Everything DiSC and DiSC Classic Personality Test Blog by Center for Internal Change, Inc.

Tuesday, May 19, 2015

The Everything DiSC “D” Personality Style Under Pressure – Part 1


Understanding your Everything DiSC style and personality traits is a powerful tool. Equally important is to be able to understand to DiSC personality and behavioral preferences of other on your team. Imagine that you’re on a team working on a huge, organization-changing, once-in-a-lifetime project. Everything is going great until the deadline changes. The new deadline is aggressive, and you openly wonder if the team can deliver on time.

Your friend, a high D, feels the tension. And like high-D people tend to do, when she is under stress, she lets everyone have it. 

“This deadline isn’t a problem if everybody just toughens up,” she fumes. “Am I the only one working late and on the weekends? What is wrong with people?”

You see, high D’s are likely to become impatient and demanding when the pressure builds. So your friend may lash out at others and berate people to get them moving. Her empathy may go on hiatus while she pushes others to meet her high standards, and it can appear that she cares only about achieving results. And yes, she can be brutally — and we mean brutally — honest about the situation.

So how does her blunt, take-no-prisoners attitude mesh with the other members of your team?

You can learn more about others behavioral styles and personality preferences and how they relate to you and your team by using the Everything DiSC Workplace Profile, Everything DiSC Comparison Reports, and the Group Culture Report.

To be continued…

Thursday, February 20, 2014

Are There Different DiSC® Profiles For Different Cities?

Are there different versions of the DiSC based on which U.S. city you live in? 

There is a website would have you believe there are. Clearly this site is trying to game Google by tying the keyword DiSC to specific cities so when people search for the DiSC Profile from a certain location the results will appear to be based on the location being searched from.

This is expanded upon in my Everything About DiSC Blog post and read recent research reports about how the Everything DiSC and DiSC Classic Profile are designed and validated.

Here is a link to research reports on DiSC assessments.

Friday, February 7, 2014

New Online DISC profile and Everything About DiSC Blog.

I am excited to announce that we have moved our new blog postings on my thoughts, opinions and sights into the Everything DiSC and DiSC Classic Personality models over to OnlineDiscProfile.com/blog. We have also started an Everything DiSC blog at Thank you and please follow us there.  We have also posted our old articles and posts there for your convenience.

-- John C Goodman, MSOD, MSW

Monday, September 2, 2013

DiSC Content And DISContent With Your Career

DiSC Content And DISContent With Your Career


This blog is on incorporating the DiSC model into a process of determining what is important to you in a job or career. This same exercise is equally powerful in determining what is important to you in life (life-balance using DiSC will be explored in a later entry). The following is an approach I have used with my private coaching and psychotherapy clients, as well as with myself in the past.

Focus on what you want or need from a job. Take some time and look at where you are now, where you want to be and what is in between here and there. Question yourself. Note: This exercise will only be as useful as you let it be, so do this when and where you won't be bothered by external distractions. Realize there are no right or wrong answers.

Sit down somewhere quiet with a pad of paper, a computer or an audio recorder and prepare to brainstorm. Ask yourself the following question and others that may be relevant to you.
What Is Important To Me? Make a quick list of whatever pops into your mind. Do not judge or edit your thoughts. Do not worry about grammar or spelling. The list below is for example purposes only. Do not limit yourself to these and replace the ones that don‘t fit.
  • Career
  • Job security
  • Freedom
  • Not being limited by others
  • Financial security
  • Family
  • Social relationships
  • Health
  • Status
  • Understanding what is going on and why
  • Having control over your future
  • Recognition
  • Being a part of a greater whole
  • Just being apart
  • Having tangibles
  • Cultivating intangibles
  • Making a difference in your life

What would make me happy?

How would I know if I was happy?

What is keeping me for being happy?

What needs of mine are not being met?

Now focus on your job or career (or the one you want) and ask these questions.

What is important to me in a job?

  • Money?
  • Results?
  • Status?
  • Teamwork?
  • Being creative?
  • Getting it right?
  • Details?
  • The bottom-line?
  • Relationships?
  • Loyalty…?      Again these are just some examples.

How would I know I had the right job?

Is it important for me to have a job I love or is it just a means to an end?

What motivates me?

What would my ideal job be?

What aspect of that job make it ideal?

