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Category: DiSC Assessments

Discovering the i Style: Unleashing Your Social Power of the Influence Personality Type

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In the world of personality assessments, the DiSC model has gained significant popularity for its ability to help people understand themselves and others. The DiSC assessment is easy to use and breaks down four primary personality styles: Dominance, influence, Steadiness, and Conscientiousness. Today, we’re going to dive into the i style, or Influence Personality Type – the energetic, social, and relationship-driven force that brings excitement to any environment.

What is the i Style?

Individuals who have taken the DiSC assessment and find themselves as having the Influence Personality Type, are natural communicators. They are often characterized by their enthusiasm, optimism, and passion for connecting with people. They thrive in social situations and are typically seen as the life of the party. Their contagious energy inspires and motivates those around them.

People with the influence personality type are driven by relationships, recognition, and freedom of expression. They value collaboration, persuasion, and emotional intelligence over strict rules and structure. Their outgoing nature makes them exceptional at building teams and getting people on board with new ideas.

Key Characteristics of the Influence Personality Type

  • Outgoing & Expressive: People with this style are usually talkative and open. They enjoy sharing their thoughts and feelings and find it easy to engage with new people.
  • Persuasive & Influential: As the name suggests, those with the i style excel in persuading and motivating others. They are natural salespeople who use their charm to win people over to their side.
  • People-Oriented: Relationships are central to the i style. They tend to focus on personal interactions, valuing teamwork and collaboration over working in isolation.
  • Energetic: They infuse energy and excitement into the workplace and social gatherings, creating lively and dynamic atmospheres.

Strengths of the Influence Personality Type

The i style brings many strengths to the table, especially in situations that require social interaction, team-building, and creativity. Some of the standout strengths include:

  • Inspiration & Motivation: These individuals are excellent at rallying others around a cause or project. Their energy inspires those around them to perform at their best.
  • Creative Problem Solving: Because they think outside the box and are comfortable with change, the i style is good at coming up with creative solutions to problems.
  • Building Relationships: With their natural charm and ability to connect, people with the i style are great at networking and fostering positive relationships within a team or organization.

Areas for Growth

While people with influence are brimming with strengths, there are a few areas where they may face challenges. Understanding these potential blind spots can help i style individuals grow both personally and professionally:

  • Overcommitting: Their enthusiasm for involvement can lead to taking on too many projects.
  • Disorganization: A focus on relationships might cause neglect of organization and attention to detail.
  • Avoidance of Conflict: The i style tends to avoid conflict in an effort to maintain harmony in relationships. This can lead to unresolved issues or a lack of honest feedback.
  • Need for Approval: Because they thrive on recognition and affirmation, individuals with the i style may struggle with criticism or fear rejection.

How to Interact with the Influence Personality Type

When you work with the i style, there are a few strategies that can enhance interactions:

  • Be Enthusiastic: Matching their energy keeps them engaged and motivated.
  • Focus on Relationships: Build trust and rapport is essential, as they value personal connections.
  • Offer Positive Feedback: Recognition is key for the i style, so acknowledge their contributions and offer praise where due.
  • Allow for Creativity: Give them space to brainstorm and come up with innovative ideas. They excel in environments that encourage free expression.

Maximizing the Potential of the i Style in the Workplace

In the workplace, the i style can be a huge asset in roles that involve communication, customer relations, and team leadership. They are excellent in positions where they can interact with others and use their influence to bring about positive outcomes. Encouraging people with this style to take on roles in sales, marketing, public relations, or team building can help them truly shine.

For managers, it is important to keep in mind that those with the i style will perform best in environments that are collaborative and open. Providing them with positive feedback and allowing for flexibility will not only make them feel appreciated but will also encourage them to excel.

Final Thoughts

Understanding the influence personality type through the DiSC assessment helps us see the value of optimism and energy in both personal and professional settings. By recognizing the strengths and challenges of the i style, we can better appreciate the power of connection and inspiration they bring to any team or organization.

Explore other posts in this 4-part series:

If you would like to learn more about your personality type, or the personality types of your team, consider Everything DiSC Workplace.

