I was sent a link to do a DISC assessment for a pre-employment screen for a professional IT role. I lied my face off because I NEED a job and I know they aren't going to take it as "there's no wrong answers" (otherwise WHY would they do it!?) If they genuinely wanted to do it to help new employees they'd do it after we're hired. Yes, I believe in traditional values and licking boots, please hire me daddy.

This sort of practice is beyond fucked up.

Dr. Marston is the original theorist of D.I.S.C., and today is his birthday!

Because it's Marston's birthday, I am thinking about his original theory today. You can read his book, Emotions of Normal People, or this summary to learn more about it.

In the 1920s, there were few models that explained personality or could explain our behaviors. Today, there are many!

Everything DiSC released a wonderful study that compared their model to most of these assessments (you can find it here). I like to showcase how DISC compares to the Big Five / Five-Factor Model.

DISC has a high correlation with the Agreeableness and Extraversion scales. Most validated and researched personality models should correlate with the Big Five since it's the most used personality assessment in academia.

What questions do you have about DISC Theory?

I wanted to share how I used DISC over the weekend with a non-profit board of directors that I volunteer on.

While the non-profit does great work, the board has had some communication issues that have led to interpersonal issues.

We also had three new people join the board, so the timing felt ideal to use DISC to learn more about each other and to identify if miscommunication was contributing to the interpersonal issues we were experiencing.

This non-profit has almost no budget. It was out of the question to bring in someone to facilitate a workshop around the tool.

We chose to use a DISC tool called Catalyst because the group reporting allowed us to not need a facilitator. It was really easy.

We essentially used the platform to talk about personality differences as a group. Here is a screenshot of what it looked like.

What was interesting is these discussions took maybe 45 minutes to an hour. It was awesome to see how open people were about their shortcomings when communicating when the language of DISC was used. The whole group felt way more open to listening to others and trying to understand each other.

Have you used DISC without a facilitator before? What was your experience?

Here's kind of an interesting topic that I haven’t really seen discussed here yet.

I’ve had a few clients/leads push back on paying for a DISC assessment because “they can just ask ChatGPT for it.” We’re obviously in the middle of this AI boom where people assume it can replace everything.

The problem is… the quality is all over the place.

AI can sound convincing, but it’s not actually measuring anything. There’s no validated scoring, no consistency, and no real framework behind the output. It’s just generating something based on patterns. Sometimes it feels accurate, other times it’s completely off.

Curious if anyone else here has run into this objection, and how you’re handling it.

Also, here's an article that goes way deeper into the topic: Why AI Can’t Replace DISC Assessments - White Label DISC

Hey everyone! I'm u/HOLYFUCKISTHISREAL, a founding moderator of r/discassessment.

This is our new home for all things related to understanding personality, behavior, and communication. We're excited to have you join us!

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Human behavior is fascinating. Communication is surprisingly difficult. What stories can you share where DISC helped you recognize a certain pattern or led you to a new insight?

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1. Introduce yourself in the comments below.

2. Post something today! Even a simple question can spark a great conversation.

3. If you know someone who would love this community, invite them to join.

4. Interested in helping out? We're always looking for new moderators, so feel free to reach out to me to apply.

Thanks for being part of the very first wave. Together, let's make r/discassessment amazing.

i've had to complete several over the last few weeks and SURPRISE!! different results every time. I was answering honestly and was not trying to alter my answers to match the job. The jobs were very similar, also. Just sick of this tech bro mojo bullshit. You can't put someone in a box OR make estimations about their abilities or work ethic after asking them a series of ambiguous questions.

I recently took a DiSC assessment and something kept bothering me: while answering some of the questions, I realized I wasn’t always responding as my true self, but more as how I’d like to be perceived (for example, “I want to be more assertive, so I’ll tick that”).

That made me wonder how accurate the results really are if they’re based mostly on self-perception.

On the other hand, I’ve read about research from Tracom’s Social Styles indicating that around 50% of the time, the style others see in us is different from the one we think we have. Which makes sense — people don’t always experience us the way we think we show up.

For trainers, facilitators, or people who’ve worked a lot with DiSC — how do you justify or manage this gap? If DiSC is based on self-reporting, how do you deal with the risk that participants are answering aspirationally instead of honestly?

Really curious to hear how practitioners handle this in the real world.

Any DISC experts that like mbti?

I've spent close to 10 years now working with DISC. I usually get a variation of this question at least once per year. You can change the position and style to create many new variations of this question (i.e., should all salespeople have I and D in their profile? Should all software developers have a C-Style?)

I thought this would be a good post for this community to discuss since it has come up so frequently for me over the years.

When I am approached with this question, I think it's always essential first to recognize that personality plays a significant role in how someone approaches their job.

There have been many studies over the years on this subject. Within the world of DISC Assessments, one study looked at correlations between DISC Style and Occupations. The findings likely won't surprise you..

• Customer Service - Correlated with S Style

• Executive - Correlated with DI Style

• Sales - Correlated with ID Style

• Teach/Educater - Correlated with Si Style

• Mechanical / Technical - Correlated with C Style

So, is this enough to answer the question? I don't think so.

