What is DISC?

DISC (Dominance – Influence – Steadiness – Compliance) is the acronym for dominance, influence, sustainability and compliance. We all own these traits ourselves, but one or more of them will prevail.

DISC Theory was researched and built by psychologist William Moulton Marston – also known as Charles Moulton. The 4 letters D, I, S, C represent 4 human personality groups: Dominance (dominance), Influence (influence), Steadiness (consistency), Conscientiousness (compliance).

4 main groups of DISC personality

Also from the above four personality traits, the DISC test offers four specific groups of people, including Leadership Group (Group D), Influencer Group (Group I), Group of Consistency ( Group S) and Compliance Group (Group C).

Each individual has all four above personality groups, with different levels. When reading an individual’s DISC chart, we will select one or two groups that account for the highest percentage to determine the typical personality of that person.

  • Dominance Group

Those who fall in this group of important completed results. They are always confident and have the motivation to compete to win or achieve success. They always accept challenges and act immediately to achieve results. People in the Leadership group are often described as strong, confident, and agile, and always approach problems directly. However, the downside of the Leaders is that they are sometimes limited by carelessness towards others, impatience and skepticism. They are also sometimes thought to be vulnerable.

The goal of the Leader Group:

  • Attaining excellence.
  • Independent.
  • Towards new opportunities.
  • Control over who is opposite.

However, it is difficult for them to:

  • Show patience.
  • Work with details.

When communicating with the Leaders, show them your ultimate goal, explain briefly, without repetition, avoid distracting, and focus on solutions instead of problems.

Leadership teams are usually: Developer, Development Orientator, Inspirator, Creative Worker.

  • Influence Group:

People in this group focus on influencing or persuading others with their openness and relationships. They are often portrayed as persuasive, enthusiastic, warm, optimistic, and believing in others. Their working style always shows cooperation and enthusiasm. Influencers are often driven by social recognition (or a group of people in society), in group activities and the development of relationships. That is why they will fear losing their influence, being rejected or ignored.
The Influencers can be limited by impulsiveness or disorganization.

The goals of the Influencer Group:

  • Achieve win with flair.
  • Have good friendship and always feel happy.
  • There are reputable in the community or achieve fame.

However, it is difficult for them to:

  • Communicate directly and frankly.
  • Concentrate for long periods.
  • Controlled.

When communicating with Influencers, you should share your personal experiences with them, allowing them time to ask questions and talk. You should also focus on the positives, not giving too many unnecessary details, and not interrupting the story line.

The Influencers are usually: Promoter, Persuasion, Appraiser.

  • Steadiness

People in this group often focus on cooperation, sincerity and trustworthiness. They often seek the impetus from collaboration, collaboration, sincere appreciation and towards maintaining stability. Persistent people are often described as calm, patient, predictable, stable, and consistent. They may also be limited by indecision, fear of change, fear of instability, and offended. However, you can count on the value of loyalty and the assurance of steadfast people.

Goal of Consistency Group:

  • Achieve personal achievements.
  • Gain the support of a group of people.
  • Working in a controlled environment and not much change.

However, it is difficult for them to:

  • Adapting to the changing environment or the objectives set out are not clear.
  • Have to do many things at the same time.
  • Must compete with / against others.

When communicating with Resilient people, you should show your concern for them and show them what to expect from them.

The Consistency is usually: Experts, Investigators

  • Compliance

People in this Compliance team often focus on quality and accuracy, personal expertise and competence. They often find motivation from opportunities to gain knowledge, opportunities to demonstrate their personal expertise and to create quality products. Compliant people pay attention to accuracy at work, they always want to maintain work stability. Compliant Persons are also often described as careful, cautious, systematic, accurate, polite, and diplomatically knowledgeable. However, they may be limited by being overwhelmed, isolated themselves, criticisms and mistakes.

The Compliance Person’s goal is to:

  • Having an objective working process, achieving high accuracy.
  • Feng steady and reliable.
  • Knowledge and expertise.
  • Personal Development.

However, it is difficult for them to:

  • Quitting unfinished work.
  • Must compromise for the sake of the group.
  • Join social events.
  • Must make decisions quickly.

When communicating with Compliant people, focus on facts and details, minimizing emotional language and impatience.

Compliants are usually: Objective Thinkers, Perfectionists, Researchers.

12 DISC personality groups combined

Marston’s DISC system begins with four personality points: Domination (D), Influence (I), Consistency (S), and Compliance (C). When taking the DISC test, you can define your personality group through 1 or 2 of the traits that best suit you. You can also get more specific by identifying which traits are most evident in your behavior through the following 12 personality group combinations:

1.   The Challenger (DC): 

This type of person doesn’t like to mess. People with these associations are motivated, like work done, and assertive – though they are also sometimes seen as emotionless, indifferent, or aloof. This is because they feel most comfortable in a dominant position, leading a team, or as an influential voice.

2.   Winner (D): 

This is precisely the cousin of the challenger. They are the type of ruler who makes the decisions from the start – focused, inspirational, they can be a great leader and are the ones who demand results rather than spend their time doing public works. daily work.

3.   Seeker (DI): 

Seekers are pioneers. They are happy to go down the tough path to success if that means creating more profitable processes and ideas. They feel frustrated by resting on their victories and will motivate their colleagues to create new ideas at work.

4.   Risk Acceptor (ID): 

So is the Risk-taker, filled with new ideas and a bold leap forward. They may be less likely to seek a position of power, which means they will explore those ideas among their ranks at a basic level.