Discovering the D Style: Dive into the Dominant Personality Type

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In the DiSC personality types, each style is unique and highlights different ways of thinking, behaving, and interacting with others. Today, we’re focusing on the D style, known as the Dominant Personality Type or simply Dominance. Individuals with this style are known for being direct, driven, and results-oriented. They are the go-getters of the world, and understanding their traits can lead to better workplace dynamics and stronger professional relationships. Let’s dive in!

Common Traits of the D Style

People with a dominant personality tend to be:

  • Determined: They have a clear vision of what they want and are focused on achieving it.
  • Outspoken: Communication is straightforward; you’ll always know where they stand.
  • Fast-paced: They thrive on urgency and are dedicated to maintaining momentum.
  • Ambitious: Success is never out of reach; they relentlessly pursue their goals.

These qualities position D style individuals as natural leaders, especially in high-pressure environments.

Motivations: What Drives a D Style?

To truly understand a D style, a DiSC assessment can help you know what motivates them. They are fueled by:

  • Authority: They flourish in roles where they can exert control and make decisions.
  • Challenge: Obstacles represent opportunities for them to showcase their capabilities.
  • Success: Winning is paramount, whether in competitive scenarios or project outcomes.

Priorities of the D Style

Their focus often revolves around:

  • Taking action: They’re not the type to sit around and wait for things to happen. They make things happen.
  • Accepting challenges: The tougher the obstacle, the more determined they are to conquer it.
  • Achieving results: Achieving objectives is always top of mind, driving them toward accomplishment.

Stressors in the Workplace

Like anyone, those with a Dominant Personality Type face specific stressors:

  • Strict rules or protocols: Procedure and micromanagement can be a real frustration for them. They prefer autonomy in their work.
  • Lack of control: Situations where they cannot exert influence can lead to frustration and potential conflict.

Fears of the D Style

While they may come across as fearless, individuals with a dominant personality have their vulnerabilities:

  • Losing the upper hand: They may feel uncomfortable showing any weakness.
  • Being taken advantage of: Trust can be hard to come by, as they want to ensure they are not being manipulated or used.

How D Style Influences Others

D style individuals have a significant impact on those around them. They often use:

  • Assertiveness: They are not afraid to express their opinions or take control of situations.
  • Insistence: They expect things to be done their way and often push for their vision to be realized.
  • Competition: Everything can be a competition. They’re naturally inclined to measure success by comparison, often driving others to raise their game.

Handling Conflict as a Dominant Personality Type

When conflict arises, a D Style person doesn’t shy away. Instead:

  • They speak up about problems: They will voice their concerns and ensure their perspective is heard.
  • They look to even the score: Resolving a conflict often involves making sure everything feels “fair” in their eyes, which can sometimes mean pushing back aggressively.

Areas for Growth: What D Style Individuals Can Work On

While D Styles excel in many areas, there are aspects they can improve:

  • Patience: Not everything moves at their pace. Learning to slow down and be patient can benefit their relationships and work outcomes.
  • Empathy: They can sometimes come across as too focused on results and less attuned to the feelings of others. Cultivating empathy can improve their leadership style.
  • Not always needing to win: D style individuals often see situations in terms of winning or losing. Recognizing that not everything is a competition can reduce stress and improve collaboration.

How to Respond to a D Style Boss

If your boss has a dominant personality, here are a few key strategies to keep in mind:

  • Minimize questions: Efficiency is key; avoid unnecessary details.
  • Propose solutions: If a deadline isn’t specified, suggest one and confirm.
  • Be proactive: Show initiative to demonstrate your commitment.
  • Avoid excuses: Focus on delivering results rather than justifying delays.
  • Provide concise updates: Use brief reports to keep them informed.
  • Be direct: Communicate tasks and expectations clearly and succinctly.

Conclusion: Leveraging the Dominant Personality Type’s Strengths

Understanding the D Style, or Dominant Personality Type can help you navigate interactions with individuals who fall into this category. Whether you’re working for, alongside, or managing a dominant personality, recognizing their motivations, priorities, and potential growth areas can enhance collaboration and drive success. By adapting your communication and approach, you can foster a more productive and harmonious work environment.

