How Everything DiSC Management Techniques Can Make A Better Workplace

‘If there is a will there is a way,’ so goes the saying that stresses upon the importance of willpower. However, the application of willpower in practical situations is predicated upon one’s behavioral trait – positive or negative. Even though the applicability of one’s behavioral trait finds expression in virtually every field, it is the workplace where it makes the maximum impact, again in a positive or negative way. Successful companies do not make it to the top rung just on account of their deep pockets or better goal strategies but because of the work ethic of their employees.


Keeping the employees motivated is a big task in which many a company fails. Importantly, it is not always the salary that determines the retention or performance of employees in a company (though it plays a major role), but the congenial work environment that motivates everyone to give their best. In fact, productivity or the lack of it is directly linked to an employee’s motivation level, which more often than not is based on faulty management policies, a stifling work environment, and lesser career growth prospects. To stay motivated at the workplace is mostly dictated by one’s personality profile. Thus, it is important that the personality profile of employees are ascertained and acted upon by stakeholders such as team leaders, line managers and the top management. However, this does not preclude an individual assessing his or her immediate work environment in terms of challenges/opportunities available or relationship with colleagues and management.

Where does the DiSC Theory Originate and How Does it Apply to Management?


This theory was developed by the noted American psychologist Dr. William Moulton Marston while working at Harvard University, wherein he had segregated people’s behavior or attitude on four types of impulses. According to him, these impulses – domination, inducement, compliance, and submission – determine the behavioral traits of people, and are largely responsible for the way they conduct themselves in a given situation, both in personal as well as professional capacities. The theory was mentioned by Mr. Marston in a book called ‘Emotions of normal people’ published in the year 1928. The book provides wonderful insights into human behavior, and helps individuals in carrying out self assessment to improve further.

Based on the theory, a tool was developed in 1956 by an industrial psychologist named Walter Clarke, wherein he had asked people to describe themselves based on a checklist. In fact, he had intended to use this tool to find the right kind of employee for business. Over the years, the tool has undergone many refinements and has been scientifically proven for carrying out psychometric assessment. In fact, Everything DiSC Management theory can be used in improving one’s self knowledge thereby leading to better performance.

How does DiSC help?


The tool comprises of a set of questionnaires that can be customised to represent one’s work environment or any kind of personal situation, thus throwing light on the challenges, rules, procedures, expectations, or the ability of an individual to cope. Based on the answers the tool produces personality profiles of individuals that can help in the following ways:

· Help individuals to learn better about themselves
· Help in strengthening team cohesion
· Understand the needs of customers thus helping improve customer experience
· Manage conflicts and improve interpersonal skills among team members
· Get knowledgeable about the training needs of individuals
· Help stakeholders to improve the work environment

Everything DiSC management is a tool used to guide managers in the one-on-one relationship they have with each of their employees (regardless of their title or seniority level). When managers take the Everything DiSC Management test online, they will be guided through important managerial skills such as: Directing, Delegating and Motivating their key people.

The four behavioral traits

The personality profiles generated by the DiSC management tool have four distinct impulses or traits.

Dominance:This particular trait is indicative of a go-getting attitude, and those imbibing it are domineering, positive, and receptive to challenges. They look more at the end result rather than the process, and are often forceful in their demeanor while getting things done for others. Their positive trait of self confidence often lets them ride roughshod over others without listening to their concerns.

Influence: Here too, persons are confident and resolute in achieving their goals, but instead of being domineering a la people showing ‘dominance’ as their characteristics, they are more cooperative in their approach. Their warm and welcoming nature often puts a lid on negatives such as being disorganized and impulsive. These people get motivated by social recognition and have a disarming demeanor.

Steadiness: These people also display warmth, cooperation, optimism and sincerity, and often run the risk of being too accommodating of others. Their concern for others, though a refreshing trait, can make them appear indecisive.

Conscientiousness: These people are concerned both about the process and end result in terms of seeking quality. In fact, their obsession with quality work can make them overly critical and slow in making decisions.

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