With countless myths and misconceptions about DISC and personality profiling tools online, it’s no surprise people are confused. Don’t worry—we’ve created this guide to debunk the most common myths about DISC and help you understand its true value.

A Brief History of DISC

The DISC model was first proposed by psychologist William Moulton Marston in his 1928 book Emotions of Normal People. It describes various behavioural styles based on how people perceive themselves and interact with their environment. Marston’s original model outlined four categories: Dominance, Inducement, Submission, and Compliance, though later theorists adjusted these names.

Fun Fact: Marston wasn’t just a DISC pioneer—he also invented an early lie detector and created the comic book character Wonder Woman. A true multi-talented psychologist!

The first DISC assessment was developed by industrial psychologist Walter Clarke in 1956, paving the way for modern DISC assessments used by millions globally each year.

How the DISC Assessment Works

A DISC assessment involves a short questionnaire where participants select statements most and least relevant to them. The results identify their primary behavioural style(s) across four profiles:

  • Dominance: Competitive and ambitious, shaping their environment for success.
  • Influence: Energetic and optimistic, excelling at motivating and negotiating.
  • Steadiness: Stable and dependable, great team players and active listeners.
  • Compliance: Meticulous and logical, valuing accuracy and thorough research.
     Note: Many people blend multiple profiles, such as Steadiness and Compliance or Dominance and Influence.

Now that we’ve covered the basics, let’s bust some myths about DISC and personality assessments.

Myth #1: Personality Assessments Are Just for Hiring

Fact: DISC is more valuable for current employees than job applicants.

While personality assessments are often used in hiring (e.g., Myers-Briggs), DISC shines with existing teams. It helps teams and managers improve communication, collaboration, and conflict resolution. It’s especially useful for leaders or high-potential employees, enhancing their communication and leadership skills. Using DISC fosters self-awareness and growth, creating a workplace where everyone can thrive. Plus, it’s more cost-effective than assessing hundreds of applicants for one role!

Myth #2: There Is Only One DISC Assessment

Fact: There are various DISC assessments, and not all are equal.

A common misconception is that there’s just one DISC assessment. While all are rooted in Marston’s theories and use similar questionnaires, they differ significantly. At Discflow, we offer the Discflow Core Report, the world’s first assessment to combine DISC with Emotional Intelligence (EI). This unique integration provides deeper, more actionable insights into behaviour and emotions, making it ideal for leadership and team development.

When choosing a DISC assessment for your organisation, research the vendor. Different providers use varying terminology—‘Compliance’ might be ‘Conscientiousness’, or ‘Steadiness’ might be ‘Submissiveness’. Validity and reliability also vary, so due diligence is key.

Myth #3: Personality Tests Are Not Reliable

Fact: DISC assessments are highly reliable, unlike many personality tests.

Many dismiss personality tests as unscientific, and DISC often gets unfairly grouped in. However, DISC has been independently proven reliable. Studies from Scandinavia and Russia confirm that DISC results are consistent over time, ensuring dependable outcomes for users.

Myth #4: DISC Isn’t Worth the Price

Fact: DISC can significantly boost your bottom line.

Soft skills like communication and teamwork are hard to quantify, making some question DISC’s ROI. Yet, metrics like employee engagement, retention, and productivity reveal its impact. When team members understand their own and others’ styles, they build stronger relationships and work more effectively. Learn more in our blog on measuring DISC’s ROI.

Myth #5: DISC and Myers-Briggs Are the Same

Fact: DISC and Myers-Briggs are very different.

As popular assessments, DISC and Myers-Briggs are often confused, but they’re distinct. DISC focuses on four categories (Dominance, Influence, Steadiness, Compliance), while Myers-Briggs offers 16 types (e.g., INFP, ESTJ). We find Myers-Briggs too complex for workplace use—remembering 16 types is tricky! DISC’s intuitive approach makes it more practical for professional settings.

Myth #6: D Types Are the Best Leaders

Fact: All DISC profiles can be great leaders, each with unique strengths.

Many assume Dominance (D) types are the best leaders due to their ambition and results-driven nature. However, every DISC profile offers leadership potential:

  • Influence (I): Motivates teams with positivity, but may need to work on conflict resolution.
  • Steadiness (S): Supportive and democratic, though they might need to embrace risk-taking.
  • Compliance (C): Organised and detail-oriented, but may need to improve team motivation.
     Check out our blog on DISC leadership styles for more insights.

In Summary

Myths about DISC and personality assessments abound, but we hope this guide has clarified the facts. DISC, especially with Discflow’s Core Report, is a powerful tool to enhance teams and unlock potential.

Ready to bring Discflow to your organisation? Contact us or explore our Discflow® Profile reports to find the perfect solution.