By embracing the strengths of the D style while recognizing their challenges, both individuals and organizations can thrive in high-energy, results-driven environments.

Explore other posts in this 4-part series:

If you would like to learn more about your personality type, or the personality types of your team, consider Everything DiSC Workplace.

Is DiSC Certification Worth It?

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What is DiSC Certification?

DiSC Certification is a professional credentialing program that enables individuals to become experts in the DiSC assessment tool. DiSC is a renowned behavioral assessment that categorizes personalities into four primary styles: Dominance, influence, Steadiness, and Conscientiousness. By understanding these styles, certified individuals can coach teams and individuals to improve communication, reduce conflict, and enhance overall productivity. The certification ensures that you can effectively interpret DiSC profiles and deliver customized training sessions or coaching programs based on these insights.

Online Options to Complete Certification

With the growing demand for flexibility in professional development, most organizations are offering DiSC Certification online. These programs provide the same depth of knowledge and practical application as in-person courses but with the convenience of learning at your own pace and from the comfort of your home or office. Our program includes self-paced work along with live sessions so you can ask questions and interact with other learners.

Improve Teamwork, Communication, and Self-Awareness In-House DiSC Certification Employee Needs

One of the significant advantages of getting DiSC-Certified is the ability to apply these skills directly within your organization. Certified individuals can lead workshops, training sessions, and one-on-one interviews that help team members understand their own and others’ behavioral styles. This leads to better communication, stronger teamwork, and greater self-awareness, ultimately fostering a more cohesive and productive work environment. By embedding DiSC principles into your organizational culture, you can address conflicts proactively and enhance overall employee engagement.

Ability to Design and Deliver Your Own Sessions and Coaching Programs

DiSC Certification equips you with the knowledge and tools to create tailored training sessions and coaching programs. Whether you’re working with individuals, teams, or entire organizations, you can design interventions that address specific needs and challenges. This flexibility allows you to deliver high-impact training that resonates with your audience, leading to more effective learning outcomes.

Increased Marketability, Confidence, and Credibility

Earning DiSC Certification can significantly enhance your professional profile. As a certified DiSC practitioner, you bring a valuable skill set to the table, making you more marketable to employers and clients. The certification also boosts your confidence and resources for facilitating workshops, coaching sessions, and conflict resolution processes.

How Much Does DiSC Certification Cost?

The cost of DiSC Certification varies depending on the provider. The initial cost may seem substantial, however, the long-term benefits for your career and organizational development make it a worthwhile investment. For the most accurate pricing and registration dates, visit Corexcel’s Everything DiSC Certification page.

Corexcel offers DiSC Certification along with a variety of profiles and insights to enhance your organization’s performance. If you are committed to personal and professional growth, consider how DiSC Certification can contribute to your success.

About the Author

Eric has been a part of Corexcel for almost 20 years. During that time he has helped clients find the right tools for their training needs. He is a certified practitioner of Everything DiSC and PXT Select and oversees Corexcel’s educational and accreditation processes as Director, Education Technology.

Three Communication Insights to Transform The Great Gloom into The Great Bloom

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From The Great Resignation to Quiet Quitting, workplace trends have taken many twists and turns. The rapid changes in the world of work have led to significant upheavals for both employees and organizations, with individuals now experiencing a phenomenon known as The Great Gloom. This term refers to heightened disengagement, apathy, and a diminished sense of connection to both their work and their organization, surpassing even the disengagement levels seen during the pandemic. The way communication is handled within your organization directly affects employee engagement, morale, and productivity. Therefore, effective communication is crucial to addressing the systemic issues that contribute to The Great Gloom and potentially threaten your business.

Wiley Workplace Intelligence aimed to explore how organizations are currently communicating with their employees and the impact of this communication on the workforce. Is The Great Gloom and the resulting disconnect a widespread issue? How does effective communication contribute to building cohesive cultures and countering the disconnect driving this latest trend?

They surveyed 1,800 individuals to gauge their communication experiences at work. While most people expressed satisfaction with communication from their teams and managers, there was a clear dissatisfaction with cross-functional communication between different teams. Moreover, in-person employees reported lower satisfaction with inter-team communication compared to hybrid and remote workers, highlighting the need for improved communication equity in the evolving work environment.

