The origin of the DISC method is worth exploring before we dive into the subject.
Back, in 1928 a physio psychologist named William Moulton Marston invented the DISC method. Marston himself formulated it in his book "Emotions of Normal People."
DISC is a blend of psychology, philosophy and science among disciplines.
Interestingly even before Marstons book was published there were ideas that bore similarities to DISC. Empedocles for instance theorized that human behavior could be connected to the four elements; water, earth, air and fire.
Notable figures like Hippocrates and Carl Gustav Jung have also expressed thoughts that resonate with the DISC method.
Today William Marstons DISC method is widely recognized as an approach. Is extensively utilized by numerous companies to gain insights, into their employees, potential candidates or prospect.
1. Understanding Your Interlocutor to Better Grasp and Facilitate Communication
The DISC Method for Dominance, Influential, Stable, or Compliant is also known by other names such as the "colour method," or AEC DISC and the AEC method for "Arc-En-Ciel DISC."
The analysis of DISC is a tool when it comes to prospecting, in situations where prospects are overwhelmed with various demands. DISC helps us understand the personality of our prospects or interlocutors making communication easier and aiding in sales.
Having knowledge about someones personality can greatly assist in breaking down communication barriers especially if you're an expert who knows how to tailor your communication style to suit the individual.
DISC reports play a role in comprehending behavioral types. These reports provide insights into individuals behavioral profiles by highlighting characteristics like steadiness and conscientiousness. Steadiness, often referred to as "steadiness " is associated with traits such as reliability, patience and cooperation – qualities that're highly valuable for leadership positions. On the hand conscientiousness brings precision, analytical thinking and attention to detail – all attributes, for management roles that require meticulous planning and strategic decision making.
2. Integrating DISC in Humanlinker
Humanlinker has integrated DISC analysis into its technology so you can visualize the personality of the people you'll be addressing. This has enhanced all the personalization technology offered by the extension.
Imagine AI-generated Ice Breakers, emails, LinkedIn comments and communication tips personalized to the person you've analyzed.
That's exactly what we offer!
But before you use a tool without fully understanding how and why it works so well, let's start with the basics and help us better understand DISC.
This article will make you love psychology and inspire you to better understand your interlocutor to increase your response rate.
Where does the DISC method come from?
Before delving into the subject, let's see and understand where it comes from.
The DISC method was invented in 1928 by William Moulton Marston, a physio-psychologist.
DISC was first formulated in "Emotions of Normal People," authored by Marston himself.
DISC is a blend of psychology, philosophy, science, and more.
But even before the publication of this book (for historical reasons), the first thing that could be likened to DISC was the thoughts of Empedocles, who said that human behaviour could be related to the four elements (water, earth, air, and fire).
Other individuals, such as Hippocrates or Carl Gustav Jung, have also made statements that resemble it.
Today, William Marston's DISC is recognized as a proven method and is widely used by many companies to understand their employees or prospects.
What is the DISC method?
Without going into detail and keeping it simple, DISC is a solution for assessing human behaviour through questionnaires or personality analyses deeply rooted in psychology.
It allows determining a person's profile among the 4 D.I.S.C.
The 4 Types of Profiles in the DISC Method
In the 1920s, William Marston classified human behaviour into 4 typologies.
D for Dominance, represented by the colour red.
I for Influential, represented by the colour yellow.
S for Stable, represented by the colour green.
C for Conscientious or Compliant, represented by the colour blue.
The choice of colours is not random; Marston carefully selected them because the entire world can reason in terms of colours.
Colours with Meaning!
Each individual possesses a dominant character trait that can be associated with one of the colours in the DISC model.
Thus, in the same given situation, some individuals appear more lively and dynamic (red), others more sociable and friendly (yellow), some calmer and attentive (green), while others are more structured and pragmatic (blue).
Note Regarding DISC
It is important to emphasize that this does not mean an individual is limited to only one behaviour. It simply highlights the predominance of certain traits in their personality profile.
For example, a person may have a dominant red profile with an underlying tendency towards blue. This means they are results-oriented and dynamic but also appreciate organising things according to predetermined rules.
It is essential to understand that no colour is superior to another. It is not a competition but a classification.
Furthermore, our behavioural style is only fixed for some situations. It can vary depending on the context and the people we interact with.
