Mini-Episode #6: The 10 Most Common DISC Assessment Mistakes, Myths, and Solutions

In this AI-powered mini-episode, the hosts uncover how misunderstanding the DISC assessment can derail hiring, coaching, and leadership strategies—and what to do instead.

Using everyday language and real-world parallels, they walk through the 10 most common myths about DISC—from assuming it’s a full personality profile to overestimating its ability to predict job performance. Each myth is debunked with clarity and supported by smarter, science-backed solutions that help leaders avoid costly missteps.

The episode emphasizes that while DISC is a powerful behavioral tool, it’s only one piece of the puzzle. Pairing it with validated assessments like TriMetrix creates a more complete picture of values, skills, and decision-making—empowering leaders to hire better, develop smarter, and lead stronger.

Whether you’re a seasoned coach or new to using assessments, this episode offers a clear roadmap to maximizing DISC’s potential in your organization.

Key Takeaways from Mini-Episode #6 --- 

• DISC is Behavioral, Not Personality-Based – It reveals how people act and communicate, not their values, emotional maturity, or internal drivers.
• Not All DISC Assessments Are Created Equal – Quality varies widely. Always use validated tools with scientific backing to ensure accuracy and reliability.
• DISC Alone Can’t Predict Job Success – Performance depends on a mix of skills, values, and judgment. DISC should be used as one part of a larger assessment strategy.
• Behavioral Style ≠ Job Fit – A high "I" doesn’t automatically make a great salesperson. Motivation, adaptability, and skills matter just as much—if not more.
• Validation Matters – Choose assessments that meet EEOC and OFCCP standards. This ensures fairness and legal compliance in hiring and development.
• Cheating the Assessment? Sophisticated Tools Can Tell – Advanced platforms like TriMetrix include methods to detect inconsistencies and promote honest answers.
• They’re Quick – A solid behavioral assessment like DISC takes 10–30 minutes but delivers lasting insights that streamline hiring and development.
• Properly Used, They Reduce Bias – Validated tools help make more objective, fair decisions by focusing on job-relevant competencies.
• Results Can Change Over Time – DISC styles are stable, but growth areas like acumen and skills evolve—making reassessments valuable for tracking progress.
• It’s an Investment, Not an Expense – Good assessments save money by improving hiring, reducing turnover, and tailoring development to real needs.

Episode Transcript:

[00:00:00] SUZIE: welcome to this wake up ego workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional. com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care

[00:01:23] AI HOST 1: you're here because you wanna really get under the hood right yeah gain that deep knowledge without getting uh totally bogged down exactly you sent over some great material on the DISA assessment and we get it you want to cut through the noise and figure out what it really does and you know where it might fall short uh huh so that's our mission for this deep dive we're gonna unpack the common myths the misunderstandings around DIS check some clarity yeah exactly clarity so you can see its true value and also the potential pitfalls it kind of reminds me of that Abraham Maslow quote oh the hammer one yeah yeah I suppose it is tempting if the only tool you have is a hammer to treat everything as if it were a nail

[00:02:04] AI HOST 2: it fits perfectly doesn't it d I s C is a useful tool no doubt but it's definitely not the only tool you should have in your toolbox

[00:02:11] AI HOST 1: right so let's start with maybe the biggest one mistake No. 1 thinking d I s C is a complete personality profile

[00:02:18] AI HOST 2: yeah that's a really common one people often see it as this like comprehensive window into someone's entire psyche

[00:02:24] AI HOST 1: and you can sort of see why right the reports can look quite detailed

[00:02:28] AI HOST 2: they can absolutely but you know behavioral science tells us people are incredibly complex DISC fundamentally focuses on observable behaviors how we act how we communicate

[00:02:40] AI HOST 1: so it's descriptive of how someone behaves

[00:02:42] AI HOST 2: yes the misconception often comes because well we all like simple ways to understand complex things like human behavior and a detailed DISC report feels like it covers everything

[00:02:54] AI HOST 1: okay so let's nail this down if it's behavioral not a full personality test what are the big things it doesn't tell us

[00:03:01] AI HOST 2: well that's the key it gives great insight into how someone prefers to act and interact their dominant styles you know uh huh but it doesn't really dig into their core values what truly drives them deep down OK values are missing right and things like their underlying temperament those sort of innate predispositions and crucially something like emotional maturity how well they handle their emotions navigate tricky situations DISC  doesn't measure that

[00:03:25] AI HOST 1: that's a huge distinction behavior versus values temperament emotional maturity if d I s C gives us this specific behavioral lens how do we get that fuller picture the article mentions combining it

[00:03:39] AI HOST 2: yeah with other tools and that's the smart approach really like try matrix mention that one specifically what does that add exactly going back to Maslow's hammer right relying only on DISC is limiting the article is spot on combining it with something like Tri Matrix which does measure those other pieces motivators competencies even decision making styles that gives you a much much richer more holistic view of a person it's like using different filters to see the whole image clearly

[00:04:06] AI HOST 1: got it okay so that naturally leads into the second myth doesn't it the idea that all DISA assessments are basically the same

