Personality Styles on Your Team and Understanding the DISC Assessment

What is the DISC and why should you use it as a critical tool in the hiring process?

The DISC assessment is a test that allows you to get a read on a prospective hire’s personality traits, strengths, and potential weaknesses.

Once you have hired them, understanding their DISC will help you manage and train them more effectively.

We consider it a priceless tool!

In fact, it’s so critical in the hiring process that we suggest you do not even interview anyone until you have had them take the assessment and you have had a chance to review it.  Why?  Because if you discover they are not a fit then you won’t even want to waste valuable time meeting with them.

To begin to understand the DISC it’s best if you take it yourself.  You can do so at no cost by going to, under the Free Resources tab.  Taking the assessment is easy, it only takes about 15 minutes, and if you take it properly it is surprisingly accurate.

As you take the test and as you coach others to take it in the future please keep the following notes in mind.  Do not take it when you are tired or stressed!  Take it when you can focus 100% and complete it in one sitting and please, please do not over think your answers, just answer instinctively.  Remember that there are no right or wrong answers, you are who you are and we all have our gifts and talents.

As you review the DISC you will notice that no one is just one style, but rather a combination of styles.

D – Driver or direct

I – Influencer or expressive

S – Steady or amiable

C – Cautious or analytical

A person’s style, or rather combination of styles, will dictate whether or not they will potentially be a good fit for the job they are applying for.


Your Cheat Sheet:

We wanted to give you guidelines for each of the key positions you may need to fill in terms of what their DISC should look like to be a “good fit.”

These are general guidelines because there are other factors to take into consideration such as: your style and will they be a good fit for you, your company culture, your market, and the job description you have in mind.

Our coaches can help you if you need more in depth help.


Salesperson/Key Rainmaker:

Typically, a higher D, certainly above the midline of 50 on the scale of 1-100.  Higher I, usually again well above the midline of 50.  Lower S and C, well below the midline.  They are strong, fearless, and not usually excited about the behind the scenes detail.  They would rather go hunt the new business.


Administrative Assistant:

Their D ideally would be somewhere in the 20-40 range.  This, however, may depend on whether you are looking for someone a bit stronger who can help you build the team and eventually have some type of administrative leadership role.

If you are a high D you might need someone just a little stronger who can stand up to you if needed and not be intimidated.

Just be careful not to go too high on the D or they could be harsh and too direct with clients, impatient with details, and may want to boss you around!

The I should be below the mid line (30-40) is good because we want them to be able to communicate with people but we don’t want them to be so high I that they spend a lot of their free time socializing.  If you know they are going to have a lot of client interaction you may want to go a bit higher on the I scale, but don’t go over 70 on the scale if you can avoid it.

Their S should be above the mid line of 50, about (50-70) because we want them to be patient and service oriented, we want them to be someone who puts the priorities of others ahead of their own.  If they are too high of an S they are too nice and too passive!

The C must be above 50, about (50-80).  This will make them detail and process oriented and that is probably just what you need!


Buyer Agent:

D – (25-50) If it’s too low they will not close and will be too passive, if it’s too high they will boss you around and may leave you quickly.

I – (50-80) If they are too low they will not be comfortable meeting and greeting strangers and if it’s way high they will talk too much!

S – (50-70) If they are too low they won’t care about servicing the client at the level you may require and if too high they will love them to death and it may take a long time for them to move them through the pipeline.

C – (below 50) A high C would not be good for this role.  They will over analyze and question you constantly before taking action.


Listing Specialist:

This role will require them to have a DISC more in line with that of the key salesperson because they will also need to hunt and pursue business and they will need to be a closer.

Keep in mind that because their D will need to be higher they may be a little harder to manage and they may not stay with you as long as a lower D personality would.

D – (above 50) You may want to keep it under 75 if you can or they may be too strong for you to handle.

I – (above 50) Remember, a high I could talk a lot!

S – (below 50) We aren’t looking for a sweet person in this role, we need a closer.

C – (below 50) They won’t mind the details, but you will probably have someone on the team doing that for them.


Are the tests always accurate?  Usually yes, however if someone takes it when stressed or overthinks it then it can tweak the results.  This is why you will want to validate the test by talking through it with them, ask them what they agree or disagree with and encourage them to review it with someone close to them to get their feedback.

Armed with this information along with what is provided in the actual DISC report and the tips we are supplying in this book, you will be closer to making sure you are putting the right person in the right seat on your bus!


To receive a PDF of my book Building Bigger, Busier, and More Profitable Teams, click here.

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