The DiSC Profile, Explained: How Two Identical DiSC Styles Can be Unique

A practical example of DiSC styles in the Workplace

The Everything DiSC^® model is one of the most widely recognized and utilized tools in personal and professional development. It offers a simple yet profound framework for understanding human behavior, communication styles, and workplace dynamics. The aim of Everything DiSC^® is to provide us with knowledge about ourselves and others in order to create more effective relationships with coworkers.

The model identifies four primary behavioral styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). But what happens when two people share the same DiSC style? Are they destined to behave in identical ways? Not quite.

Let’s explore why two individuals with the same DiSC style can exhibit unique traits and behaviors and what this means for using the DiSC profile effectively in your workplace or team.

The Foundation of the DiSC Model

The DiSC framework assesses individuals across two main dimensions:

1. Pace: Think of this as activity level--from fast-paced, outspoken, and assertive to moderate passed, cautious, and methodical
2. Approach: Think of this as point of view—from skeptical, questioning, and logic focused, to receptive, objective, and people-oriented.

These 2 dimensions create the four primary styles:

• Dominance (D): Direct, results-driven, and action-oriented.
• Influence (I): Enthusiastic, social, and persuasive.
• Steadiness (S): Supportive, dependable, and team-oriented.
• Conscientiousness (C): Analytical, precise, and quality-focused.

Each style reflects a core set of preferences and tendencies, but no two individuals—even with the same dominant style—are completely alike.

Why Identical DiSC Styles Can Be Unique

1. Different Priorities and Secondary Styles
   The DiSC model is not binary. It reveals a spectrum of tendencies across all four styles. Two people may share the same primary style but have different secondary tendencies. For instance, two individuals with a "D" style may differ in how much they lean toward "I," "S," or "C."
   Example: A Dominance-Influence (D/I) individual may be more outgoing and persuasive, while a Dominance-Conscientiousness (D/C) individual might focus on strategic problem-solving.
2. Cultural and Environmental Influences
   Our behaviors are shaped not just by our innate preferences but also by our environment. Family background, cultural norms, workplace dynamics, and even industry expectations can influence how a person expresses their DiSC style.
   Example: A "D" style leader in a corporate environment may come across as assertive and task-driven, while the same "D" style in a startup culture might exhibit more adaptability and innovation.
3. Experience and Skill Development
   Over time, individuals develop skills and behaviors that complement or even mask their natural DiSC style. Training, personal growth, and professional experiences can alter how someone operates within their DiSC profile.
   Example: A naturally introverted "C" style might learn to exhibit "I" behaviors like public speaking and networking for career advancement.
4. Unique Motivators and Stressors
   The Everything DiSC model also highlights individual motivators and stressors. Even with the same style, two individuals might respond differently to the same situation based on what energizes or drains them.
   Example: An "I" style person motivated by recognition may thrive in a public role, while another "I" motivated by collaboration might prefer a team-oriented setting.
5. Integration of Subtle Behavioral Nuances
   The Everything DiSC assessment provides a rich, nuanced profile by evaluating subscales and specific behavioral preferences. These nuances often explain the differences between individuals with the same dominant style.
   Example: Two "S" styles may both value stability, but one may prioritize harmony over consistency, while the other values process adherence.

 Applying This Understanding in Real Life

Understanding the unique traits within identical DiSC styles is crucial for leaders, teams, and individuals aiming to maximize the value of the DiSC model. Here’s how to apply this insight:

1. Avoid Stereotyping: Don’t assume that everyone with the same DiSC style will act the same way. Dive into their full profiles to understand their nuances.
2. Focus on Individual Strengths: Use DiSC as a starting point for conversations about strengths, motivators, and growth opportunities rather than as a fixed label.
3. Tailor Communication: Adapt your approach based on the specific tendencies of each individual, even if their primary styles are identical.
4. Foster Team Collaboration: Recognize and celebrate the diversity within styles. Even similar profiles can bring unique perspectives to a team.

 How you can Make Everything DiSC Work for You

The Everything DiSC model offers a powerful framework for understanding and improving interpersonal dynamics. While it’s helpful to know someone’s primary style, true mastery comes from appreciating the layers of individuality within each profile. By embracing these nuances, you can create more meaningful connections, foster better teamwork, and unlock the full potential of your DiSC insights.

FlashPoint Leadership is the best source for your organization's Everything DiSC needs. Whether you're looking for custom or standard programs, coaching, or assistance with administering assessments, we provide expert guidance and tailored solutions to help you make the most of the DiSC framework.

Everything DiSC^® is a registered trademark of John Wiley and Sons.