Is it the job that is ideal or is it the things I do in that job, the title, the position, the roles within that job ?

Is my job consistent with my career path? Does it need to be?

How much is my identity tied into my job? If I lose my job or don’t have a job do I lose my identity and who I am?

Using The DiSC Profile To Reinforce What Is Important To You

Next review the results of your DiSC profile. If you have not completed the DiSC Profile within the last six months and there has been major changes in your life during that time, you may want to take the DiSC again. If you want detailed feedback on your DiSC style and how it relates to others in the workplace you should take the Everything DiSC Workplace Profile.

Use your DiSC report as a tool to stimulate thoughts of what is important to you in a job or career. Look at what your preferences are, what motivates you and what stress you out. Is what you are looking for unique to a particular job or industry or can you find it in many totally unrelated jobs and industries? Again, is it a particular job or title that is important to you or is it  what you do within that job that is significant to you?

Previous Job Evaluation

Review the jobs you have had in your past. Create two columns on a page. On one side list: "What did I like about that job?" On the other side list: "What didn’t I like in that job?" Review the list. Look past the obvious and search for patterns. Look for common threads, e.g. "I liked helping people because it made me feel good" or "I felt great when I achieved my goals and I take pride in my independence."

Next make the three columns: 1) What do I want in a job? 2) What do I need in a job (non-negotiable)? 3) What I don’t want in a job (non-negotiable) and fill it out referring to the above exercise. Look for common patterns and roles you have been in that transcend job title, position, or industry.

Why is it so powerful to add the DiSC assessment to this exercise? Here are two reasons:
  1. It reinforces what we already know about ourselves.
  2. It brings out blind spots about ourselves that we are not aware of, take for granted, or think unimportant. For example a person with a “S” DiSC style may discover that being a part of a team is important to her, but might be totally unaware how important that is to her in a job and how in certain jobs it would be an asset that differentiate her. She just assumes that everyone would be happier being part of a team. Another example is a “D” style sales profession who doesn't realize how vital it is to his sense of self to work independently and get immediate feedback on his success through daily commission reports and can’t figure out why he is unhappy when he has been moved to a straight salary sales position and has to be a part of a "sales team".
Think about the insights your DiSC personality assessment reveals. Then go back to the questions above and refine your answers. See what you learned about what is important to you and use it to expand your job and career options.

-- John C Goodman, MSOD, MSW

Thursday, August 15, 2013

Everything DiSC Profile For Self-Discovery, Job and Career Clarity.

Using Everything DiSC Profile For Self-Discovery, Job and Career Clarity.

Self-Discovery, Job and Career Clarity Using The DiSC Profile.

The other day on the train, a friend threw a simple question at me. “If I held a gun to your head and said tell me your greatest trait and skill, what would you answer?” We were just riding home on the train when he pulls that out of nowhere. I bluff my way through talking about my ability to BS answers, but when I get home the idea is still buzzing around my head. Thinking about it, I realize that this and all the other random questions people use in job interviews while they should be simple to respond to honestly take a lot of thought if you aren’t just going to throw out a nonsense answer. Tomorrow, if I was asked in an interview what my greatest weakness was, I’d probably just go with something clever like Kryptonite or silver bullets. Sure that’s a nice clever sounding answer, and maybe the out-of-the-box character of it would work well in that situation, but it’s a fairly evasive answer. After the past couple years of bouncing through several different internships (with such ventures as a State Representative’s office, a local political party, a Chamber of Commerce, a brief stint abroad working at the Legislative Assembly of the Australian Capital Territory, a DC polling firm) I still have not been able to figure out what kind of work I would be good at, let alone interested in doing for the next couple years. Beyond even figuring out what type of organization I would even want to work for, it’s hard enough figuring out. While thinking this over I was offered the opportunity to have someone, or rather something, else help me figure out the answers to these questions. In exchange for getting to play around with these personality analyses, all I needed to offer in exchange was to keep track of my testing and put it down in a blog. So here’s to my new adventure, trying to find out the answers to those allegedly easy job interview questions, one test at a time. --Jake