Manager Communication Makes a (Big!) Impact!

Research highlights the crucial role manager communication plays in employee engagement and satisfaction. According to the findings, 77% of respondents believe that the extent of communication from their manager enhances their engagement levels. Frequent communication from managers positively influences various aspects of the workplace, including employee loyalty, collaboration, conflict resolution, and overall morale. Managers can use this insight to focus on communication as a means to improve these areas, benefiting both employee well-being and business performance.

The key takeaway from the research is the significant effect that effective communication—or the lack thereof—has on workplace engagement. Managers should prioritize one-on-one meetings to foster engagement and organizations should invest in enhancing cross-functional team communication. Doing so will help combat the issue of widespread apathy and disengagement often referred to as The Great Gloom.

Fortunately, there are tools available to assist organizations in improving communication and strengthening connections. Utilizing assessment tools and facilitated learning programs, such as Everything DiSC® and The Five Behaviors®, can equip teams with the skills needed to create a more cohesive and empathetic work culture, potentially transforming The Great Gloom into The Great Bloom.

About the Author

Marilyd Montalvo has been a part of the Corexcel team for over seven years. She has been a Certified DiSC Practitioner since 2017 and has worked with many organizations across the country using DiSC to build team morale, improve communication, and increase self-awareness and collaboration in the workplace. Marilyd is also a certified PXT Select Practitioner helping many organizations hire right the first time. Marilyd takes pride in providing quick, efficient, and thorough support to all of our clients. Marilyd works hard to ensure that Corexcel meets their mission of providing our customers with the tools to develop individually while excelling professionally.

Everything DiSC Catalyst & Associated Costs

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In the ever-evolving landscape of workplace dynamics, understanding individual differences and fostering effective communication and collaboration is crucial for organizational success. This is where tools like Everything DiSC® on Catalyst™ come into play. Designed to help businesses harness the power of personality assessments, Catalyst offers valuable insights into human behavior, communication styles, and team dynamics. In this post, we explore what Catalyst is, how it works, and, of course, the burning question – what does Everything DiSC Catalyst cost?

Understanding Everything DiSC Catalyst

Everything DiSC Catalyst is an assessment platform based on the principles of the DiSC model, which categorizes personality traits into four dimensions: Dominance, influence, Steadiness, and Conscientiousness. The assessment helps individuals and teams gain an understanding of their communication preferences and behavioral tendencies.

Key Features and BenefitsEverything DiSC Catalyst

1. Personalized Insights: Everything DiSC Catalyst provides a detailed report that offers insights into a person’s unique personality style, communication preferences, and potential blind spots. This self-awareness is a valuable starting point for personal and professional growth.

2. Team Compatibility: By assessing the DiSC styles of team members, Catalyst helps identify potential conflicts and collaboration opportunities. This enables teams to work more cohesively and effectively.

3. Leadership Development: The tool can be instrumental in leadership development programs by highlighting a leader’s strengths and areas for improvement. This aids in tailoring leadership approaches to better suit the team’s needs.

4. Enhanced Communication: Understanding one’s DiSC style and the styles of others can lead to improved communication and reduced misunderstandings within teams and organizations.

What Does Everything DiSC Catalyst Cost

Now, let’s address the important question of cost. Everything DiSC Catalyst, like many other workplace assessment tools, comes with a pricing structure based on the number of participants.

At the time of this writing, the base Everything DiSC Workplace package is priced at $81.00 per participant which is relatively inexpensive considering how much is included with the assessment on the Catalyst platform. The price varies based on the number of participants. For 135 or more the price drops to $66.25 per participant. Again, this is at the time of this post. Refer to Corexcel to see current Catalyst pricing.

Previously organizations had to purchase group reports. That expense can be eliminated as participants can view and compare their styles against colleagues for no additional cost.

Organizations that have participants who have people who have already completed Everything DiSC Workplace® or DiSC Classic can upgrade to Catalyst for free through December 31, 2024.
Catalyst also includes features for adding Everything DiSC Management and Everything DiSC® Agile EQ™ for a significantly reduced price. We’ll save that discussion for a future post.

