DISC Personality Styles
by Donna K. Weninger, FSA, MAAA
This article is reprinted from the January 2007 issue of The Stepping Stone, newsletter of the SOA's Management and Personal Development Section.
I’m convinced understanding personalities is vital to getting the best out of a team. Knowing your own personality style helps you understand what makes you tick. Knowing the personality styles of your colleagues helps you understand how best to communicate with them. Acknowledging and appreciating each person’s characteristics creates a more positive work environment that will ultimately lead to greater team success. Without this understanding, a breakdown in workplace relationships is bound to occur.
Behavioral instruments can be useful tools to help leaders gain insight into different personalities, assessing their own personality style and determining the personality styles of their coworkers. One such instrument is DISC. The DISC model classifies behaviors into four personality types: Dominant, Influencing, Steadiness and Conscientious.
Dominant Style
People with the dominant style tend to make quick decisions, are very results-oriented, are direct and straight-forward, are confident and competitive, don’t want a lot of details, and often display a high level of initiative and energy. Additionally, they tend to prefer an environment that allows them to be in control. However, dominant style individuals can cause conflict by being too blunt, restless and impatient. When dealing with this personality style it is best to be direct and responsive and to not make excuses.
Approximately 10 percent to 15 percent of the population display a dominant style and include such individuals as George Washington, Margaret Thatcher, Barbara Walters and Michael Jordan.
Influencing Style
Influencers are outgoing, persuasive, gregarious, impulsive and tend to be good at delegating. Their style is collaborative and entertaining. Additionally, they tend to prefer an environment that allows social interaction. However, the influencer’s strength at building friendships can be exploited easily when they have to make unpleasant decisions. Instead of doing what is best for the job, influencers procrastinate on decisions so as not to rock the boat. When dealing with this personality style it is best to let them take credit, show support and respond with enthusiasm.
Approximately 25 percent to 30 percent of the population display an influencing style and include such individuals as Ronald Reagan, Kathie Lee Gifford, Joan Rivers, and John Madden.
Steadiness Style
People with the steadiness style are dependable, easygoing, and friendly. Their emphasis is on cooperating with others to carry out a task. The supreme motivators for people with this personality type are stability and security. Thus, repetitive tasks, established work patterns and routine work are ideal. When working with this personality type it is best to spend time listening, show personal interest and be friendly.
Approximately 30 percent to 35 percent of the population display a steadiness style and include such individuals as Abraham Lincoln, Jackie Kennedy and Mother Teresa.
Conscientious Style
People with the conscientious personality type are thorough, attentive perfectionists who can think ahead and prevent problems. They are typically very serious, decisive and logical. They work within existing circumstances to ensure quality and accuracy. Additionally, people with the conscientious style tend to prefer little or no people contact. They tend to prefer an environment that places a high value on being right and safe. However, people with a conscientious style can be viewed as being rigid and overly detailed. Instead of talking about a problem, the conscientious person will write long memos and avoid personal communications. When dealing with this personality type you need to stick to the facts, do your homework and give plenty of lead time for a decision.
Approximately 20 percent to 25 percent of the population display a conscientious style and include such individuals as Thomas Jefferson, Dr. Joyce Brothers and Albert Einstein. However, the actuarial profession is comprised of a very high percentage of individuals with the conscientious style.
I’ve provided a very quick overview of the DISC personality styles (I’m a D – why would anyone need all of the details?). The next time something isn’t clicking with a colleague, consider the impact personality styles is having on the situation. And then, consider how you can modify your own personal style to deal with them more effectively.
Donna K. Weninger, FSA, MAAA, is a consulting actuary at Deloitte Consulting. She can be reached at dweninger@deloitte.com