Do you know if you are D ? I ? S ? or C ?  Do you know which D Classical Pattern is yours? Which I Profile Classical Pattern?   What type of S are you?  Which Classical Pattern style is your C?  Knowing if you are D, I, S, or C is not enough.  You need to know your pattern.  Are you Pure Style D – I – S – C?  Or are you one of the 15 unique “combination” styles? Here are some basic definitions to Disc Profile from Wikipedia.  The only way to know for sure is to TEST… Don’t Guess so just READ ON.

Dominance: People who score high in the intensity of the ‘D’ styles factor are very active in dealing with problems and challenges, while low D scores are people who want to do more research before committing to a decision. High “D” people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.

Influence : People with High I scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with Low I scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.

Steadiness : People with High S styles scores want a steady pace, security, and don’t like sudden change. Low S intensity scores are those who like change and variety.  High S persons are calm,  relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. People with Low S scores are described as restless, demonstrative, impatient, eager, or even impulsive.

Conscientiousness : Persons with High C styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time.  High C people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, tactful. Those with Low C scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.

Is DOMINANCE – “High D” like you?

  • Results, Control, Get Results
  • Decisive, Direct, Accept challenges
  • Impatient, Strong willed
  • Quick, Take Action

Is INFLUENCE – “High I” like you?

  • People oriented, Optimistic
  • Recognition needed, Entertaining
  • Expressive, Outgoing
  • Enthusiastic, Energizing


  • Developer Pattern

  • Result Oriented Pattern

  • Inspirational Pattern

  • Creative Pattern


  • Promoter Pattern

  • Persuader Pattern

  • Counselor Pattern

  • Appraiser Pattern

Is STEADINESS – “High S” like you?

  • Stable, Cooperative, Predictable

  • Deliberate, Work in background

  • Diplomatic, Consistent

  • Good listener, Sympathetic

Is CONSCIENTIOUS – “High C” like you?

  • Analytical, Concerned

  • Accurate, Orderly, Deliberate

  • Correct, Quality conscious

  • Systematic, Plan ahead


  • Specialist Pattern

  • Achiever Pattern

  • Agent Pattern

  • Investigator Pattern


  • Objective Thinker Pattern

  • Perfectionist Pattern

  • Practitioner Pattern

Just by looking closely at this, a number of preferences can be seen within the DISC types, including:


Dominant Influential Steady Cautious
Focus on other people X X
Independent, internal X X
Energetic and busy X X
Tell rather than ask (vs. opposite) X X
Imaginative, big-picture, future-focused X X
Like stability and predictability X X
Like change (vs. stability) X X
Task-oriented (vs. people) X X
Flexible to changing world X X

The DISC can be simplified in a 2×2 grid:

People-focused Task-focused
Active, Outgoing Influential Dominant
Passive, Internal Steady Conscientious

So try to understand the DISC type. They are quite simple and thus easy to use. Then play to the person’s preferences and overall type.

With Dominant people

  • Build respect to avoid conflict
  • Focus on facts and ideas rather than the people
  • Have evidence to support your argument
  • Be quick, focused, and to the point
  • Ask what not how
  • Talk about how problems will hinder accomplishments
  • Show them how they can succeed

With Influential people

  • Be social and friendly with them, building the relationship
  • Listen to them talk about their ideas
  • Help them find ways to translate the talk into useful action
  • Don’t spend much time on the details
  • Motivate them to follow through to complete tasks
  • Recognize their accomplishments

With Steady people

  • Be genuinely interest in them as a person
  • Create a human working environment for them
  • Give them time to adjust to change
  • Clearly define goals for them and provide ongoing support
  • Recognize and appreciate their achievements
  • Avoid hurry and pressure
  • Present new ideas carefully

With Conscientious people

  • Warn them in time and generally avoid surprises
  • Be prepared. Don’t ad-lib with them if you can
  • Be logical, accurate and use clear data
  • Show how things fit into the bigger picture
  • Be specific in disagreement and focus on the facts
  • Be patient, persistent and diplomatic

Hope this is helpful…

Comments are welcome..