Conclusion

Everything DiSC Catalyst is a powerful tool that can transform the way individuals, teams, and organizations approach communication and collaboration. By gaining a deeper understanding of personality styles and preferences, businesses can unlock the full potential of their workforce. To get started or for more extended pricing, such as adding a virtual DiSC training session, contact Corexcel.

 

“DiSC”, “Everything DiSC” and “Everything DiSC Workplace” are registered
trademarks of John Wiley & Sons, Inc.

“Everything DiSC Catalyst” and “Everything DiSC Agile EQ” are
trademarks of John Wiley & Sons, Inc.

Understanding and Implementing the DiSC Profile Assessment within Your Organization

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Organizations worldwide use DiSC® assessments to help shape and drive company culture and nurture dynamic environments and professional relationships. For more than three decades, these assessments have been a valuable tool for helping people and organizations understand individual personalities and how these personalities can interact and thrive together. And for many years, Corexcel has helped organizations utilize these assessments to maximize the benefits of their DiSC data.

Let’s dive deeper into the newest version of DiSC and the types of information it can generate.

What Is Everything DiSC?

The DiSC model assesses four main personality types and the descriptors associated with these types.

DiSC Style Description

There are also eight priorities that DiSC measures that help create a more detailed report for individuals taking the assessment:

DiSC Style Priorities

DiSC has been a core element of organizations, agencies, and workplaces for over 30 years because it is an effective tool for creating and understanding productive professional relationships.

DiSC Options

Corexcel has been offering and supporting DiSC behavior assessment profiles for 20+ years and can provide organizations with a paper-based booklet or an online assessment.

The paper-based booklet includes the entire 28-question assessment with the ability for the individual to self-score to see their results.

Alternatively, online profile access codes can be received via email when ordering the online version. Users can take the 28-question assessment entirely online, and the organization or individual will receive the results immediately in an easy-to-understand, narrative format.

Corexcel also offers multiple DiSC variations for the online version, including:

  • DiSC Classic
  • DiSC for Workplace
  • Everything DiSC Management
  • And more

DiSC Classic

For individuals and small organizations new to using DiSC, the Classic Profile provides an easy way to use and understand DiSC on an individual level. DiSC Classic includes the online assessment and results or paper-based assessment with instructions on calculating results. The online version automates the process with the online assessment, including sending, scoring, and generating narrative reports. In addition, the organization can choose if it wishes Corexcel to send the access codes directly to the participants or if an administrator will receive the codes and distribute them internally. Once a user receives their code, they can immediately begin the assessment.

DiSC for Workplace

Everything DiSC Workplace moves beyond DiSC Classic. While individuals can determine their own DiSC style, they’ll also get the opportunity to discover more about their coworkers’ styles. By expanding beyond a person’s individual style to learn more about their coworkers, organizations can begin developing more effective workplace relationships and more efficient methods of communication. Although Everything DiSC Workplace works well on its own, many organizations choose to use it as part of a more comprehensive training program.

EPIC System for Online Profiles

Corexcel also offers EPIC accounts to make access to online profiles more convenient and cost-effective. Organizations can manage administration accounts from any point with internet access and would have access to all of the online profiles through the EPIC system. To offer EPIC users greater flexibility and choice, Corexcel allows account owners to purchase EPIC account credits. Corexcel deposits the credits in the account after purchase, and organizations can choose which products to order using their credits for a truly customized assessment experience. Some of the profiles that organizations can use their EPIC credits on include:

There is a fee for setting up an EPIC account, but organizations can have the fee waived by purchasing 250 or more EPIC credits.

Who Benefits from an EPIC Account with Corexcel?

Organizations of all sizes and types can benefit from an EPIC Account with Corexcel. Because of the credit system, workplaces and agencies can choose which assessments and reports will help them the most. Organizations can also customize the reports with their own company logo and contact information. An EPIC Account offers organizations the tools to cultivate workplace culture for employees and center their brand for clients. In addition, EPIC account access is available around the clock, and Corexcel is available for support.

