uncovering a leader's achilles heel through disc




Behavioral assessments such as DISC can help uncover interesting insights about a person’s behavioral styles. This information can then be used to improve performance or help a person to find a job that may be most suited for their natural abilities.


Understanding the Model


Let’s overview DISC Behavioral Styles on a graph to give you a better understanding of the highs and the lows (see DISC graphic). There is a midline (also known as the energy line) at 50 and any factor above is considered “high” and any factor below is considered “low.” High is not good and low is not bad - this is just a continuum of behaviors all exhibiting different degrees of intensity. If you fall in the “extreme” range (0-10 or 90-100), these factors are much easier to observe but more difficult to adapt. If

you fall in the “tends to be” range (40-50) these factors are harder to observe but much easier to adapt up and down depending on the situation.


D measures how you approach PROBLEMS: If you are above the midline, you are more FORCEFUL (jump in and address issues immediately). If you are below the midline, you are more ACCOMMODATING (think it through, ask questions, make sure everyone agrees).


I measures how you influence PEOPLE to your point of view: If you are above the midline, you are more OPTIMISTIC (excited, persuasive, and convincing). If you are below the midline, you are more LOGICAL (factual, skeptical, more of a realist).


S measures how you respond to change and PACE: If you are above the midline, you are more STEADY (thoughtful, methodical, don’t enjoy quick change). If you are below the midline, you are more DRIVING (multitasker, very flexible, open to change).