Does DISC Encourage Pigeonholing?

DISC

Over the past year in UVAFinance we’ve been using the DISC assessment and model to learn each other’s styles with the goal of improving communication among team members, strengthening team dynamics, positively managing conflict, and increasing productivity. During our workshops, one person commented that by using DISC to understand our colleagues’ styles we can more easily “get stuff done,” and that is a good way of summing up its effect.

DISC is an assessment of behavioral tendencies. We can see others’ behaviors, so a person’s DISC style is no more private than the color of their eyes or other physical characteristics. With practice, you can often correctly guess a person’s DISC style just by observing them. So that we could easily identify others’ styles, during UVAFinance Week in April, there was a dot on each of our name tags representing our primary natural DISC style. This prompted some colleagues to ask -- Doesn’t this result in categorizing or labeling people, therefore putting them into “buckets,” pigeonholing them and separating them from one another? Couldn’t this have a negative effect on individuals and teams?

These are great questions. 

To answer, I would first like to say that using the DISC model to understand each other’s style and behaviors has many benefits, but can also have some unintended consequences, depending on how it is applied.

First, since DISC categorizes human behavior into four areas – Dominance, Influence, Steadiness, and Conscientiousness – and assigns a primary style – there may be a tendency to over-simplify the model. However, each of us is a combination of all four styles – we all exhibit behaviors in each area to varying degrees. Also, no one style is better or worse than another. Every style has strengths and challenges.

A second potential negative consequence is the tendency to stereotype individuals based on their DISC type, leading to assumptions about abilities and preferences, possibly resulting in biases in how people are perceived and treated.

Further, DISC could lead individuals to develop a fixed mindset – believing that their behaviors and abilities are static, and they are powerless to change. They may feel discouraged to develop new skills that fall outside their style. Additionally, once individuals are aware of their DISC style, they might conform to the expectations associated with that style, leading to self-fulfilling prophecies.

Finally, using (or misusing) DISC when making decisions about hiring, promotions, work assignments, and even professional development, can lead to unfair treatment and missed opportunities across the organization.

So, what should we do? Here are a few tips to keep in mind to mitigate these potential negative aspects and outcomes:

1. Use DISC as a guide, not a rule. DISC assessments should be used as a starting point for understanding behaviors and preferences rather than putting definitive labels on people. Understand and acknowledge that people can be flexible and change their own behaviors.

2. Remember that DISC is a valuable tool for self-awareness and personal growth – instead of a fixed mindset, foster a growth mindset. People can and do change over time and are able continuously learn, gain knowledge, and develop new skills.

3. Focus on situational flexibility. DISC can help people learn to adapt in different situations, regardless of style.

4. Continue to learn about DISC and how to use it in your teams. Also consider using other assessments and tools in conjunction with DISC.

When used thoughtfully and responsibly, DISC can be a powerful tool for enhancing self-awareness, improving communication among team members, fostering teamwork and collaboration, and increasing productivity. If you want more information and ideas for how to continue using DISC, either individually or in your team, contact Patty Marbury or Angela Knobloch.

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Related information: DISC Assessment Builds Collaborative PartnershipsDISC Assessment Builds Collaborative Partnerships