The DiSC assessment is a powerful tool used to understand behavioral styles and how they impact interactions in the workplace. One of the key aspects of the DiSC assessment is the identification of the D styles. These styles are characterized by a strong focus on challenging and pushing back against rules and constraints. In this article, we will explore the different D styles of the DiSC assessment and how they can impact team dynamics and leadership. We will also discuss how understanding these styles can help individuals and teams work more effectively together. So, let’s dive in and discover the exciting world of the D styles of DiSC assessment!

What is DiSC assessment?

History of DiSC assessment

The DiSC assessment is a popular tool used for assessing individual behavior and communication styles. It was developed by the Discovery Metrics Inc. in the late 1980s and was later acquired by the John Wiley & Sons, Inc. in 1994.

The assessment is based on the DISC model, which was originally developed by William Moulton Marston in the 1920s. Marston was a psychologist who developed the theory that there are four primary behavioral traits that are present in all individuals: Dominance, Influence, Steadiness, and Conscientiousness.

The DiSC assessment uses a series of questions to determine an individual’s dominant behavioral traits, which are then used to categorize them into one of four possible styles: Dominant, Influential, Steady, or Conscientious.

The assessment has been widely used in various industries, including business, education, and healthcare, among others. It has been used to help individuals understand their own behavior and communication styles, as well as to improve teamwork and communication within organizations.

DiSC model overview

The DiSC model is a tool used for personal development and workplace communication. It is based on the idea that there are four main behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness. These styles are represented by the acronym “D

The D styles of DiSC assessment

D/dominance

Overview

The D/dominance style is one of the four behavioral styles identified in the DiSC assessment. Individuals with a dominant style tend to be assertive, confident, and direct in their communication. They are known for their ability to make decisions quickly and effectively, and for their willingness to take charge in challenging situations.

Characteristics

• Decisive: Dominant individuals are known for their ability to make decisions quickly and confidently. They are comfortable taking charge and leading others in achieving their goals.
• Assertive: Dominant individuals are assertive in their communication and tend to express their opinions openly and directly. They are not afraid to speak up and challenge others when necessary.
• Results-oriented: Dominant individuals are focused on achieving results and tend to be highly competitive. They are driven to succeed and may become frustrated when progress is slow or obstacles arise.
• Comfortable with conflict: Dominant individuals are often comfortable with conflict and may even seek it out in order to achieve their goals. They are not afraid to challenge others or to stand up for their own interests.

Implications for leadership

Individuals with a dominant style can make effective leaders, particularly in situations that require quick decision-making and decisive action. They are comfortable taking charge and are often respected for their confidence and assertiveness. However, dominant leaders may also be perceived as pushy or aggressive, and may need to work on developing their ability to listen to and consider the perspectives of others.

i/influence

The i/influence style is one of the eight D styles of the DiSC assessment. It is characterized by individuals who are driven by their need to influence and persuade others. These individuals are known for their ability to communicate effectively, and they tend to be skilled at motivating and inspiring others to take action.

Key characteristics of i/influence style

• Persuasive communication: People with the i/influence style are skilled at using language to persuade and influence others. They tend to be charismatic and able to articulate their ideas clearly and effectively.
• Goal-oriented: Individuals with this style are focused on achieving their goals and tend to be highly motivated. They are skilled at setting and achieving targets, and they are often seen as leaders who can rally others around a common goal.
• Assertive: People with the i/influence style are assertive and confident in their approach. They are comfortable taking charge and making decisions, and they tend to be seen as strong and decisive leaders.

Strengths of i/influence style

• Ability to communicate effectively: People with the i/influence style are skilled at articulating their ideas and persuading others to take action. This makes them effective communicators and leaders.
• Strong motivation: Individuals with this style are highly motivated and goal-oriented. They are able to inspire others to take action and achieve their goals.
• Confidence and assertiveness: People with the i/influence style are confident and assertive, which can make them effective leaders and decision-makers.

Limitations of i/influence style

• Overbearing: Individuals with the i/influence style can sometimes come across as overbearing or pushy. They may be perceived as trying to control others or imposing their will on others.
• Insensitivity: People with this style may be insensitive to the needs and feelings of others. They may be more focused on achieving their goals than on considering the impact of their actions on others.
• Tendency to take risks: Individuals with the i/influence style may be more inclined to take risks, which can sometimes lead to impulsive or reckless behavior.