Hi Jake, I have some questions for you.
  • Do you really believe the job interview questions you get asked are truly random?
  • Why would someone with the responsibility of hiring an employee waste their time and their company’s, money and resources haphazardly throwing out random questions?
  • What if every apparently random question actually had a purpose and provided the interviewer valuable information, as well as giving you the opportunity to let her/him know what is important to you and what makes you different from all of the other candidates for a particular job?
  • It may be a skill for someone to be able to BS their way into a job by saying what they think the interviewer wants to hear, but to what end. Let's say the art of BS gets them the job, are they likely to be happy, fulfilled or satisfied in that job - looking beyond the paycheck?
  • How would an employer feel once they realized they got deceived into hiring this person?
  • What type of workplace relationships would this person have with their peers, managers, or direct reports? Yes, I am aware that employers sometimes BS's a job candidates into working for then, but how well does that work iin the long run?
  • Wouldn’t it be useful to assume there is a reason for every question asked?
  • What if you had a tool to help provide you with insight into what is a good job fit and what your work and personal preferences are?
  • Would it be useful to you if you had an instrument to help provide you a clear way to communicate you preferences within a job or the workplace? Not only might you better be able to answer interview questions, but you could better formulate your questions to the interviewer.
I am curious to read what you think after completing the Everything DiSC Workplace Profile. People often limit themselves by starting out approaching their career decisions based solely on things like types of::
  • jobs
  • positions
  • organizations
  • skill sets
  • salery
I suggest stepping back and taking an assessment of what roles and characteristics within a job are important to you? Ask yourself questions like:
  • Do I want to work independently or as a part of a team?
  • Are results more important to me than the process?
  • Do I care more about the big picture or details?
  • Do I like challenges, change, and conflict or do I prefer the status quo and not rocking the boat?
  • Do I prefer to manage others, be management, or a combination?
I bet if you had some of these answers you would be able to figure out what roles and characteristics are important to you within a given field, profession, organization, position or job and then generalize it across them.
--John

Sunday, August 11, 2013

The DiSC Profile & What Tree You Would Be.

Using The Everything DiSC Profile To Determine What Tree You Would Be.

The other day my nephew mentioned to me that he was on a job interview and the interviewer asked him the question; "If you were a tree what tree would you be?" He felt that the interviewer was wasting his time with such a seemingly ridiculous and arbitrary question. My initial thought was what if this was not an arbitrary question, but I kept quiet.  For whatever reason I found myself returning to that question throughout the rest of the day and the next. I spoke to my friend Robert (in his eighties). He had a response similar to my nephew. Robert said that the question was stupid because if you said you were a specific tree, e.g. willow or birch you may mean one thing by it and the interview may interpret that tree totally differently. I tried to explain that there was more to the question than just a one word answer of a particular tree species.

The next day I asked Steve (in his fifties)  the question and shared my theories as to why it was the possibly greatest question in the entire world and how it could reveal a deep look into the psyche of a complete stranger - OK, I got a bit carried away. He thought it was an idiotic question because "how would you know how to answer it". I just gave him a look. Most people prepare for an interview by rehearsing their list of skill sets, competences and strengths (which is already in their resume) and their one weakness (which can always be reframed as a positive). They prepare answers as to why they are the ideal fit for the job. However, how many people truly take the time to figure out what type or kind of tree they want to be?

The more I thought about it the more brilliant the question became. It is not about the tree it is about you. There is no one right answer. What a great way to get a quick read of someone's personality type and their general behavioral characteristics or preferences without having to give them a personality test or assessment like the DiSC Profile or MBTI.  Not only can you tell a lot about a person by their answer, but also by how they respond to the question. It is not only the qualities and characteristics revealed in the answer but qualities and characteristics displayed by the person answering the question.

That night I went up to my wife, without explaining my Nobel prize worthy theory and asked her what kind of tree she would be.  She immediately responded she would be an Aspen because it's expansive root system makes all the individual trees a part of one incredibly large organism.

Then I went into the other room and asked my nine year old son the question.  Without hesitation he responded; "I would be a Pine tree, because it is big and strong and gives lots of shade and because we use to live on Pine Street." I asked him what was important to him about the shade and he said it provided shade and shelter to the animals.

It is interesting and telling to compare the above responses to the various DiSC styles. Even though there is no correct answer to the question, if you understand your DiSC behavioral style you will likely have more self-awareness that you can use to help determine your response. Having said that, your response is likely to reveal your DiSC type any way.

