DISCASIAPLUS
Common Mistakes Made by DISC Practitioners
The DISC personality profiling system has been widely used for decades. As one of the oldest personality instruments still in use, it continues to be applied in both educational and professional settings. Its straightforward design, focusing on four key dimensions (Dominance, Influence, Steadiness, and Compliance), makes it easy to understand. However, due to this simplicity, many self-taught practitioners who haven’t undergone formal accreditation often make some common mistakes. Here are a few:
- Excusing Behaviour by Claiming Personality is Hard-Wired
While it’s true that certain personality traits are ingrained, it’s equally important to recognize that environmental factors play a significant role in how we behave in specific contexts. Adaptability is crucial as we navigate different situations in life. As Charles Darwin put it, “It is not the strongest of the species that survives, nor the most intelligent, but the one most adaptable to change.”
Before justifying your behaviour as unchangeable due to your personality, take a moment to reflect on how your actions impact those around you—whether friends, family, or colleagues. How you behave can shape how others view and interact with you.
- Only Focusing on High Points
Many practitioners tend to focus only on the high points of each DISC dimension. This is understandable, given that the four dimensions are typically named based on their dominant characteristics:
- Dominance
- Influence
- Steadiness
- Compliance
However, limiting yourself to the high points means you’re only using half of the tool’s power. Each dimension also has its low points, which are equally important for a complete understanding. For example, a person with low Dominance (low D) might be seen as indecisive. But decision-making is a necessary life skill, regardless of personality. A low D individual often approaches decisions collaboratively, seeking input from others and arriving at a consensus.
To gain the full potential of the DISC model, it’s essential to consider both the high and low aspects of each dimension. A comprehensive profile looks at both ends of the spectrum. It is for this reason that representing the DISC profile graphically with both its highs and lows in all the dimensions is the most comprehensive graphical representation of the person you are profiling.
- Collapsing D/S and I/C Dimensions as Opposites
Another common misunderstanding is collapsing the dimensions into opposites—assuming D and S, and I and C, are two sides of the same coin. This misinterpretation suggests that Steadiness is merely the opposite of Dominance and Compliance is the inverse of Influence, reducing the instrument’s four dimensions to just two.
This oversimplification is incorrect and undermines the depth of the DISC system. Each dimension measures distinct behaviours and tendencies, not just opposites. At DISCAsiaPlus, we clarify these dimensions as follows:
- Dominance (D) – Task-Oriented
Tendency to seek autonomy and take charge when approaching task in the face of challenges - Influence (I) – People-Oriented
Tendency to positively influence others to one’s points of view and to seek social stimulation - Steadiness (S) – People-Oriented
Tendency to relate well with others and respond steadily to the pace and demands of the environment. - Compliance (C) – Task-Oriented
Tendency to follow one’s moral obligations in the pursuit of goals, direction and work efficiency
Each dimension measures distinct traits and should be interpreted independently, not collapsed into opposite pairs.
- Assuming DISC Measures Intelligence
One critical error is assuming that DISC measures a person’s intelligence or ability. DISC is not an intelligence test; it’s a behavioral model that describes how people tend to act in different contexts. While it sheds light on behavioral tendencies, it doesn’t assess cognitive ability or intellectual capacity.
When interpreting DISC profiles, remember that the results speak to how people behave, not how smart or skilled they are.
Conclusion
As with any tool, proper understanding and application of the DISC profiling system are essential to avoid misinterpretation. Practitioners should take a comprehensive approach—considering both high and low points, avoiding oversimplification, and keeping the limitations of the tool in mind.
What are your own experiences with using and interpreting DISC profiles? Share your insights!