In summary, the i/influence style is characterized by individuals who are skilled at persuading and influencing others. They are goal-oriented, assertive, and effective communicators. While they have many strengths, they may also struggle with being overbearing, insensitive, or taking risks.

S/submission

Characteristics of S/submission style

S

Individuals with a S style tend to be reserved and introspective. They prefer to think before they speak and may come across as shy or quiet in social situations. They value privacy and personal space, and may feel uncomfortable in large groups or when asked to share personal information.

Submission

Those with a submission style tend to be more agreeable and compliant. They may go along with the ideas of others, even if they don’t necessarily agree, in order to maintain harmony and avoid conflict. They are generally cooperative and supportive of others, and may take on more of a background or supporting role in a team.

Workplace behaviors of S/submission style

In the workplace, individuals with a S style may struggle to express their ideas and opinions, particularly in group settings. They may also have difficulty receiving feedback or criticism, as they value their privacy and may feel uncomfortable with others knowing too much about them. However, they can be excellent listeners and are often good at understanding the needs and perspectives of others.

Individuals with a submission style in the workplace tend to be team players. They are willing to do their fair share of the work and may take on tasks that are less glamorous or prestigious in order to help the team succeed. They may also be good at building relationships and fostering a positive work environment. However, they may struggle to assert themselves or speak up when they disagree with others.

Strengths of S/submission style

Individuals with a S style can be excellent listeners and can pick up on subtle cues and details that others may miss. They are often introspective and reflective, which can make them good at problem-solving and coming up with creative solutions. They may also be good at analyzing data and information.

Those with a submission style can be valuable team members, as they are cooperative and supportive of others. They may be good at building relationships and fostering a positive work environment. They are also generally dependable and can be counted on to follow through on tasks and responsibilities.

Weaknesses of S/submission style

Individuals with a S style may struggle to express their ideas and opinions, particularly in group settings. They may also have difficulty receiving feedback or criticism, as they value their privacy and may feel uncomfortable with others knowing too much about them. They may also struggle to adapt to change or take risks.

Those with a submission style may struggle to assert themselves or speak up when they disagree with others. They may also have difficulty making decisions or taking charge in group settings. They may also struggle with conflict or may avoid it altogether.

C/conscientiousness

Conscientiousness is one of the dimensions of the DiSC assessment that measures an individual’s level of responsibility and dependability. People with a high conscientiousness score tend to be highly organized, detail-oriented, and driven to achieve their goals. They are likely to be reliable and punctual, and they take their responsibilities seriously.

Individuals with a high conscientiousness score may also be more task-oriented and less focused on building relationships. They may prefer to work independently and prefer to have clear guidelines and expectations for their work.

On the other hand, individuals with a low conscientiousness score may struggle with organization and follow-through. They may be more impulsive and less detail-oriented, which can lead to mistakes and missed deadlines.

It’s important to note that conscientiousness is just one aspect of an individual’s personality, and it does not necessarily determine their overall success or effectiveness in their role. However, understanding an individual’s level of conscientiousness can be helpful in terms of how to best support them and how to work effectively with them as a team.

Key characteristics of each D style

Dominance (D/-)

Dominance (D/-) is one of the D styles in the DiSC assessment. People with this style tend to be focused on achieving results, driven by a desire to win, and assertive in their communication. They are confident, competitive, and can be seen as forceful or even intimidating to others. They have a tendency to take charge and are often seen as natural leaders. However, they can also be perceived as impatient, insensitive, and reckless.

Driving (D/-)

Driving (D/-) is another D style in the DiSC assessment. People with this style are focused on achieving results and are driven by a desire to overcome obstacles and challenges. They are decisive, ambitious, and assertive, and are often seen as natural leaders. They have a tendency to take charge and can be perceived as forceful or even intimidating to others. However, they can also be perceived as impatient, insensitive, and reckless.

Dominance (D/I)

Dominance (D/I) is a D style in the DiSC assessment that combines elements of both Dominance and Influence. People with this style tend to be assertive and focused on achieving results, but they also have a strong desire to influence and persuade others. They are confident, competitive, and can be seen as natural leaders. However, they can also be perceived as impatient, insensitive, and reckless.