We are all combinations of "D", "I", "S", and "C", but usually one or two of the styles dominate. Let's look back at my wife's DiSC profile.  She is a strong "S". A team player, supportive, stable and resistant to change.  My son appears to be predominately an "I". He loves to perform for others and loves the recognition he gets from it. He his friends and his younger brother approval are very important to him. My nephew and Robert are likely reveals a lot of "C" and "D". This is based on comments like: This question is stupid, arbitrary, has nothing to do with the job description and interviewer is wasting my time. Steve, has a lot of "C" as there should be a correct answer if you are going to ask a question. As for myself, my "C" comes to the forefront, differently. My first thoughts were; "What do you mean by kind?" "Do you mean type of tree? It's characteristics and qualities or do you mean species." "I am really bad with tree names." "Clearly the tree is a metaphor...."

This whole thing got me thinking about what if I gave my nephew an Everything DiSC Workplace Profile to take and he blogged about his experience taking it and getting the insights and feedback from the report. This could create some interesting exchanges to post and could be of benefit to him. We decided to give this a try. Let the journey begin.

Wednesday, October 24, 2012

What Is The ROI For DiSC Profile Tests?

There is no valid research on ROI for assessments using the DISC personality test. Measuring return on investment depends on to many variables. Since DiSC ® is used in so many different ways and for some many different purposes it would be near impossible to isolate a ROI to the DiSC profile alone. You would need to consider factors such as the context which the profile was being administered? What is the desired outcome and what are you measuring for?
If DiSC is used as a stand-alone assessment with no training, coaching or follow-up around it then the value would be far less than if it is incorporated as part of a training, mentoring or coaching program. If it becomes a part of the corporate culture or employee and team development and the results of your DiSC report can be leveraged. If it is a part of the OD, HR or T&D language then the ROI can be very high, as the profile can be taken once, but the understanding of the results on interpersonal communication, conflict resolution, and team building or understanding individual behavioral preferences, motivators and de-motivators can be applied in many difference applications and in day to day communications and relationships. Therefore it becomes invaluable.
John C Goodman, MSOD, MSW - Center for Internal Change, Inc.

Saturday, May 5, 2012

DiSC 

DiSC can be used as a tool to help people understand that individuals can act, behave, think, and feel differently and still want and believe in the same things. The DiSC Profile and assessments provide a language from understanding ourselves and others, rather than a set of label to be used to judge.

-- John C Goodman, MSOD, LCSW

Friday, January 27, 2012

What Is The Best DISC Style For Sales Hiring?

What Is The Best DISC Style For Hiring In Sales?

I am often asked what is the best DISC Style or DISC personality type for a sales person. Should we hire a high "D", "I", "S", "C" or a combined style like a "ID" or "DI"...? There is no single answer. No one DISC profile of the ideal sales person exists. It really depends on the type of business you are in, the type of selling that is required and/or desired in the job you are hiring for. Factors that come into play include, but are not limited to:
  • industry type
  • business type
  • type of sales interaction taking place:
    • phone
    • direct sales, in-person
    • internet based
    • cold calling
    • warm calling
    • new or existing accounts
    • relationship selling
    • hard sell
  • style of of sales program:
    • SPIN Selling
    • IMPACT Selling
    • Solution selling
    • etc....

    Be Careful What You Wish For

    It is common for clients to contact me and say they are hiring for sales and therefore they need to screen for a "DI" or "ID" because they want an individual that is motivated by results or the bottom-line (commission/money). This sales candidate should also be an independent self-starter and good with people. That sounds good on the surface (fits many sales people stereotypes) and will likely get you some good high performance sales people, but what is the downside of hiring the obvious? Well, this type of person may be driven by their bottom-line and not yours. They may not be a team player. They may not only be competitive against your competitors, but also completive towards other sales people within your organization. Remember what motivates them. If they are highly successful they are likely the same types of sales person that other sales organizations are looking for and are likely going to be pursued by head hunters and executive recruiters. DISC can help you understand if the candidate is predisposed to acting independently or whether they are more of a team player. It does not measure values, morals or loyalty.
    Let's be honest. Each DISC pattern can sell and can do well in certain sales situations, just as they can be disastrous in other situations. There are many people, like myself that get turned off when they are feeling sold to. I don't want to play the game of someone asking me about the weather in Chicago or my about my family when they don't even know them (or me for that matter). I don't want to feel pressured by someone if I don't act before midnight tonight. I want my questions answered. I want information. I want a good deal. I don't trust the high "I" sales person or the high pressure "D". But those are my issues, however, if I am the buyer, it is my issues that matter.

