DISC Personality Profile Reflection

After completing the Extended DISC Individual Assessment Questionnaire, my profile indicates approximately 55% of my behavioral style is conscientiousness (C-style), and 45% is steady (S-style). Dominance (D-style) is my least natural behavioral style and requires the most energy, followed by influential (I-style).

I was not surprised by these results and think my natural styles are a product of both my personality and the nature of the job where I developed most of my professional skills. I have always had a tendency to be thorough, reflective, sensitive, and supportive. Academically, my greatest strength was in English and writing, so I never identified as someone who was comfortable dealing in facts and numbers. However, after eight years of reporting to leaders who operate in a high D- and C-style, I developed greater analytical abilities and judgment for when to be as concise as possible and when to give details and facts.

My preferred style at work, school, and around new people is typically reserved and task-oriented, or C-style (analytical, detailed, cautious, thorough, private, logical). I can also be reserved and people-oriented, or S-style (steady, caring, supportive, pleasant, sincere, clam, stable). I recognize this behavior most when faced with a conflict or tension between groups of people. With friends and family, I tend more towards S and I (interactive, outgoing) styles of behavior. I quite often have a more reflective approach in group discussions, as I like to listen and think critically before sharing ideas. However, my preference for a task focus or people focus often changes with mood.

Some challenges in working with other styles include being overwhelmed by too much social energy from an I-style, particularly when I am focused on a task, and sometimes being intimidated by very direct communications in D-style behavior, or confused when I feel I have not been given enough information or details. A very uncomfortable situation can be created when a manager does not take the time to get to know his or her staff as people and consistently models D-style behaviors. I have witnessed how comments can be perceived as hurtful, rude, and inconsiderate, and that taught me how directness without rapport can be risky for relationships and morale.

Overall, I have exhibited each of these styles at some point and witnessed them in others. I learned how to understand and anticipate what people need from me and adapt when possible. Serving as a manager, coordinating a team of individuals, and facilitating one-on-one discussions made a variety of personality types very apparent early on. Understanding how others may feel when strengths or dominant traits are overused is useful for ongoing reflection and self-regulation of certain behaviors.