Corexcel Provides a Better Approach

Since 1984, Corexcel has offered organizations stellar service and fundamental tools to drive workplace efficiency and relationship building through comprehensive trainings and assessments. By offering DiSC products at every level and through the EPIC Account system, Corexcel can meet any organization where they are and take them where they plan to go.

Hiring Assessments Are a Trend That’s Here to Stay

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wooden people shaped figures in a row

The hiring process is arduous for employers and applicants alike. The applications and interviews are time-consuming…and draining. Applicants are thinking “pick me!” and employers often feel bad when they don’t.

To remove the uncertainty involved with selecting the right candidate (someone with the necessary skills who would fit in with the culture), many employers are turning to online hiring assessment tools to help with the process. These tools generally look at a candidate’s personality, work style, knowledge, and skills. The hiring assessment we offer, PXT Select™, offers online ease and incredible insight.

No matter which online hiring assessment you use or are asked to complete, take these steps for best results:

Applicants

Don’t try to outsmart the assessment. You won’t win. The assessments are programmed with “B.S. detectors.” PXT Select reports even state, “Some candidates may answer in a way that is socially desirable or to make themselves look better, rather than respond candidly and risk disapproval.” When you take a hiring assessment, answer honestly.

Free yourself from distractions. When you take an assessment, leave yourself about an hour to complete it. Some assessments are longer, some are shorter, but that’s the average.

Ensure a good internet connection. PXT Select allows users to pause the assessment and come back to it later, but some assessments don’t. Don’t risk having your responses marked incomplete or wrong.

Have a calculator handy. Some assessments include math and allow the use of calculators.

Don’t psych yourself out! If you don’t know an answer, just move on. Some impossible questions are built into hiring assessments. Tough math questions in particular are viewed on a scale. Where an engineer might be expected to have a high score, candidates applying to other positions might be fine with a much lower score.

 

Employers

Do not use a hiring assessment to rule out a candidate upfront! Do not use it as the sole decision-maker, either. That is not how it is intended to be used. Instead, use an assessment for about a third of your decision-making, later in the process.

Start by reviewing a candidate’s resume and assessing their experience. Then factor in their interview and references. Once you have narrowed down the talent pool to several candidates, you can use a hiring assessment.

The assessment provides insight that the individual can’t during an interview. The results report on his/her thinking style, behavioral traits, and interests. Yes, interests matter. (Say a candidate is applying for a customer service job, but their results show they’re not a people person. It might not be a good fit in the long run.) With several candidates’ reports in hand, you can move on to the next round of interviews.

Added bonus for employers: PXT Gives you interview questions to ask. The questions are based on each individual’s responses and allow you to learn even more.

Online hiring assessments ensure that the right candidate is brought on board for a position. So get on board! These hiring tools are here to stay.

Email us at learn@corexcel.com to learn more.

The Dos and Dont’s of Personality Assessments

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When used properly, personality assessments are a phenomenal tool for any workplace. The information they provide can help enhance employee communication, resolve team conflict, and make employees aware of their own behavioral inclinations. When used improperly, to make hiring decisions…that’s a “don’t.”

This is important, because these days the majority of Fortune 100 companies use some sort of a personality assessment as part of their hiring process. To encourage proper usage here is how to use personality tests and the dos and don’ts we recommend.

The Dos

We offer personality assessments because we have seen the incredible workplace transformations they’ve created. Here is how to use a personality test for the best results:

Use a research-validated assessment. All personality assessments are not created equal. Many out there are not backed by research. That’s one of the reasons we offer DiSC® assessments.

Give everyone the same assessment. This way, you compare apples to apples.

Educate the assessment givers and takers. It’s important that the people giving the assessment fully understand what the assessment measures. It’s also essential that they convey to the assessment takers, “This is not a test. There are no right or wrong answers.”

When using an assessment in the hiring process, follow up. If a candidate’s results show inconsistencies or potential characteristics that might not align with the role, use interview questions to learn more. Remember that you can learn a lot about someone from an interview.

Don’t

There is one crucial “don’t” when it comes to using personality assessments, particularly if you’re using them as part of the hiring process. Don’t. Pigeonhole. People. In other words, don’t rule out a candidate just because their results show them to be in a certain personality/behavioral category.