    All DISC Styles or Profiles Have Advantages and Disadvantages

    Some examples of both the strengths and weaknesses of the various DISC personality types in the next one or two blogs entries, but here are some quick thoughts.
    An "I" may be the kind of people person you think you want as a sales person, but they may not deal so well with rejection. They may take it personally.
    A "D" may be great when it comes to staying focused and get to the bottom line, but who's bottom-line are they most interested in, the clients' or their own? They may understand that it takes 98 "no"'s to get to three or four "yes's". They may try and control the sales process which some clients may want (an "S"), but others may feel manipulated by the same behavior (a "D" client).
    A "S" sales person my be intimidated by a "D" client and avoid soliciting such clients or come over wishy-washy to them. The "S" sales person may avoid asking for the sale and closing the deal. Yet if you are looking for a sincere and no pressure sales person this is your type.
    A "C" can explain why this is a wonderful product and focus on benefits, but the "D" buyer does have time for all these details and may get frustrated. The "I" buyer is more interested in benefits and how it makes them feel, rather than the features and what is does.
     

    Generalizing the DISC Sales Styles

    If you want to do a quick generalization of the DISC selling styles we can say that:
    • The "D" and "I" are more action oriented
    • The "I" and "S" are more relationship oriented
    • The "S" and "C" are more dependability oriented
    • The "C" and "D" are more competency oriented
    • With "D" putting more emphases on results
    • "I" putting more emphases on enthusiasm
    • "S" putting emphases on sincerity
    • "C" focusing on quality
    So you might extrapolate from this that in individual who is comfortable in the "I" or "S" style my do well in Relationship Selling. And a "D" may do better cold calling and an "S" warm calling.
    disc sales profile

    Again, What Is The Best Personality Type For Sales?


    In my opinion the best personality or behavioral style or type has little to do with DISC. What I want in a sales person is:
    • Someone who is:

      • Flexible
      • Adaptive
      • A good listener
    • Some who:
      • Knows how to ask the right questions at the right time
      • Can quickly determine a customer's/client's buying style and what they need to make a decision
    It is less about cloning your best sales person. People are more complex than a four quadrant model.
    My next entry will look at some DiSC model based Sales profiles and assessment from Inscape Publishing. But if you want to see them now go to: Everything DiSC Sales Profile and the older DiSC Classic 2 Plus Profile and pull up the sample reports.

    --John C Goodman, MSOD, LCSW President/CEO Online DiSC Profile and Center for Internal Change, Inc. provider consultant and distributor of Inscape Publishing DiSC.

    Sunday, November 14, 2010

    DISC Styles Of Famous People

    We are often asked for a list of the DISC personality styles of famous people.  Below you will find some lists that I have come across over time.

    The "D" DISC Personality Style or Dominance:
    • Donald Trump
    • David Letterman
    • Hilary Clinton
    • Robert DeNiro
    • Michael Jordan
    • Scarlett O'Hara
    • Jerry Seinfeld
    • Barbara Walters
    • General Patton
    • Margaret Thatcher
    • Tiger Woods  
    • Jack Nicklaus (considered a "C" on one list)
    • Cher 
    • Charles Barkley
    • Roseanne Arnold
    • John McEnroe
    • Sam Donaldson

    The "I" DISC type or Influence:
    • Jay Leno
    • Bill Clinton
    • Andre Agassi
    • Tony Danza
    • Richard Pryor
    • Will Smith
    • Robin Williams
    • Oprah Winfrey
    • Carol Burnette
    • Steve Martin
    • Lee Trevino
    • Peter Jacobson
    • Liza Minnelli
    • Dolly Parton

    The "S" DISC style or Steadiness:
    • Charlie Brown
    • Barbara Bush
    • Jimmy Carter (he also has been considered a "C" on some lists)
    • Ted Danson
    • John Denver
    • Michael J Fox
    • Mother Teresa
    • Gandhi
    • Jimmy Stewart
    • Tom Kite
    • Mark O'Meara
    • Mr. Rogers