Driving (D/I)

Driving (D/I) is another D style in the DiSC assessment that combines elements of both Dominance and Influence. People with this style are focused on achieving results and are driven by a desire to overcome obstacles and challenges, but they also have a strong desire to influence and persuade others. They are decisive, ambitious, and assertive, and are often seen as natural leaders. However, they can also be perceived as impatient, insensitive, and reckless.

D/d style: assertive and decisive

The D/d style of DiSC assessment is characterized by individuals who are assertive and decisive. These individuals tend to be confident and take charge of situations, while also being open to the opinions and ideas of others.

Some key traits of the D/d style include:

• They are action-oriented and like to take risks.
• They are assertive and stand up for their beliefs.
• They are confident and can be seen as dominant.
• They are direct and to the point in their communication.
• They are decisive and make quick decisions.

However, it’s important to note that the D/d style is not a one-size-fits-all personality type. Each individual’s DiSC assessment results are unique and may display a combination of different styles. Therefore, it’s important to approach each person as an individual and consider their specific traits and behaviors when working with them.

i/i style: outgoing and enthusiastic

The i/i style, also known as the outgoing and enthusiastic style, is one of the eight D styles identified in the DiSC assessment. Individuals with this style tend to be energetic, people-oriented, and sociable. They enjoy being around others and thrive in social situations. They are known for their enthusiasm, warmth, and positive attitude.

People with the i/i style are often described as charismatic leaders who can inspire and motivate others. They are good at building relationships and can easily connect with others on a personal level. They are known for their ability to make others feel at ease and can quickly establish rapport with new people.

In terms of work, individuals with the i/i style tend to be collaborative and team-oriented. They enjoy working with others and value the input of their colleagues. They are good at brainstorming and can generate creative ideas through group discussion. They are also known for their ability to handle multiple tasks and priorities simultaneously.

However, individuals with the i/i style may struggle with detail-oriented tasks and may be less focused on the precision and accuracy of their work. They may also be perceived as being too talkative or interrupting others during meetings.

Overall, the i/i style is well-suited for roles that require collaboration, relationship-building, and creativity. Individuals with this style may excel in sales, marketing, public relations, or other roles that involve interpersonal communication and building relationships with others.

S/s style: steady and supportive

The S/s style, also known as the steady and supportive style, is one of the D styles of the DiSC assessment. People with this style tend to be dependable, patient, and supportive of others. They value stability and consistency, and are often seen as a steady presence in the workplace.

Some of the key characteristics of the S/s style include:

• Collaboration: S/s style individuals tend to work well in teams and are often seen as a supportive and cooperative member of the group. They value open communication and are willing to listen to others’ ideas and opinions.
• Consistency: S/s style individuals value stability and predictability. They prefer to follow established procedures and protocols, and may resist change if it disrupts the status quo.
• Empathy: S/s style individuals are often highly attuned to the emotions and needs of others. They are supportive and caring, and may go out of their way to help others feel at ease.
• Patience: S/s style individuals are often patient and understanding, and are willing to take the time to explain things to others. They may be more reserved or cautious in their decision-making, and may prefer to gather more information before making a decision.

Overall, the S/s style is a dependable and supportive style that values stability and collaboration. These individuals are often well-respected for their patience and empathy, and are seen as a steady presence in the workplace.

C/c style: cautious and precise

The C/c style of the DiSC assessment is characterized by individuals who are cautious and precise in their approach to decision-making. These individuals are known for their attention to detail, their risk-averse nature, and their desire for stability. They are likely to take their time to consider all options before making a decision, and may be perceived as slow to act or overly cautious by others.

In the workplace, C/c style individuals are often reliable and dependable team members who can be counted on to produce high-quality work. They may be less comfortable with risk-taking or experimentation, preferring to stick to established processes and procedures. They can also be skilled at identifying potential problems and developing contingency plans to mitigate risks.

To effectively manage C/c style individuals, it is important to provide clear guidance and structure, as well as to acknowledge and appreciate their attention to detail and risk-averse nature. Providing opportunities for professional development and training can also help these individuals expand their comfort zone and become more comfortable with taking calculated risks.

In summary, the C/c style of the DiSC assessment represents individuals who are cautious and precise in their decision-making approach. By understanding and managing this style, individuals and organizations can harness the strengths of these individuals while also helping them to grow and develop.