Please always keep in mind that assessments are not designed for this purpose. While you can learn a lot about someone’s innate style from their results, that should only be a small portion of what you’re considering.

At the same time, if you’re using assessments to learn more about the people already on staff, don’t excuse poor behavior just because of an individual’s style. If an employee keeps showing up late, for example, their style does not make that acceptable.

Taking an assessment? Don’t try to trick it or answer questions in a way you think would sound good. The assessment gets to the truth.

Do let us know if you’d like more information on how to use personality tests.

Email us at learn@corexcel.com to learn more.

Four DiSC Personality Types | What They Represent

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DiSC Personality Types Circular Graph
DiSC Circular Model

DiSC is a behavioral-based learning assessment that is offered in many forms. The DiSC Assessment helps people identify their DiSC personality type or style by completing a series of questions. Occasionally referred to as the DiSC Personality Profile, the assessment helps people:

  • Understand their behavior style(s), also often called personality types.
  • Discover how to adapt their behavior to improve communications.
  • Learn about other DiSC personality types to help them understand why people do the things they do and why they think the way they think.
  • Enhance their performance, and their team’s performance, through their newfound understanding and improved communications.
  • Reduce conflict in their personal and work relationships.

This model focuses on four distinct DiSC personality types. The four distinct personality types are represented in the DiSC circular model pictured here.

Several DiSC-based assessments exist in the market today and their terminology varies from one flavor to the next. Most of these assessments use similar terms to identify the four personality types. Basically, the general theme is the same. However, the assessments and the corresponding reports vary a lot. Some DiSC personality types even use colors or animals to represent the four different personalities. I’ve never been a fan of the colors or the animals but they do appeal to some. These assessments are not all created equally but we’ll discuss the differences in another post.

What does the “D” style represent?

Someone with a “D”, or Dominance style, will be focused on achieving results and taking action quickly. We all know this personality type. It may be ourselves, a co-worker, or maybe even our boss. The word dominance is a perfect descriptor because D’s are often perceived as being dominant in the workplace and in their personal relationships. They’re motivated by competition, winning, and success.

Individuals having “D” DiSC personality types are typically direct and to the point. This means they would prefer you to be direct and to the point when you are communicating with them. Imagine how effective a salesperson would be if they adapted their communications to appeal to others. Adjusting tone, or even the number of words, can make communications much more appealing to the person on the receiving end.

If you haven’t noticed already, the dominance personality type, as with all of the DiSC personality types, has its drawbacks. People identifying with the “D” style often come across as having little or no concern for others. Sometimes they can appear impatient and insensitive. Often these people do not realize how they’re perceived. One of the benefits of learning about your DiSC personality type is recognizing the negative aspects of your own behaviors. Understanding their style can help D’s to slow down and be more sensitive to the people around them.

What does the “i” personality type represent?

The small “i” indicates the Influence style. People demonstrating the “i” type often express their enthusiasm openly and they’re usually very friendly people. You might refer to them as a “people-person”. Influencers prefer to act on things quickly and they inspire collaboration in the workplace. People identified with the Influence style enjoy talking and working closely with others. It’s important to them to be recognized socially, especially in the workplace. They put a premium on public recognition.

Things you may notice about someone with the “i” personality type:

  • They often come across as charming.
  • They show enthusiasm in most of the things they do.
  • They’re often more optimistic than most.
  • They can be talkative.

As with the “D” personality type, influencers also have their drawbacks. They can appear to be impulsive and disorganized. If they don’t take deliberate measures to stay organized, they have a tough time following through on tasks and projects. Often people with the “i” style do very well in sales positions. However, it’s important to note that the DiSC Personality Assessment is a tool to help people gain understanding. It’s not a perfect prediction model for success in a particular job. The assessment can certainly help provide that type of insight. Although it’s much more effective to use an assessment specifically designed for selecting and hiring employees.

What does the “S” DiSC personality type indicate?

The “S” stands for Steadiness. You can probably guess the characteristics of the “S” style. These people enjoy providing support and maintaining stability. A stable workplace environment is very important to people with the “S” personality type. As an employee, they prefer receiving feedback from their supervisor regularly. They’re also consistently looking for ways they can help others.

