What Are The 4 DiSC Personality Types

What Are The 4 DiSC Personality Types?

People have been fascinated by the DiSC theory’s foundations and teachings for many years, with some of the most profound research dating back as far as 444. B.C. So, what are the 4 DiSC personality types? 

The DiSC Assessment groups personality styles into four main quadrants: (D) Dominance; (i) Influence; (S) Steadiness; and (C) Conscientiousness. The name of the model stands for these personality styles. However, there are 12 styles; D, Di, iD, i, iS, Si, S, SC, CS, C, CD, and DC.  

DISC theory has helped many people gain self-awareness and build better relationships by understanding themselves and those around them. Yet, this only comes with understanding each individual’s unique personality. Join us as we discuss the various personality styles and style combinations within the DiSC Personality Model.  Recent case studies DISC personality styles show there is still a lot to know about the styles and relationships.

The 4 DiSC Personality Types 

Although the four founding quadrants are used as a base for the modern DISC personality types, DiSC is still incredibly comprehensive. The DISC assessment categories do not seek to fit individuals into one of these four quadrants but attempt to understand and interpret all potential mixtures within each individual. People are made up of all four styles.  

The DiSC model at its’ core can be viewed as a two-dimensional model (Figure 1). The vertical axis is described as a behavioral activation system (fast-paced or moderate-paced). Behavior that is seen as influencing or assertive is activated on this axis. The bottom of the horizontal axis is described as a behavioral inhibition system. In other words, this is avoidant behavior that is activated in response to a perceived threat.  

Figure 1: Two Dimensions of DISC 

A person who would score on the behavioral inhibition system would be seen as demonstrating a lower level of energy, hence the term moderate-paced is used. These people would be described as more careful to their environment.  

The horizontal axis (skeptical or accepting). Individuals who fall on the “skeptical” side tend to be more questioning and more challenging of others. People who fall on the “accepting” side of the axis tend to be more trusting and open to other people. People who fall on the accepting side will place a higher value on harmony, cooperation, and agreeableness, whereas, people on the skeptical side show less concern for these traits.  



Those with this combination are perfectionists, diligent, determined, creative, blunt, critical, cool, focused, and tough-minded. They take the initiative to achieve independence and personal accomplishments and fear failure. 

Within leadership roles, they are resolute, speak up about problems, and improve methods or procedures. They influence others with their high standards and determination and stick up for their rights in conflict situations.  

Goals Wants independence, and personal accomplishment 
Overuses Bluntness, sarcasm or being condescending 
Fears Failure to achieve their standards 
Can increase effectiveness by Show more warmth, have tactful communication with others 

People with a “D” Style tend to be direct, result-oriented, firm, strong-willed, and to the point. They can display more aggressive behavior towards others and will push hard for their views and opinions. This style may show less concern for others and come across as blunt and direct. Due to their fast-paced nature, they demonstrate a high drive for results and may lack patience with some people who seem slower in pace or thought. They might view themselves as tough-minded and competitive in nature.  

Goals Bottom-line results, winning 
Overuses The need to win, which results in win/lose scenarios 
Fears Failure, appearing weak, or being taken advantage of 
Can increase effectiveness by Have more patience, practice empathy 


These people are dynamic, curious, persuasive, and results oriented. These individuals can be viewed as bold, adventurous, and enterprising. A combination of confidence and poise lets others’ see them as inspiring or magnetic. Animated and inspiring, this style seeks to influence others easily.  

They influence those around them with charm and bold action. They address issues head-on in conflict situations, but they may say things they will regret.  

Goals Take quick action; find new opportunities 
Overuses Impatience, egotism, and manipulation 
Fears Loss of power 
Can increase effectiveness by Have more patience, show humility, have more consideration for others’ ideas 



Those with this style combination are poised, persuasive, influential, impatient, adventurous, open, high-energy, ambitious, self-promoting, and charismatic. They fear fixed environments and loss of attention, and strive to achieve popularity, exciting breakthroughs, and prestige. 

When in leadership roles, they seek to push boundaries, find opportunities, and inspire action, and they influence others with their boldness and passion. They may become emotional or dramatic in conflict situations, and can be perceived as pushy, intimidating, or insincere.  

Goals Take quick action; find new opportunities 
Overuses Impatience, egotism, and manipulation 
Fears Loss of power 
Can increase effectiveness by Have more patience, show humility, have more consideration for others’ ideas 

This style would be described as high-energy, optimistic, lively, and enthusiastic. Compared to the average person, they seek out new social opportunities and are more talkative in nature.  

