Reflections on DISC

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Around 1 min read.

Knowing the different personalities is a solid start. The next step is to explore the options in real, practical contexts.

Disclaimer: I was already familiar with DISC, so I tried to internally deepen the concepts in the context of the group I took part of.

Recently I went through Dr. William Marston’s DISC personality profiles workshop. Our trainer was very enlightening, and our group got a better understanding of the reasons that underlie certain daily and also strategic behaviors from others.

Here is what I observed:

  1. Personality profiles are often associated with the judgment we make of people. A cognitive phenomenon that comes very naturally to us, and can be reframed so that we are aware of each person’s primary personalities and how that affects our perception.
  2. Profiles are circumstantial. Each person adopts one profile or another according to the situation. For example, I adopt a more or less dominant posture as a father, but not as a colleague or as a husband. There are many more cases.
  3. Unfortunately we have not had the privilege of addressing real-life scenarios. It would frankly be productive for us to look at what is ahead of the theory. Who knows, an episode for my podcast.
  4. Our trainer made a good point that high performing teams benefit from a fullness of all four profiles and a fuller awareness of their attitudes and values. This does not directly mean having at least four people in a team. Mathematically, the best teams have fewer people because they have fewer open communication channels, fewer sources of entropy, systemically more resilient, and are competently broader and more autonomous.