Individuals with the “S” personality type tend to be more concerned by change than most. If you think about it, that makes perfect sense considering they prefer stable situations and environments. They tend to shy away from conflict and may be overly sensitive to feedback. Maintaining harmony and keeping the peace is important for people who exhibit “S” style characteristics.

As with all of the four DiSC personality types, characteristics viewed as strengths can lead to negative perceptions from others. For instance, people exhibiting the “S” personality type are often viewed as over accommodating. Their desire for stability can make them resistant to change. The S’s will often avoid change altogether. They subscribe to the “if it isn’t broken don’t fix it” approach.

The “C” Personality Type

The “C” in the DiSC acronym stands for Conscientiousness. People with the conscientiousness personality type tend to place priority on accuracy, maintaining stability, and challenging assumptions. They are motivated by opportunities to use their expertise whether it’s at work or at home. People identifying with the “C” personality type desire activities where they can use their expertise to produce quality results.

Being wrong, being criticized, and working with slipshod projects are all fears for people possessing the “C” style. They place a premium on doing things the right way regardless of how long it takes. People with the “C” style often refer to themselves as perfectionists. They’re good at tasks that involve detailed analysis and precision but try not to ask them to do something that needs to be completed right away.

People often notice that C’s operate in a quiet and reserved manner. They prefer to work alone rather than working in a group. Occasionally they can come across as skeptical and overly critical. Sarcasm is a trait that can help you identify someone with the “C” personality type. Colleagues who possess the “C” style can appear as:

  • Private
  • Methodical
  • Skeptical
  • Precise

Since they place a high level of importance on ensuring accuracy, C’s can tend to overanalyze. Recognizing this potential problem will help people with the “C” style avoid being bottlenecks within an organization.

Learn More About DiSC

DiSC is an assessment model that has been used by individuals and corporations for 40+ years. As people begin to understand their personality type they also begin to recognize other people’s DiSC personality types. This knowledge helps them grow professionally and personally. It improves their ability to communicate and makes them much better at working with others. Relationships improve and they become more effective in their careers. It’s an interesting and amazing transformation.

Discover your DiSC Personality Type

“DiSC” is a registered trademark of John Wiley & Sons, Inc.

After a Pause on Hiring, Reset and Restart

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When the pandemic began, it abruptly threw businesses into turmoil. Workers went remote. Hiring in many industries was put on hold. Management focused on how to stay afloat and move forward. Now that states are starting to reopen and move towards a sense of normalcy, businesses are lifting the pause button, resetting, and starting to hire again. If you’re one of them, here’s what we suggest:

hiring reset after covid

Consider hiring remote workers1. Instead of bringing people on board and planning for them to eventually come to the office, you can add permanent telecommuters to the team. Unsure? Try a candidate out as a freelancer. Start with an experienced remote worker, communicate your business’s values, and establish guidelines. Also, be sure to convey your corporate culture and to verify a candidate’s identity.

Use a hiring tool. In the best of times, it’s a challenge to make sure you bring the right people on board. Now, without meeting candidates in person, you want as much insight as possible at your disposal as you decide who to hire. We recommend PXT Select™, an online hiring assessment designed to help you select the best candidates for your organization. It not only assesses thinking style (e.g. verbal reasoning), but also behavioral traits (e.g., independence), and interests (e.g., technical). It measures verbal and math skills, too.

This is important because you don’t want to hire someone who, although good at the job, ultimately won’t stay because they don’t feel fulfilled or engaged. PXT Select takes a variety of factors into consideration and provides information that lets you know if a candidate is truly a good fit.

Candidates complete an assessment online that takes an hour or less to complete. The system generates reports that let you truly get to know a candidate. It even suggests personalized interview questions for you to ask a candidate to probe deeper for more insight on certain points. You can also use the reports to compare multiple candidates.

So dust off your pre-pandemic hiring practices and reset with these tips. You’ll start fresh and bring in the best new hires for your organization.

Email us at learn@corexcel.com to learn more.

1Forbes.com: Hiring Your First Remote Employee? Follow These 16 Tips

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