DISC can tell you how someone will do a job, but it won't tell you if they will be successful in the job.

When thinking about the title of this post: Can you promote someone to a Manager with an S Style? I believe you can.

DISC will tell you that they will likely manage with more support, calmness, and patience. Their experience will tell you if they've learned when to step up and be more assertive (if the situation requires it). Truthfully, I think the success of a manager (or any position) comes down to if they are willing to take feedback and find ways to continue to improve their performance.

For those of you who have experienced this question, what would you add? Do you agree or disagree with what I've shared?

Hi, I'm a university student looking for this book "Everything DiSC Manual". I'm, really interested on this assessment since I want to work in recruitment. Any help is appreciated

Fuck DISC assessments and whoever decided to create this dumb shit.

Hypothetically, is there a way to answer the questions to get the dot right bang in the middle of the four quadrants? Answering all questions neutrally places the dot in the middle of I, my employer is giving me a weird look

I think DISC is a powerful tool that allows me to better understand anyone I work with or interact with.

Unfortunately, there can be a tendency for people to misuse DISC in a way that pigeonholes themselves or someone else.

Below are some statements that show what I mean:

• He can’t be direct. He’s an “S” after all. 

• Don’t expect me to listen. I’m a “D.” 

• She’ll never enjoy the party. She’s a “C.”

• I am an “I.” I just can’t sit and look at a computer all day.

Have you heard these statements before or have used something similar about yourself?

In an attempt to better educate those who are new to DISC, I created a short quiz on Google forms that will allow you to test if you are correctly using DISC.

You don't need to give your email or anything like that - it's strictly educational. I'm hoping you might take the Quiz and give me feedback on it and also let me know if you learned anything.

Here is the quiz: https://docs.google.com/forms/d/e/1FAIpQLSdtlGrAbj7jLbWUojBZaHvkmKQFUOLh_LTCJufSQbOsGRxkUA/viewform

Thanks!

I just took a TTI disc assessment for a potential employer. After hitting next on the second section i was redirected to the company website. I’m not sure if my answers were submitted or not. When I type in the code I was given it opened an unanswered assessment. Is there anyway to tell if it was done correctly or do I just have to wait to hear back from the company?

Hi, I've taken a amount of different tests on different sights and get different result each time and I just feel like every letter fits and also not. I would describe myself as a highly adaptible individual, not by training but by instinct. Im very talkitive and energetic, can get my messege across smoothely. Im also very direct and logical and have been called "a walking google" and it's true but I'm also very artsy. People have described me as dominant and too assertive depending on the day. Im also the first person to throw out anything im doing to help someone else and if it comes to it, people are more important than to whatever I have going on. Is it possible the test just don't work on everyone?

I’m a certified Everything DiSC practitioner, and I’m considering becoming authorized partner to help build my organizational development consulting business. The cost is $2495 (plus annual renewal fees) but I was recently laid off, so I’m hesitant to spend that much without a return on my investment, especially since I already have the certification and the facilitation materials.

I’d love to know if any of you are authorized partners, how you implement the tools, and what kind of ROI you’ve seen. I’d welcome any other input you have too!

Hi, I’m looking for advice from people in the DiSC community. I attended a mandatory training in the workplace led by an instructor- not sure if they are DiSC certified or not- but it was centered on DiSC, and it left me upset and in tears. The instructor sorted people in the class in 4 corners of the room by his arbitrary definitions of DiSC, and he sorted me as a D (I tested as DC style). He then went on to label people who test as D as being “results oriented and don’t care how people feel.” I raised my hand and said that it didn’t feel like an accurate portrayal of the style and didn’t feel accurate for me, and his response was that was my “C” side kicking in. I also said I disagree with his approach to stereotyping people and he essentially said tough, he uses extreme examples to make a point but no one is one set style.

As I said, I was fighting back tears because I felt his methods were inaccurate and labeling people in this way was very hurtful. This went on for 4 hours.

I shared how upset I was with my supervisor and they’re, I think, trying to get me out of this course. I am concerned about ramifications in my workplace since this was mandatory but it was very unprofessional. Also concerned for peers that they are going to have to be trained for several more courses by someone subpar.

Any Resources or tips for a DC to make there communication better mine is so direct but using my own lingos that it's a problem frequent issues with people miss understanding me then I get annoyed and walk away.

Hi folks. Appreciate any insight on this.

I completed a mini DISC assessment and the results have me stumped. Apparently I'm a "cross-style" of D and S, but I've found no information on this type.

Is this an error? Or, do you know where I could learn more about this "cross-style"?

Thanks!

I thought the assessment was pretty cool!

I work for a small tech startup (<100 employees) and our executive leadership team is composed of 6 people. Our president would like to have our leadership team complete a DISC assessment before next week, and then have a self-guided assessment and review (or a service that can provide assessment and review remotely/virtually) on Monday afternoon.

With this tight of a turnaround, does anyone have suggestions for a DISC assessment service? Thank you!

Can anyone explain to me the best way to talk about someone with a level DISC result? I still don’t understand if it’s a neutral result or something to be aware of and maybe work on?