Here's a critical insight that will transform your employee development assessments: personality style affects how employees express their capabilities and motivation.
Remember, the DISC model describes four main styles — D (Dominance: direct and assertive), I (Influence: outgoing and enthusiastic), S (Steadiness: calm and supportive), and C (Conscientiousness: analytical and precise).
Two employees at identical development levels can appear completely different based on their DISC personality. This creates dangerous misreadings in your assessments.
Engagement Message
Think of one assertive and one reserved employee—what showed they had similar competency levels?
High-D personalities naturally project confidence and take-charge attitudes. They speak decisively, volunteer for challenges, and rarely admit uncertainty publicly.
This can make a D-style developing employee appear more capable than they actually are, leading you to provide insufficient support and guidance.
Engagement Message
Why might a confident-sounding employee still need more coaching than they appear to need?
High-S personalities prefer harmony and avoid appearing overly ambitious. Even when highly capable, they wait for direction rather than self-advocating.
A competent S-style employee might seem disengaged or lacking initiative because they don't volunteer for stretch assignments or speak up in meetings.
Engagement Message
How might steady, reliable performance be mistaken for lack of growth potential?
High-I personalities express optimism openly and thrive on team interaction. Their natural enthusiasm can mask genuine skill gaps or real workplace frustrations.
An I-style employee struggling with performance might still maintain positive energy while privately dealing with competency challenges.
Engagement Message
What's one way an employee might mask performance concerns behind upbeat team interactions?