The Importance of DISC in Sales
The DISC model holds value in sales because it allows us to grasp the personality traits of the person we're dealing with. This understanding helps us adjust our behavior use arguments and make a first impression. By getting a sense of our clients style we can build a connection communicate effectively and increase the likelihood of a successful sale.
Salespeople who utilize the DISC model are able to tailor their approach based on their clients preferences and motivations. They adapt their language, tone and communication style to resonate with their interlocutor. This fosters a deeper. Generates interest.
By establishing trust and rapport with our clients through the DISC model we significantly enhance our chances of closing sales successfully while ensuring satisfaction, for both parties involved.
To sum up the DISC model equips sales professionals with a tool, for understanding. Adapting to various behavioral profiles exhibited by their clients. This not enhances the quality of client relationships. Also boosts success rates throughout the sales process.
3. Characteristics of Colors in the DISC Method
D for Dominance: Red
I for Influential: Yellow
S for Stable: Green
C for Conscientious or Compliant: Blue
Specific needs, motivations, fears, and drivers characterize each profile.
D for Dominance: Red
Others perceive the red colour as someone assertive, energetic, and direct. Their demanding nature makes them particularly attentive to goals to achieve and return on investment.
As a result, they are often seen as impatient and insensitive because they are generally focused on the task rather than the human relationship.
Like the yellow profile, they have an extroverted nature.
What are the needs and motivations of the Dominant profile?
To dominate/control the situation
To tackle personal challenges
What are their limitations/fears?
Waste of time
Loss of control over the situation
ROI (how much)
Clarity of the objective (towards what)
The influential profile is characterized by extroversion, sociability, and optimism. Unlike the red profile, the influential individual prioritizes relationships, sometimes even at the expense of the objective.
What are the needs and motivations of the Influential profile?
Recognition from others
What are their fears/limitations?
Fear of rejection
Knowing who they will work with
Finding pleasure in what they do
The green or stable profile is described as an introverted relational individual, a facilitator.
Their main characteristics include being:
What are the needs and motivations of the Stable profile?
Stability and harmony in their work environment
What are their fears and limitations?
This profile tends to be more withdrawn and resistant to change
Loss of stability/lack of organization
The quest for meaning: why
The conscientious profile is characterized by introversion and interest in objectives or task completion. Individuals perceived as "conscientious" are described as:
What are the needs of the Conscientious profile?
In contrast to the yellow profile, individuals with a strong conscientious profile are driven by a need for precision and analysis.
Acting in the best way possible
What are their fears and limitations?
They may be perceived as overly critical of details
Criticism of their work, especially if it concerns the method
The search for the method, the right way to do things
Generally, a profile will include 2 or 3 predominant colours, rarely just one. In some individuals, however, one colour may be more visible/prominent.
DISC Analysis in Sales
DISC allows your sales teams to increase their response rates from prospects/clients. When your sales team contacts a prospect, they can know how to communicate with them. This allows them to understand their needs, how to present the product and establish a successful sales cycle.
When your team starts personalizing their initial messages using DISC and Humanlinker, the personalized messages they send will have a greater impact, consistently increasing your response rate.
Sending generic emails is outdated in 2023.
For example, our extension allows you to create icebreakers (the first message sent to your prospect) that align with the person's activity and personality.
But how do you determine your colour?
One well-known solution: an online test!
An online test will ask you specific questions to which you will respond. The questions are targeted and aim to provide answers that will allow the software to determine your personality.
A personality test can take up to 15 minutes, providing a reliable solution that is much quicker.
Another solution is the one used by Humanlinker.
The extension uses all the information you provide on your LinkedIn profile.
Profile photo, headline, information, background, LinkedIn activity such as likes, comments, shares, the company you work for, etc. All this information is compiled to determine the person's colour (try it yourself, it's really powerful).
Launch a test on our extension, and a report of the personality of the person will be given to you, you will be able to know his type and, thanks to that know how to interact with it, a score for several types of behaviour
By doing this, you facilitate the work of your sales teams while giving them the best chance to increase their response rates and win their sales.
DISC in other fields:
1. DISC assessment and understanding of behaviour types.
DISC analysis provides a valuable assessment tool for understanding behavioural patterns in individuals. By performing a DISC assessment, we can obtain information about their dominant colour profile, which helps us to understand their communication style, motivations and preferred work environments. This self-awareness enables individuals to adapt their behaviour and communication strategies to interact effectively with others with different profiles.
