Understanding People Skills in the Workplace – DISC Profiling

“My team all have different styles for a reason. It’s conflict if they don’t know about those different styles, but it’s power when they do.”

Understanding people skills in the workplace goes much further than a simple team meeting. In fact, there’s an incredible method for assessing behavioural traits, and it’s probably not what you may think.

While the Myers-Briggs test is a popular go-to indicator for personality types, it doesn’t go much further than that. Think about it: You can’t manage someone’s personality, but you can manage their behaviour. 

So, what is this “incredible method” I speak of? Why, it’s none other than the DISC Assessment, brought to us this week by the amazing Cate Schreck – repeat offender on the PPMP podcast and much-loved by so many listeners.

Cate is the Founding Director of Lightbulb Training Solutions (LTS). She designs and delivers workplace training programs that educate and motivate staff to work together in harmony and provide consistently excellent customer service. 

In this Episode, Cate walks us through the intricacies of DISC Profiling. She takes us through the power of profiling, its role in recruitment, how it’s useful for leaders, and much more.

Cate also reveals her reflections and observations on COVID. These include its impact on customer service, its effects on the future, and how a DISC Assessment could have anticipated people’s responses to the pandemic.

As you’ll have noticed from the quote at the beginning of this blog, this Episode is packed with immeasurable insights for all allied health business owners and leaders.

Before listening to the full Episode on understanding people skills in the workplace, let’s dive into a few main points within our discussion.


What is “DISC” Profiling?

DISC is an acronym that stands for the four behaviours:

  • Dominance
  • Influence
  • Steadiness
  • Compliance

As Cate discusses, the beauty of the DISC Assessment in the workplace is that you don’t have to sit in a room with someone to work out what their natural style is within the four behaviours. Most of the time people are a blend of two or three.

Cate uncovers how to visualise a DISC Assessment, giving you the ins-and-outs of each of the four styles.


The Power of Profiling

Different people embrace, cope with, and adjust to change in various ways. We all have different styles of doing things.

Therefore, it’s only natural for people to respond to things in the workplace in different ways.

Everyone (including yourself) manages relationships and challenges differently based on who they are and what their style is.

For Cate, assessing herself not only changed her career, by also her confidence. She admits that she wouldn’t be running a couple of businesses now without understanding how she works from a personality and behavioural point of view.

As you’ll hear in the Episode, Cate describes how she completed a Myers-Briggs assessment at 32-years-old whilst working at a bank.

This Myers-Briggs assessment gave her a lightbulb moment. 

She had discovered that she has an innate style that leans her more positively towards particular tasks and situations.

It ended up leading her down a whole new path, but it didn’t stop there.

The DISC Advanced Assessment came along. Since it leans more towards behaviour than personality, it’s more specific to you as an individual. 

There are countless applications for DISC Profiling, which is what makes it such a useful tool for such a wide range of people.


DISC Profiling and Recruitment

What do you look for when building your team? What does your recruitment strategy look like? 

People often trip-up in recruitment when going off of a gut feeling, like, “Oh, I like this person because they’re similar to me.”

Cate examines the negative side of using this way of thinking, as it can lead to missing out on a vital piece of the puzzle – that piece being communicating with your customers.

Next time you’re ready to recruit, perhaps you could consider using the DISC Assessment. As part of the recruitment process, you could request for a DISC Assessment to be completed.

In the Episode, Cate talks about how this step can give you more insight into a person. It could also significantly help with forming the right questions to ask during the interview based on that person’s assessment answers.


Enhancing Your Leadership Skills

Consider this: How can you impart any of your knowledge on your team if you don’t know that much about your own leadership style?

From a leader’s perspective, the first place you should start with is to get to know yourself before working with your team. Being self-aware is so unbelievably powerful as a leader.

Understanding people skills in the workplace helps you with leading your team because you’ll know where your strengths lie. You’ll know where you might need to make some adjustments to get the best out of people in your team who may not share the same style as you.

It’s ultimately a deep conversation that starts with knowing yourself.

Cate discusses the importance of understanding your style type within the DISC Assessment in the Episode. 



As Cate reiterates in the Episode, no style in the DISC Assessment is good or bad. There is no right or wrong.

The main thing to remember is that it doesn’t stop after you’ve completed the assessment – far from it, in fact.

She compares it to going to the GP for an X-ray and going home without their assessment, leaving you to attempt to interpret the X-ray results yourself.

There’s a language in psychometrics that’s different to our everyday language.

This is why Lightbulb Training Solutions now offers a Behavioural Profiling service, through which they conduct online DISC Advanced sessions to help you interpret your own DISC report.

It’s called a “DISCO” and you can join a three-hour session with a max of eight people, or have a DISCO for your team of up to 12 people. For more information, make sure to visit their website to check it out for yourself and get a fresh start for 2021.

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