DiSC® Model Summary


During our the Improve Your Feedback Show we made reference to the DiSC model. In addition, we have a number of podcasts specifically on the details of the DiSC model in our Registered Listeners Section.

If you're interested in the DiSC model and haven't registered yet, you'll want to register and listen to these special podcasts. You'll find a useful summary of the DiSC model here. You may even want to print it out and have nearby while you listen to any of the shows on the DiSC model.

In addition to the DiSC Summary we previously posted, we have also made available the How To Use The DiSC To Be More Effective Every Day cheat sheet. This tool summarizes in a very easy-to-understand way how to identify individuals with characteristics of the key DiSC dimensions, what they do, what they want from others, what you should do to be effective with them, and what to expect from them in their communications. In addition, we provide some specific guidance to use in increasing your management effectiveness with them.

Download the How To Use The DiSC To Be More Effective Every Day cheat sheet here.

If you are interested in learning in detail about YOUR profile, you may purchase the online version of the DiSC Profile here.

Being a High-C middle manager, I don't

Being a High-C middle manager, I don't like to write much. But I really appreciate what you do here. I am a loyal listener. You have really provided some valuable tools and suggestions for my career. I have been listening for about 6 months, have caught up with all of the podcasts. I am planning next to listen to all of them again, and take notes this time so that I can plan the implementation of many of these ideas in my workplace! Maybe that's too High-C, huh? Not for me! Thank You.

PJ- Great post! Thanks for


Great post! Thanks for "writing", and for your kind words.

The beauty of the DiSC model is not just that it helps us understand ourselves, but that it leads to an appreciation of, AND READY ADAPTATION TO, others' styles. What works for you works for you, PARTICULARLY on something as singular as learning from a podcast. You actually suggest something upon which us I's, D's, and S's would do well to emulate you. Taking notes works for everyone.

It's a privilege to serve thankful listeners who express it.


What a wonderful series of podcasts.

What a wonderful series of podcasts. Congratulations on work very well done, the information here motivates, inspires, and helps me improve my management 'craft' every day. I've gotten in the habit of recommending casts to my colleagues and direct reports - especially the ones who are wondering what's come over me when I want to meet with them individually each week.

Anyway, I took the DiSC about 6 years ago and pulled it out again after your latest casts. At the time I was high 'I' and 'S' but 'D' was close behind - I took again and found that I'm now a higher 'D'. I assume that that is because over the years I've had to become more directive as a manager, but I'm interested in your experience with the DiSC profile over time, do we change?


Melissa- Glad you like the shows!


Glad you like the shows! Thank you for recommending us... that makes us what Seth Godin calls "remarkable" - good enough to be make others feel "able" to "remark" about our work. When you refer us, you help us achieve our objectives.

There is a LOT to the whole "changing over time" discussion, some of which DiSC does NOT address (or, that I've found other models address better - talking organizational models, not profiles).

In general, though, what I've found is that we adapt to the ROLES we're in, rather than one's profile naturally morphing over time. I don't know why you would "have to" become more directive as a manager - the opposite is usually true in managerial growth curves. Most people, left in the same role with similar bosses, don't change very much over time. MOST. And, if the role changes, people do experience some changes in their approach. Sounds like this has happened to you.

And, the BIG key still is, not what your style is, but how good you are at understanding and working with - COMMUNICATING WITH - others' styles. ADAPTABILITY is the key.

It's a privilege to serve you,


[...] DiSC Model Summary

[...] DiSC Model Summary [...]

Loved the DISC series! I recently

Loved the DISC series! I recently became a manager and used your tools to be direct with a high D it worked out great!! Thanks for all you give us!! Your managment bootcamp has made my life and work so much easier. I have told so many people about your podcast and it has changed lots of lives. Keep up the good work!!

Your work on the DISC podcasts is

Your work on the DISC podcasts is outstanding! We've incorporated the DISC podcasts into the coaching model as one of the many tools available to staff for their development. We've had great success! Most of the "personal" issues we've had among staff relate to differences in communication. Helping our staff understand their colleagues has led to unbelievable results! Thanks again and keep up the great work!

(As both a high I and high C, I', so conflicted!)


Pica- Thank you! Glad we're helping


Thank you! Glad we're helping you.


(But let's not call it bootcamp! ;-) )

Jeff- Glad the series was helpful.


Glad the series was helpful. Mike and I thought it would be a great driver of registration, and it appears to have helped immensely.

We have several "tools" that we will be rolling out in the near future that use the DiSC concept in retention, interviewing, coaching, feedback, etc... VERY powerful stuff I've used in my practice. (These will be paid - maybe subscription - products though.)

It's a privilege to serve you,


Just this morning I used the DISC

Just this morning I used the DISC cheatsheet to help me give positive feedback to someone who had just done a great job but was slighted when it came time to give credit. Thank you very much.

I have recently learned about the DISC

I have recently learned about the DISC style and use a personality quiz formated around the DISC idea. This has allowed me to find the right personallity that will shine in the sales positions. It also has allowed me an edge over some other managers to give my staff the direction, support, and tools they need to be sucessful.