Goals Popularity, approval, and excitement 
Overuses Optimism, praise 
Fears Rejection, not being heard 
Can increase effectiveness by Being more objective, following through on tasks 


These people are collaborative, empathetic, upbeat, deadline-challenged, conflict-averse, warm, friendly, accepting, cheerful, sociable. They usually fear putting pressure on others or being disliked, and value friendship. 

When in leadership roles, they are supportive, respectful, and positive, and they influence others with agreeableness and empathy. But, these people can also be indirect and conflict-averse. They usually seek emotional support in conflict situations and may dwell on damaged relationships. 

Goals Friendship 
Overuses Too much patience with others; indirect approaches 
Fears Pressuring others, not being a part of the team or being disliked 
Can increase effectiveness by Acknowledge others’ flaws, confront issues more directly 



People with this combination are described as well-liked, team-spirited, positive, conflict-averse, over-extended, approachable, collaborative, encouraging, generous, and compassionate. They fear facing aggression or being forced to pressure others, and strive to be accepted and develop close relationships. 

They are laid back, patient, and supportive in leadership roles and influence others by showing empathy and being patient. But, they may struggle to address issues and others’ flaws, as they often show empathy or gloss over problems in conflict. They will benefit from saying “no” when necessary and confronting the issues at hand. 

Goals Acceptance, close relationships 
Overuses Kindness, personal connections 
Fears Being forced to pressure others, facing aggression 
Can increase effectiveness by Saying “no” when necessary, addressing issues 

Goals Harmony, stability 
Overuses Modesty, passive resistance, compromise 
Fears Letting people down, rapid change 
Can increase effectiveness by Displaying self-confidence, revealing true feelings 


These people are consistent, predictable, accommodating, reliable, thoughtful, soft-spoken, stable, patient, inflexible, and self-controlled. They strive to create calm environments, fixed objectives, and steady progress and often fear time pressure, uncertainty, and chaos. 

They are fair-minded, steady, modest, and consistent in leadership roles and influence others through self-control, diplomacy, consistency. But, they may be overly cautious and afraid to push boundaries. They encourage calm demeanors or retreat when faced with conflict. They will benefit from initiating change and speaking up. 

Goals Calm environment, fixed objectives, steady progress 
Overuses Willingness to let others lead 
Fears Time pressure, uncertainty, chaos 
Can increase effectiveness by Initiating change, speaking up 



People with this combination are reflective, stable, orderly, even-tempered, cautious, precise, well-prepared, patient, conventional, and self-controlled. They fear emotionally charged situations or ambiguity and aim to achieve stability and reliable outcomes. 

They are fair-minded, reliable, steady, modest, and consistent in leadership roles, but may be afraid to challenge the norms. These people encourage calmness and avoid emotional situations in conflict. They prefer to work behind the scenes, or let others’ take the lead, and dislike “rework.”  

Goals Stability, reliable outcomes  
Overuses Traditional methods, sense of cautiousness 
Fears Emotionally charged situations, ambiguity 
Can increase effectiveness by Show flexibility, be more decisive, show urgency 

Those who fall within this DISC personality type emphasize working conscientiously within existing circumstances to ensure accuracy and quality. These analysts are motivated by opportunities to display expertise, expand knowledge, and produce quality work. 

They overpower others with facts in conflict situations, but they may overuse restraint and analysis. They strive to be accurate and correct, attain knowledge and expertise, demonstrate stability and reliability, stick to objective processes, and continue personal growth. The C Style tends to be the most private and reserved of all the styles.  

Goals Accuracy, objective processes  
Overuses Analysis, restraint 
Fears Being wrong, strong displays of emotion 
Can increase effectiveness by Look beyond the data, acknowledge others’ feelings 


These people are objective, disciplined, systematic, skeptical, determined, questioning, stubborn, and cynical. They value efficient results and rational decisions, as they fear failure and lack of control. 

They are independent leaders who will question and challenge the norms for better results. These people stick up for their rights and may become passive-aggressive in conflict. They would benefit from showing more cooperation and taking note of others’ needs.  

Goals Efficient results, rational decisions 
Overuses Bluntness, critical approach 
Fears Lack of control, failure 
Can increase effectiveness by Cooperation & collaboration, pay attention to others’ needs 


All humans have a blend of the four quadrants (DISC Profile Types), and there are various possibilities for personality styles and style combinations. Everyone has three priorities related to their DiSC Style; some people may have four or five priorities, which just shows the uniqueness of personality.  

Regardless of a person’s DISC style, all styles are equally valuable, all have blind spots and strengths and finally we are a blend of all four styles.  If you would like to know more about DISC assessments or take a DISC personality test, please give us a call.

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