Strengths and Blind Spots for Each DISC Style

You will get the most from this lens if you focus on understanding the needs of different people rather than on their behaviors.

When people work in an environment that meets their needs, they will usually perform at a higher level for a longer period of time. So, if you are the leader, let people work on tasks and in environments that meet their needs (at least as much as you can). If you do this well, you will get better results.

If you are looking at this lens for yourself, look for opportunities to work in ways that use your strengths and minimize the demand for you to work in your blind spots. This effort will help you to stay excited and energized about what you do. If you're looking for specific insights in this area for yourself, I recommend that you complete an DISC personality test (either a full report or a mini report), and then use the access code at the Career Interest Explorer to identify and research different career options that might fit you best.

Remember that everyone (including you) is a blend of the four primary behavioral styles. For simplicity, this lens focuses on only the highest trait in each person's blend.

Beware of making absolute statements. In conversation, I say that people tend to_____, generally_____, or often do_____. In the interest of simplicity, I left most of those qualifying statements out of this lens.

So, read through this lens for an overview and then bookmark it for later reference.

I wish you much success as you apply this information. I've included a link list with links to some of my other related lenses.

Check the sections of this lens that represent your secondary styles as well for even more insights to improve your results. (For a complete picture of your behavioral style blend, complete a DISC personality test.)

• They make decisions quickly.


• They tend towards fast action.


• They make things happen.


• They are willing to take calculated risks in pursuit of a big goal.


• They are comfortable confronting poor performance issues.

• The opportunity to make independent decisions.


• Challenging goals.


• A fast work pace.

• They have a high energy and enthusiasm level.


• They think freely and creatively.


• They interact comfortably with many different people.


• They make friends easily.


• They can be highly persuasive.

• The opportunity to interact with people.


• Public recognition of their accomplishments.


• Freedom and flexibility from rigidly defined rules.

• They are sensitive to the needs of people.


• They have a relaxed approach to work.


• They like to help people.


• Once they get started, they will follow-through to completion.


• They are incredibly loyal.

• A steady work pace.


• The opportunity to support others.


• Clear work patterns and instructions.

• They are often good at data collection and analysis.


• They notice details.


• They anticipate problems before they happen.


• They are good at creating structure, rules, and procedures.


• They think critically and logically.

• The opportunity to evaluate information before taking action.


• Limited exposure to risk.


• Clearly defined roles and responsibilities.