Great information keep it comeing. I have added you to my blog roll.

Thank you!

Nick- Nice work. Glad we could


Nice work. Glad we could help.


Tenderfoot Management- Thanks for

Tenderfoot Management-

Thanks for the kind words, and the blogroll add. Best wishes with your site!


PS: We try not to refer to DiSC as related to personality. It's a subtle distinction, but most people feel personalities can't change, but behavior can. - H

Mark & Mike -- I love the show.

Mark & Mike --

I love the show. It's been very insightful and interesting. Your casts are an intellectual feast for me. Please don't take that to mean that I think it's "intellectual, but not practical". In my current work role, I am an individual contributor, but several of your casts have shaped my thinking for my role in non-profit organizations.

I've seen the DISC model (or similar models) for several years now -- and taken different kinds of surveys and tests to determine my communication style. (Your casts have made it clearer though that this is a tool for understanding others' communication style, and less so for one's own style.)

I'm curious about your thoughts on something that I've heard called a "blend". This refers to a person who doesn't really have a default communication style, but is rather balanced in all four directions evenly. (In some contexts, "balanced" might also mean "confused"! Ack! Which way to communicate? Dominantly? No, maybe conscientiously. Or maybe...you get the idea.)

Again, kudos for the great work you are doing and sharing.

p.s. I've been listening to one or two of your shows each day during my commute. I'm almost caught up from your first show. I don't know what I'm going to do once I catch up!

Donnie- Ahh, the dreaded,


Ahh, the dreaded, "post-catch-up-only-5-shows-a month-blues"!!!! Mike and I never dreamed of this phenomenon. Sorry for the withdrawals!

Regarding "blends": everyone has the potential to communicate in any way they choose, it's just that we all have primary tendencies. One of the core principles of DiSC behavioral thinking is that ADAPTABILITY is what is to be sought. Regardless of your own style, one is more effective when one adapts to others' styles.

Glad you're a member!


Mark, I've noticed that whenever you


I've noticed that whenever you refer to DiSC, you always (or nearly always) make the "i" lowercase. Is there a reason why? (Apologies, if this has been covered elsewhere.)

Just curious,

Donnie- It's a good question with an


It's a good question with an interesting answer. You can learn the whole story here:


What's more, if you read carefully, you see that the concept is NOT copyrighted, but the one firm that uses the small i is dominant because of the questions and their process. Mike and I are discussing how to go forward with what we consider a great tool for effectiveness.


Mark and Mike; Your DISC model

Mark and Mike;

Your DISC model discussions are absolutely brilliant. I studied DISC and read literature about it in school but your discussions actually provide some wonderful real-world knowledge that is invaluable in further understanding. After listening to the podcasts and studying your guides I find myself as both a high-I (influence my teammates to achive our goals) and high-S (concerned with teammates inputs into the goals and take an interest in my subordinate's well-being). Is that possible?

CalKen- Thank you for your gracious


Thank you for your gracious comments. We're glad you're part of our community!

And to answer your question, yes, it certainly is. Having two primary tendencies is fairly common, and it bodes well for those around you.

One facet of those tendencies together is that you, at times, would be comfortable with either an aggressive or passive choice, so long as you focused on people.

You're living proof of Horstman's First Law: It's All About People.

There's more to come with our sharing on DiSC insights, as well. Let us know how they continue to help.


Guys : I'm loving the shows. I've

Guys : I'm loving the shows. I've been a middle manager now for a while and these shows have helped me to really raise my game.

To illustrate I'd like to share a recent experience. I've been with my present company for fve years and have been trying to come to 'grips' with the culture (due to the a dispersed, technical nature of the company) everything is done through email. Even within my team (although I get them to talk to me occaisionally ;-)).

I recently had to start working with a new colleague, very bright, very technically competent, but I needed to provide him with some feedback on the way he interacted with me. Using the DiSC model, I worked out what 'buttons' I needed to press with him and provided feedback by email (he does not like 'talking'). It worked and he responded to me by picking up the 'phone. Now we talk. Feedback works (probably not as effectively as when talking) but it did get through. I'm not sure I'd have got anywhere if I hadn't been able to use the DiSC model, so thanks.

- Stuart

Mark/Mike, You mention Patton and


You mention Patton and Schwartzkopf as being high D's. What do you think Dwight Eisenhower was? High S with heavy doses of I and C? Or was he a high I? How about Omar Bradley? Sorry, I've always been fascinated with WWII (my dad was a captain in the army Signal Corps) and I've always been intrigued by comments I've heard on the History Channel and other places that Roosevelt chose Eisenhower as the Supreme Allied Commander because he needed someone who could keep the "team" together (avoid killing each other ;-). I've also found it interesting that Patton's reaction to this choice was supposedly one of disdain and/or disbelief.

Thanks, Al

Eisenhower was a high D too, believe it

Eisenhower was a high D too, believe it or not. If you read "19 Stars", you'll see it... basically, maybe only Bradley was not a D. To be at that level, with those burdens, you're just going to find a lot of D's... particularly in the HISTORICAL military.