[00:04:12] AI HOST 2: oh yeah that's another big Assumption people make you see DIC and think it's a standardized thing like you know a gallon of milk but it's not not at all the article points out there are variations different providers might use slightly different methodologies different terms and importantly have different levels of accuracy and validation behind them

[00:04:30] AI HOST 1: so why is that important if I just grab any dice test online

[00:04:34] AI HOST 2: well the risk is unreliable information right if one test uses a slightly different model or hasn't been properly tested the results might not be valid they might not actually measure what they claim to measure okay validity validity and reliability too does it give consistent results that's crucial if you're making decisions based on it

[00:04:53] AI HOST 1: so the advice is to look for validation studies support documentation

[00:04:59] AI HOST 2: exactly you need to do a bit of homework on the provider

[00:05:01] AI HOST 1: what should you look for in that documentation like what's the proof

[00:05:05] AI HOST 2: you want to see evidence that it's been scientifically studied look for information on the research the groups it was tested on the statistical methods they used a reputable provider will have this readily available they should be transparent about it

[00:05:18] AI HOST 1: right transparency is key so you need to know what DIS is measuring and then ensure the specific assessment you're using is actually valid and reliable

[00:05:28] AI HOST 2: precisely which brings us neatly to myth number three

[00:05:32] AI HOST 1: ah yes the idea that DISCE can predict success or failure in a job

[00:05:36] AI HOST 2: it's so tempting isn't it just give a DISCE and boom you know if they'll be a star performer
[00:05:40] AI HOST 1: but the article says not so fast

[00:05:43] AI HOST 2: why not well think about what makes someone succeed it's it's a whole mix of things isn't it

[00:05:47] AI HOST 1: sure skills experience

[00:05:49] AI HOST 2: skills experience work ethic judgment how well their values align with the company culture DIS tells you about their preferred style of communication and work

[00:05:58] AI HOST 1: but not necessarily if they have the actual skills or make good decisions

[00:06:01] AI HOST 2: exactly someone might have a dis profile that seems perfect on paper for a role but if they lack the core skills or say have poor judgment their style won't save

[00:06:11] AI HOST 1: okay that makes sense so DIC isn't a crystal ball for job performance how should it be used in hiring theM

[00:06:19] AI HOST 2: as one piece of a much larger puzzle the article nails it use it alongside other things still tests proper interviews checking references assessing their values fit d I s C adds valuable context about how they might interact communicate fit into a team but it's just context

[00:06:34] AI HOST 1: one data point among many
[00:06:36] AI HOST 2: precisely

[00:06:37] AI HOST 1: which feels related to myth number four that a specific behavioral style automatically dictates performance like the classic example you need a high I to be good at sales

[00:06:47] AI HOST 2: yeah that's the stereotype trap we think okay high d means strong leader high ass means great team player high I means ace salesperson

[00:06:56] AI HOST 1: but it's not that simple

[00:06:58] AI HOST 2: those are tendencies clues maybe but actual performance that depends on so much more motivation learn skills knowledge adaptability someone with a less typical style might absolutely crush it because they have those other critical factors

[00:07:12] AI HOST 1: so again it's about looking beyond just the letters on the DIS report

[00:07:16] AI HOST 2: absolutely you need to consider the whole person the article mentions again looking at motivators skills decision making using tools like try matrix to get that broader perspective

[00:07:25] AI HOST 1: it keeps coming back to the d I C is helpful but incomplete on its own

[00:07:29] AI HOST 2: exactly performance is multifaceted you need multiple lenses

[00:07:34] AI HOST 1: okay let's tackle skepticism myth 5 there's no proof assessments are accurate anyway some people just dismiss them entirely

[00:07:40] AI HOST 2: yeah you hear that oh it's just like astrology or something right

[00:07:43] AI HOST 1: so what's the counter to that

[00:07:45] AI HOST 2: well the key is accuracy depends entirely on the source of the assessment dismissing all assessments because some are poorly made is well it's throwing the baby out with the bath water

[00:07:55] AI HOST 1: isn't it so some are accurate

[00:07:56] AI HOST 2: definitely the good ones are rigorously developed and validated

[00:08:00] AI HOST 1: and the article mentions looking for tools that meet e E O c and OFCCP compliance standards why are those important

[00:08:08] AI HOST 2: ah yes those are crucial especially in hiring these standards basically ensure that an assessment is proven to be job related valid reliable and doesn't unfairly discriminate against protected groups

[00:08:20] AI HOST 1: so meeting those standards is a sign of a quality fair assessment

[00:08:23] AI HOST 2: it's a very strong indicator yes it means there's solid research backing it up like with reputable tools such as Trimetrix it separates the serious assessments from the less reliable ones

[00:08:33] AI HOST 1: okay good to know now another concern can people cheat can they just game the system answer how they think you want them to answer

[00:08:41] AI HOST 2: that's a totally valid question people naturally want to look good

[00:08:44] AI HOST 1: and the article suggests that with basic DIC it might be harder to tell if someone's doing that