How to identify your D style

Taking the DiSC assessment

If you want to identify your D style in the DiSC assessment, the first step is to take the assessment itself. The DiSC assessment is a psychological assessment tool that measures an individual’s behavioral traits and tendencies. It is based on the DISC model, which divides people into four main behavioral styles: D, I, S, and C.

To take the DiSC assessment, you will need to find a certified provider who offers the assessment. You can usually find certified providers online or through your company’s HR department. Once you have found a provider, you will need to complete the assessment online or in-person.

The assessment consists of a series of questions that ask about your behavioral tendencies in different situations. You will be asked to rate your behavior on a scale from “strongly agree” to “strongly disagree” for each question. The questions are designed to help you identify your dominant behavioral traits and tendencies.

Once you have completed the assessment, you will receive a report that outlines your DiSC profile. This report will show your dominant behavioral style, as well as your secondary and tertiary styles. It will also provide information on your strengths and weaknesses, as well as tips on how to work with others who have different behavioral styles.

It is important to note that the DiSC assessment is not a perfect tool and should not be used as the sole basis for making decisions about an individual’s behavior or performance. However, it can be a useful starting point for understanding your own behavioral tendencies and learning how to work more effectively with others.

Interpreting your results

Interpreting your results is a crucial step in identifying your D style in the DiSC assessment. To accurately interpret your results, it is important to understand the four primary styles and their characteristics. The D style is characterized by a focus on decisiveness, determination, and dominance.

To begin interpreting your results, you should look at your profile report and identify which category your scores fall into. If your scores are high in the D category, it means that you have a strong tendency towards the D style.

Next, you should examine the specific behaviors and traits associated with the D style. These may include being direct and assertive in your communication, taking charge and leading others, and being driven and goal-oriented. By understanding these behaviors and traits, you can gain insight into how you tend to behave in different situations.

It is also important to consider the areas where your scores are lower. For example, if your scores are low in the I (influence) category, it may indicate that you are less concerned with building relationships and more focused on achieving results. This can help you identify areas where you may need to improve or adjust your behavior to better work with others.

Finally, it is important to remember that the DiSC assessment is not a definitive measure of your personality or behavior. It is simply a tool to help you gain insight into your tendencies and preferences. It is up to you to use this information to improve your relationships, communication, and overall effectiveness in the workplace.

Developing self-awareness

Developing self-awareness is an essential step in identifying your D style in the DiSC assessment. This involves gaining a deeper understanding of your own personality, behavior, and motivations. Here are some tips for developing self-awareness:

• Reflect on your past experiences: Think about the situations that have caused you to feel stressed, frustrated, or overwhelmed. What were the factors that contributed to these feelings? What was your reaction?
• Seek feedback from others: Ask trusted colleagues, friends, or family members to provide honest feedback about your behavior and communication style. What do they perceive as your strengths and weaknesses? How do they react to your communication style?
• Keep a journal: Writing down your thoughts and observations can help you gain a clearer understanding of your own behavior and motivations. Consider keeping a journal for a few weeks, recording your observations about your interactions with others, your reactions to different situations, and your feelings about your work and personal life.
• Practice mindfulness: Mindfulness techniques such as meditation, deep breathing, or visualization can help you focus on the present moment and develop a greater awareness of your thoughts and emotions.

By developing self-awareness, you can gain a better understanding of your own D style and how it influences your behavior and communication. This can help you communicate more effectively, build stronger relationships, and achieve your goals more effectively.

Benefits of understanding your D style

Improving communication

When you understand your D style, you can better communicate with others. Here are some ways in which this can benefit you:

• Understanding your communication preferences: D styles tend to be more task-oriented and may not pay as much attention to the emotional needs of others. By understanding this about yourself, you can be more aware of how you come across to others and make adjustments to your communication style to better meet the needs of others.
• Improving your ability to persuade: D styles are often very good at making a logical argument and can be very persuasive. However, they may not always be as effective at building relationships or creating a sense of trust with others. By understanding your own communication style, you can work on developing your interpersonal skills and building stronger relationships with others.
• Resolving conflicts more effectively: D styles tend to be very direct and may not always be aware of how their words or actions are perceived by others. By understanding your own communication style, you can be more aware of how others may perceive you and work on resolving conflicts in a more effective and diplomatic way.
• Becoming a more effective leader: D styles are often natural leaders and can be very effective at driving change and achieving goals. However, they may also be perceived as being insensitive or dismissive of others’ ideas. By understanding your own communication style, you can work on becoming a more effective leader by incorporating more empathy and understanding into your approach.