2. Influence and communication styles
An important aspect of DISC analysis is its influence on communication styles. Each behavioural profile tends to have distinct communication preferences and tendencies. For example, people with a dominant red profile may prefer direct, assertive communication focused on results and efficiency. In contrast, influential people with a yellow profile may value more social and engaging communication, emphasising relationships and enthusiasm.
Furthermore, individuals with a stable green profile prioritize harmonious and cooperative communication, valuing empathy and understanding in their interactions. They may prefer a more patient and supportive approach, taking the time to listen and create a nurturing environment for effective communication.
On the other hand, those with a conscientious blue profile often exhibit a precise and analytical communication style. They pay close attention to details, favouring well-structured and organized discussions. They may prefer to present information methodically, focusing on accuracy and logical reasoning.
Understanding these communication styles can greatly enhance interpersonal interactions and avoid potential misunderstandings. For example, a salesperson with a dominant red profile interacting with a client with an influential yellow profile can adjust their communication style to align with the client's preference. They can infuse energy, enthusiasm, and social engagement into their conversations, building rapport and increasing the likelihood of a successful sales outcome.
In a workplace setting, team members with different behavioural profiles can benefit from adapting their communication styles to collaborate and achieve common goals effectively. A leader who understands the diverse profiles of their team can tailor their communication approaches accordingly.
They may adopt a more direct and task-focused approach when interacting with individuals with a dominant red profile while taking a more supportive and empathetic approach with those with a stable green profile.
It is important to note that individuals may display a combination of behavioural profiles, with one or two being more dominant. For instance, someone may exhibit both influential yellow and conscientious blue traits. This complexity adds nuance to communication styles and highlights the need for flexibility and adaptability when interacting with others.
By recognizing and appreciating these diverse communication styles, individuals can foster better relationships, resolve conflicts more effectively, and create a positive and productive work environment. The key is to remain open-minded, adaptable, and willing to adjust communication approaches to accommodate the preferences and needs of others.
Overall, DISC analysis provides valuable insights into communication styles, enabling individuals to tailor their approach, adapt to different profiles, and build stronger connections. It serves as a roadmap for effective communication and collaboration, improving interpersonal relationships and enhancing team dynamics.
3. DISC analysis for recruiting and selecting candidates
When hiring someone for a job, selecting the person solely based on their certification and training is not the most important factor. Although these aspects still hold significant value in assessing their level of expertise, hiring someone for their personality and taking the time to get to know them is equally important. Skills can be learned, whereas personality is unique.
When it comes to recruiting new employees, incorporating DISC analysis can be beneficial. By evaluating candidates' behavioural profiles, employers can assess their compatibility with the existing team and determine their suitability for specific roles. For example, a sales position may require someone with a yellow influential profile, while a project management role may require someone with a blue conscientious profile. By considering behavioural types during the recruitment process, employers can make more informed decisions and build cohesive teams.
4. Using DISC reports in the workplace
DISC reports generated from assessments can be valuable resources in the workplace. These reports provide detailed information on an individual's behavioural strengths, weaknesses, communication style and work preferences. Managers and HROs can use these reports to adapt their leadership approach, assign tasks that match individual strengths, and foster a more harmonious and productive work environment.
5. The role of stability and awareness in leadership
The DISC model highlights the importance of stability and awareness in effective leadership. Individuals with a stable green profile are often seen as reliable, patient and cooperative, making them relevant to leadership roles that require team collaboration and harmony. In addition, individuals with a conscientious blue profile bring precision, analytical thinking and attention to detail, which can be valuable in leadership positions requiring careful planning and strategic decision-making.
The DISC is an essential and powerful tool for your activity
The DISC tool holds importance. Provides significant benefits, for various aspects of your work. By incorporating DISC into your work process you can enhance your recruitment, management, sales and other areas. It brings an approach by considering each individuals personality in the workplace.
Utilizing the insights gained from DISC analysis allows you to tailor your interactions and leverage the strengths of each team member resulting in high performing teams. By understanding patterns and promoting communication you can enhance productivity, collaboration and overall well being within your organization. Integrating DISC into your work approach is an investment that allows you to maximize talent while fostering long term success.
Customizing your interactions based on profiles increases the likelihood of success by building relationships and providing a positive experience, for potential customers. You can adapt your strategy to align with each prospects communication preferences effectively capturing their attention and engaging them in ways.