5.  Enthusiasts (I): 

This is the type of person everyone loves – who is more concerned with realities than the inner thoughts, or emotions, or extravert type. They have a passion that is contagious and can re-energize mentally in a grueling meeting room.

6.  Friend (IS): 

On the other hand, this type of person is always willing to listen and empathize with his colleagues. Their enthusiasm is shown through the emotional and professional support they give to others. They are confident, aware and approachable, and work at the team’s social center.

7.  Collaborator (SI): 

The Collaborator brings people together. Empathy and listening skills make them ideal for bringing groups and work units together to work well together.

8.  Mediator (S): 

If you are on the Consistency point of the DISC compass, you might be the one trusted to connect your teammates and bridge the gap between management and workforce.

9.  Technician (SC): 

Technicians are not necessarily good in technology, although they are very logical and understand the business operations of the business itself.

10. Foundation (CS): 

This is the type of trustworthy person who avoids conflict but does not shirk responsibility.

11. Analyst (C): 

If you’re an Analyst, it’s easy to be captivated by details. You may find yourself forgetting all your time and surroundings on the road to perfection!

12. The perfectionist (CD): 

The perfectionist has a fairly detailed and decisive direction, a powerful combination that is hard to bear with either of these characteristics.

How to read the DISC chart

There are four main pairs of personality opposites that DISC uses:

Active (Direct)> <Passive (Indirect)

Task Oriented> <People Oriented (People Oriented)

From here, the determination of character based on DISC is processed into 3 steps: 

Step 1: Define the first criterion – Active / Passive

Notice whether the object is the person who actively speaks his or her opinion or has to wait until we ask to start speaking. Or in the story, whether the person actively led the story or gave a short answer. Not just talking, you may want to notice the speed and the proactivity of other things the subject does to make judgments.

Step 2: Define the second criterion – Work-oriented / People-oriented

People with good professional knowledge, and the ability to reasonably analyze rigid data are typical of work-oriented people.

On the contrary, people who are inclined towards humans often have a harmonious, elegant personality, very easy to interact with. They are not too good at analyzing books or making important decisions but in return are very interested in the thinking of others. 

It is okay to pose and see if the person is too emotionally dominated when deciding.

Step 3: Combine the results of the above 2 steps 

After you have checked and got the results, now is the time to put them together and guess what attributes the opposite person is. Here are the 4 groups of results you’ll get after analyzing: 

  • Group 1: Active + Towards work: This is a key indication of Group D – The frontman. 
  • Group 2: Active + Towards people: This is a key indication of Group I – The influence.
  • Group 3: Passive + Towards people: This is a key sign of group S – The steadfast. 
  • Group 4: Passive + Towards work: This is a sign of group C major – The discipline.

The importance of DISC at work?

Currently, DISC is widely applied to many areas of life, such as:

Sales: DISC helps you capture customer psychology. Since then, sales, customer support, problem solving … have also become more effective.

Evaluation of staff capacity: Based on DISC, managers can get a more objective view of employees. Understand the strengths and weaknesses of each individual, arrange work reasonably, promote work to achieve high productivity.

Recruitment tools: Applying the DISC test, recruiters not only understand personality, strengths, and weaknesses, but also capture how candidates respond to challenges, teamwork … Companies can consider and select suitable personnel for the vacancy.

DISC application in life

Communicate with a group with a high D score

  • Don’t ramble or waste their time.
  • Continue to do your duty
  • Be clear, specific, and go straight to the point.
  • Do not try to build personal relationships or gossiping.
  • Be prepared with all the goals and requested an organized way.
  • Describe the problem in a logical manner; Plan an effective presentation.
  • Provide options and alternatives so they can make their own decisions.
  • If you disagree with their opinion, focus on the facts, not criticize their personality.

Communicate with a group with a high I

  • Talk and ask about their ideas and goals.
  • Scheduling interact and support the goals and their ideas.
  • Maketime for networking and socializing.
  • Don’t look towards facts, figures and alternatives.
  • Help them become organized and detailed in the text.
  • Don’t make them choose.
  • Provide ideas for implementation.
  • Provide testimonials from people they see as important or prominent.
  • Encourage their willingness to take risks.

Communicate with a group with a high S score

  • Do not rush into business or plans in a hurry.
  • Show a sincere interest in them like everyone else.
  • Attracting their individual goals and shortcomings.
  • Don’t force them to respond quickly.
  • Present your case in a reasonable manner, do not threaten or lengthy.
  • Dispel the confused atmosphere with individual questions.
  • Ask specific questions (How?)
  • Do not interrupt when they speak, listen carefully.
  • Pay attention to their personal feelings if situations have a significant impact.

Communicate with a group with a high C

  • Be straightforward and direct.
  • Take notice that they can not communicate comfort in one big group.
  • Ask them if they see the same problem as you.
  • Give them the information and the time they need to make a decision.
  • Do not be too formal, superficial, or too personal.
  • Build credibility by considering every aspect of the problem.
  • Don’t force them to make a quick decision.
  • Be clear about expectations and deadlines.
  • If you disagree with them, please prove it with data and facts or testimonials from reliable sources.


Hopefully, some of the above information can help you understand what the DISC pattern is, how to read the chart correctly to identify yourself and those around you. From there, you can actively change your behavior accordingly to achieve effective communication as well as work and daily life.