    The "C" DISC personality type or Conscientiousness:
    • Tom Brokaw
    • Colombo
    • Kevin Costner
    • Bill Gates
    • Allen Greenspan
    • Diane Sawyer
    • Henry Kissinger
    • Albert Einstein
    • Jackie Kennedy Onassis
    • Vijay Singh
    • Ernie Els 

    Here is a list for some TV Shows and the charactors DISC personality type:

    • "Drew Carey Show" - Drew (S), Mimi (I), Mr. Wick (D), Lewis & Oswald (C)
    • "Frasier" - Frasier(I), Niles (C), Dad (D), Daphne (S)
    • "Seinfeld" - Jerry (D), Kramer (S), Elaine (I), George(C)
    • "I Love Lucy" - Ricky (D), Lucy (I), Ethel (S), Fred (C)
    This list of some famous people and characters is not scientific, but rather observational and subject, so please take it for what it is worth. Learn more about DiSC and the DiSC Profile.

    John C Goodman, MSOD, LCSW

    Monday, July 12, 2010

    Why Does DiSC Have A Small "i"?

    disc 

    Why Does DiSC Have A Small "i"?

    One DiSC related question I get on a regular basis is; "Why is there a small "i" DiSC? Personality behavioral profiles, tests, assessments, surveys, etc... based on the DISC model have many different names and are published by many different companies. These four quadrant D.I.S.C. based products go by such names as the DiSC Classic disc profile, personal profile system, Everything DiSC, disc test, disc assessment, disc personality profile, disc report, and DISC survey and variations of these to mention only a few. DISC has been referred to as a test, profile, assessment, survey, report, inventory, behavioral assessment, personality test, an universal language and much, much more. As you can see at times it is spelled DISC, D.I.S.C., disc and probably the most common way "DiSC". It is this last version of the profile that has caused many questions and much debate over the years around why there is a small i used. Is it that influence is less significant or less important, than the Dominance of a "D", or the Steadiness or Stability of an "S" or the Consciousness, Cautiousness or Compliance of a "C"? Well, the truth of the matter is no, that is not the case. There is no deep dark research based reason for the small "i". And no certification, advanced training or secret handshake is required to be a keeper of the secret or the "i".

    Here is the story as I was told it, of how the DISC got its "i". 
    Once upon a time, a long, long time ago (back in the '60's) before Inscape Publishing (the largest publisher of DISC based products and the only publisher of the DiSC profile) became Inscape Publishing, even before it was Carlson Learning Company; back when it was a company called Performax a funny thing happened. One day this small organization had placed an order for their original printing of the DISC Personal Profile System and when they got their assessment booklets back from the printer there was a typo. A small little typo. A typo the size of an "i". Yes, that is right, the printer did not capitalize the "I" in DISC. Now, since Inscape - Carlson Learning Company - Performax was capable of utilizing the best of behavioral styles, I am not speaking of the D, I, S, nor C, but rather the behavioral style of flexible/adaptive, they decided to keep the profiles and later trademark "DiSC" and make it their own . So that is how some versions of DISC got their small i. Now when you see the small i version of the DISC profile you know it either was published by Inscape Publishing, one of its ancestors, or it is in violation copyright and trademark laws.
    So how can this be? How can so many different assessments and tools for personality and behavior types from multiple companies and publishers all claim to be the DISC? Well, William Marston, the originator of the DISC model never copyrighted or trademarked  the acronym of his four primary personality behavioral types or temperament model, oops.
    Bases on our research all the various models of DISC are based on Marstons 1928 work. Some have added to it, some have borrowed from it. So give Marston his credit and some actually by-pass Marston and give Jung credit for the DISC model (It is true based on our research that Marston was influence by Jung, as he was my many others in his field).
    And so that is how the DiSC got its "i". However, since I have first hear this story I have also heard from a highly placed source that the small "i" was internally placed in the spelling of DiSC as a slight by one developer of the initial DISC assessment to another developer or researcher. The mystery goes on, but has nothing to do with the "I" or "i" style.
    Please feel free to contact us with any feedback, questions, concerns or thoughts you may have on this topic.
    John C Goodman, MSOD, LCSW, President-Center for Internal Change, Inc
    We invite all visitors to link to this page as a resource.