered more easily. These are often not deep-seated needs but rather habitual ways of acting that have developed over time. Recognising the value of changing these behaviours can lead to significant personal and team improvements.

For example, if you tend to talk a lot in meetings you could choose to talk a little less. Ot it may be the other way around - it may help you be more effective if you speak more in meetings. These are good examples of how DISC can guide to to being more effective art work.

The Application of DISC in the Workplace

Because behaviours are both observable and modifiable, DISC emerges as a highly practical tool for workplace settings. By concentrating on behaviour rather than personality, individuals and teams can significantly and quickly improve performance. DISC provides an accessible means to facilitate these changes, making it an valuable asset for workplace development and performance.