Enhancing teamwork

When it comes to teamwork, D styles of DiSC assessment can be a valuable tool for understanding how to effectively work with others. By recognizing and understanding the traits associated with the D style, individuals can improve their ability to collaborate and communicate with their colleagues.

One key benefit of understanding your D style is that it can help you identify your strengths and weaknesses when it comes to teamwork. D styles tend to be direct and straightforward, which can sometimes come across as blunt or insensitive. By recognizing this tendency, individuals can work to modify their communication style to better suit the needs of their team members.

Another benefit of understanding your D style is that it can help you to better understand the needs and motivations of your colleagues. D styles tend to be task-oriented and focused on achieving goals, which can sometimes make it difficult to understand the emotional needs of others. By recognizing this tendency, individuals can work to develop their emotional intelligence and better understand the perspectives of their team members.

Overall, understanding your D style can be a valuable tool for enhancing teamwork and improving collaboration. By recognizing and addressing your tendencies, you can become a more effective team player and contribute to the success of your team.

Boosting leadership skills

One of the primary benefits of understanding your D style in the DiSC assessment is the ability to boost your leadership skills. By knowing your preferred leadership style, you can leverage your strengths and overcome your weaknesses, ultimately becoming a more effective leader.

Here are some ways that understanding your D style can help you boost your leadership skills:

1. Emphasizing results-oriented approaches: D styles tend to focus on achieving concrete results and moving projects forward. By understanding this aspect of your style, you can emphasize a results-oriented approach in your leadership style, which can help motivate your team and ensure that projects are completed on time.
2. Building strong relationships: While D styles may not prioritize relationships as much as other styles, they still value strong connections with their team members. By recognizing this aspect of your style, you can work on building strong relationships with your team, which can lead to increased trust, better communication, and higher job satisfaction.
3. Managing conflict effectively: D styles are often skilled at managing conflict and pushing for solutions. By understanding this aspect of your style, you can use it to your advantage in leadership situations, ensuring that conflicts are resolved quickly and efficiently, and that everyone feels heard and respected.
4. Making tough decisions: D styles tend to be decisive and action-oriented, which can be a valuable asset in leadership roles. By recognizing this aspect of your style, you can be more confident in making tough decisions, even in the face of uncertainty or opposition.

Overall, understanding your D style in the DiSC assessment can help you become a more effective leader by allowing you to leverage your strengths and overcome your weaknesses. By focusing on results, building relationships, managing conflict, and making tough decisions, you can become a leader who inspires and motivates others, and who achieves real results for your organization.

FAQs

1. What is the DiSC assessment?

The DiSC assessment is a tool used to assess an individual’s behavioral style based on their preferences for four different traits: Dominance, Influence, Steadiness, and Conscientiousness. The assessment generates a personalized report that highlights an individual’s strengths, areas for improvement, and strategies for effective communication and teamwork.

2. What are the D styles of DiSC assessment?

The D styles of DiSC assessment refer to the two extreme ends of the Dominance spectrum. People with high Dominance tend to be assertive, confident, and results-oriented, while those with low Dominance are more reserved, cautious, and people-oriented. The D styles are represented by the D/D and I/D styles in the DiSC model.

3. What is the D/D style in the DiSC assessment?

The D/D style in the DiSC assessment refers to individuals who have high levels of both Dominance and Conscientiousness. These individuals are driven, ambitious, and focused on achieving their goals. They tend to be assertive, confident, and results-oriented, and may come across as demanding or insensitive to others.

4. What is the I/D style in the DiSC assessment?

The I/D style in the DiSC assessment refers to individuals who have high levels of Influence and Dominance. These individuals are charismatic, outgoing, and confident, and tend to be good at influencing and persuading others. They are also results-oriented and may come across as pushy or forceful to those who are less assertive.

5. How can I improve my D style in the DiSC assessment?

Improving your D style in the DiSC assessment may involve learning to balance your assertiveness with empathy and consideration for others. You can also work on developing your Conscientiousness to improve your decision-making and problem-solving skills. Building relationships and collaborating with others can also help you become a more effective leader and team player.

D-styles Overview