[00:08:49] AI HOST 2: it can be yes but more sophisticated tools often have ways to address this

[00:08:54] AI HOST 1: how so the article mentioned the acumen part of trymetrix having a mathematical framework to spot inconsistencies that sounds intriguing

[00:09:03] AI HOST 2: it is quite clever yeah without getting super technical that part of the assessment often uses specific ways of asking questions and analyzes the pattern of responses okay so if someone's consistently trying to give like overly perfect answers if their answers contradict each other in subtle ways the system can often flag that it provides a check for authenticity

[00:09:21] AI HOST 1: interesting so there are built in ways to encourage

[00:09:24] AI HOST 2: more honest answers in some tools in the better designed ones yes an extra layer of confidence

[00:09:29] AI HOST 1: okay what about time myth seven assessments take too long people are busy

[00:09:34] AI HOST 2: I get that perception people think oh this is gonna eat up half my day but the reality is usually much quicker as the article says most solid behavioral assessments d I s included typically take maybe 10 to 30 minutes tops 10 to 30 minutes that's it pretty much and when you think about the potential payoff

[00:09:52] AI HOST 1: right the article frames it as saving time in the long run

[00:09:55] AI HOST 2: exactly a small time investment up front can save you huge amounts of time later by helping you make better hiring choices or pinpointing exactly what development someone needs it's efficient actually

[00:10:07] AI HOST 1: good point okay a really critical one now myth No. 8 the fear that assessments can be discriminatory

[00:10:13] AI HOST 2: yeah this is a serious concern and rightly so organizations have to be incredibly careful

[00:10:18] AI HOST 1: so how do you ensure an assessment isn't discriminatory

[00:10:22] AI HOST 2: it comes back again to validation properly validated tools are specifically designed not to discriminate how they focus on measuring job relevant competencies and potential things that actually predict performance without being biased by factors like race gender age etcetera

[00:10:39] AI HOST 1: and the article specifically says tools like Trimetrix are non discriminatory and meet those employment regulations we talked about

[00:10:46] AI HOST 2: correct when properly validated and used correctly they help reduce bias in decision making making the process fairer and more objective it's about choosing the right tools

[00:10:57] AI HOST 1: choose wisely got it myth No. 9 assessment results are fixed for life once a d always a d

[00:11:03] AI HOST 2: ah yeah like it's tattooed on you

[00:11:05] AI HOST 1: but it's not quite like that

[00:11:06] AI HOST 2: well there's nuance here your core DISC style your fundamental behavioral preferences those tend to be pretty stable over your adult life generally speaking

[00:11:16] AI HOST 1: okay so the DISC part is fairly stable

[00:11:19] AI HOST 2: largely yes but other things that more comprehensive assessments measure like say your acumen your skills in specific areas your perspectives those can and do change as you learn and grow exactly as you gain experience develop new skills broaden your understanding those aspects can evolve so assessment results aren't entirely static

[00:11:38] AI HOST 1: so they can actually be useful for tracking growth

[00:11:41] AI HOST 2: over time absolutely it makes them valuable not just for selection but for ongoing development seeing how people are progressing it adds a dynamic element

[00:11:50] AI HOST 1: interesting okay last one myth No. 10 assessments are just too expensive a luxury item

[00:11:55] AI HOST 2: the cost argument I hear this a lot from organizations so what's the perspective shift needed here framing it as an investment not an expense that's the key an investment because because of the return think about the cost the article mentions implicitly the cost of a bad hire which is huge the cost of wasted training budget on stuff people don't need the cost of high turnover

[00:12:16] AI HOST 1: right so paying for a good assessment up front can save you much more down the line

[00:12:21] AI HOST 2: precisely better hires are more productive and stay longer targeted development is way more effective it directly impacts the bottom line it's strategic spending really

[00:12:30] AI HOST 1: OK so looking back at all these myths DISC is behavioral not personality not all DSCs are equal check the validation it doesn't predict success alone style isn't performance good ones are accurate and not discriminatory if chosen carefully people can't easily game the best ones they're quick to take results aren't totally fixed and they're an investment not just a cost

[00:12:51] AI HOST 2: that's a pretty good summary busting those myths is key

[00:12:54] AI HOST 1: it really seems like understanding these points is crucial to actually getting value from d I C right otherwise you risk misusing it

[00:13:00] AI HOST 2: absolutely avoiding these pitfalls lets you use disce ideally alongside other tools much more effectively for hiring coaching team building it helps create more engaged more effective teams when used properly

[00:13:13] AI HOST 1: it definitely unlocks its potential for sure so maybe the final thought for you listening is now that you see these nuances how might looking beyond just basic DSC maybe exploring some of these complementary tools change how you think about building your team or even how you approach your own development

[00:13:29] AI HOST 2: yeah something to really chew on how could a more complete picture change your decisions primarily sensibly not at all

Connect with Suzie:

• LinkedIn: Suzie Price
• LinkedIn: Priceless Professional Development
• LinkedIn: Wake Up Eager Workforce Podcast

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