I love the history there too, Al. I particularly like the Pacific Theater, though lately Rick Atkinson's An Army at Dawn has me thirsting for the second in the trilogy.


Guys, For me my first foray into


For me my first foray into DiSC was a real aha moment. I have used it within my team to help them understand some of their own reactions and of those around them. I am not looking for them to try and change themselves or each other but knowing how people may react certainly goes a long way to avoiding conflict.

You have mentioned the difference between personality and beaviour here, and for those who have read Marcus Buckingham "First Break All the Rules" and/or "Now Discover Your Strengths" you will have a notion of the difference as well.

Your DiSC profile is sensitive to environment when you take the profiling. You should not look to be profiled any more frequently than every 6 months but you will see your profile change over time and role.

As and when we get around to discussion diversity and cultural differences I have noticed some generalizations within the Asia Pacific region that are [potentially] very insightful, bearing in mind that they are generalizations.

India High C
Thailand High S
Philippines High I

I like to think of the first response to help me understand the people within my team, so in the scenario of "Let's go for lunch"

High C - where are we going? what's on the menu? how much are we allowed to spend? i.e. starting to focus on the minutae

High S - why are we going for lunch? (thinking is there some change about to be announced, this isn't normal!!)

High I - great! who else is coming?

High D - Why! (this wasn't my idea, do I want to spend anytime with these people)

I do have a matrix of interplay which I will aim to post this week. It gives an indication of successful combinations of DiSC profiles.

Which podcasts do you recommend for

Which podcasts do you recommend for learning the basics about DISC?

Mary, Check out the members only

Mary, Check out the members only podcasts. You will find one for each of the behavioral styles. Great stuff!!

[...] (1)If you haven’t subscribed to

[...] (1)If you haven’t subscribed to manager-tools podcasts yet give it a go. There are some great ones in the archives. Start with the DISC model ones, then do the One-On-One podcasts, there are two titled “Single Most Effective Manager tool Part 1 and Part 2” or something like that. It’s a more formalized version of the Daily 5. Nice supplement to Managing with Aloha (not that it’s needed, buy the book AND do the podcasts - they’re different people and different spins.) [...]

[...] According to DiSC I’m a 4734,

[...] According to DiSC I’m a 4734, which according to the summary provided by M-T’s means I have more in common with Willard Scott, Bill Clinton, and Katie Couric than I do with George Patton, Mother Teresa, or Joe Friday. I think those of you who know me in real life will agree with those summations… even Dave will agree I’m more like Bill than the others. I recommend the DiSC assessment suggested by Manager Tools available here. [...]

Mary Tyler Moore might make a good

Mary Tyler Moore might make a good addition to examples of High S's in the "How to use DISC to everyday" cheat sheet.

I watched the Mary Tyler Moore show with my family over the weekend and I believe her High S behaviors might provide a better "television/movie" example than Mr. Rogers, who to my generation seems a little "weird" rather than reserved and team focused. But then again who of my generation watches MTM...

Just a thought because she seems to be such a great example. Also, because I know I relate most to the TV/movie examples, over the actual celebrities, who we never see behave for long periods of time.

[...] the DISC temperament model (and I

[...] the DISC temperament model (and I highly recommend the discussion of DISC on the Manager Tools podcast), [...]

Thanks for the information you provide

Thanks for the information you provide on the site-great stuff and very eye-opening!

I have a question regarding the DiSC profile? I have been tasked with opening up a retail division for our company (we have only done B2B until now) and am working with another manager to get this done. We are both high-C types according to the profile-I am a blend of C/D/S and the other manager is pure C. Naturally we are involved in setting up process and procedures now since that is where our strengths lie. As part of this we needed to meet with a self-described high "I" manager regarding the use of the showrooms under this manager's direction.

What was interesting to me is that it soon turned out that the manager had a distinct behavior bias. They had gone through sales training at another company (not with Manager Tools) and had developed an interest in the DiSC model. The manager claimed to have tested everyone in their department and said that this was necessary because types other than "I" should be kept as far from sales positions as possible. In fact this person only hires "I" behavior types for any kind of customer contact. Since both the other high-C manager and I have many years of customer contact positions behind us this had us rolling our eyes a bit, but we are trying to learn our limitations too. We both want this venture to succeed and we are trying to remain receptive to others input.

My question is: Since this is primarily a communication tool, what is the validity of hiring and job-typing based on behavior preference?

I noticed the Be Effective with DISC

I noticed the Be Effective with DISC document now has some color. Does it correspond to the Pace Palette dimensions?

Dears Sirs, I highly appreciate your

Dears Sirs,

I highly appreciate your activity and offer your casts as one of the best business casts at my site freeaudio.ru (it's for russian listeners, however, knowing English) for these purposes.

Please let me know do you give my a right to place your members-only casts at my site or no.

Pavel Nosikov

Pavel, Although I appreciate your


Although I appreciate your desire to share our work with your Russian listeners, what you are currently doing is in violation of our terms of use. If you would like to discuss further, please contact us via email.