DISC profile studies are used to heighten an individual's awareness of his or her own behavior and how that behavior impacts others. The DISC profile enables a person to identify any internal or external barriers that might stand in her way as she works to achieve her goals. The profile breaks one's personality down into four categories: dominance, influence, steadiness, and compliance. These categories give people a vocabulary to use when talking about issues raised by the profile. A person may find that she is a "high C" or a "mid S." Identifying her own behavioral patterns will help this employee and her co-workers evaluate and determine the best way to interact with her.

Those who complete a DISC profile will be forced to take a very honest look at themselves. A DISC assessment puts forward strong statements about your personality and work-related traits, for the purpose of self and group evaluation. Sometimes one doesn't realize one has a tendency for a certain behavior until one sees it on paper (a veritable behavioral blind spot!). Such statements may include, "I display strong loyalty," "I try not to prejudge," or "I prefer things to remain constant." Assessments are generated through a questionnaire with a series of statements; people being profiled must decide which statements best apply to them. The results will help them determine whether or not they are living up to the expectations of those around them (as well as their own personal expectations).

Using a DISC Profile for Management Training

A recent study concluded that up to 83 percent of organizations believe they lack leadership. As leadership dwindles, so too does the desire to lead. More young men and women are coming out of college unprepared to become business leaders.

The DISC profile can give an early indication of one's management potential. It can also suggest certain skills an employee needs to acquire before he or she can effectively head up a group of his or her own. For instance, results might show that a person scored very highly with regard to influence, meaning that she can persuade people to follow her. However, it might also show that she lacks dependability, a trait that is crucial to those in leadership roles. Managers can point this out to her and help her target strategies to overcome this weakness.