The 10 Most Common DISC Assessment Mistakes, Myths, and Solutions
By Suzie Price, TTSI Valued Associate
Mike’s Note: Suzie, like myself, is a TTISI an experienced TTISI Valued Associate. TTISI is the world’s largest producer of DISC assessments and ELAvate has been using them with our customers in Asia since 1997 with significant success. Suzie’s blog from LinkedIn alerts us to prevent the misuse of DISC profiles with the intent of supporting good use of DISC profiles to meet our client needs and goals.
American psychologist Abraham Maslow once wrote, “I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail.”
This perfectly describes the over-reliance many trainers and consultants have on the DISC assessment. While DISC is a valuable tool for understanding behavior, it’s often misunderstood, misused, or treated as a one-size-fits-all solution.
These are the 10 most common DISC assessment mistakes and myths, along with solutions to ensure you’re getting the most out of this essential tool.
Mistake/Myth #1: DISC is a complete personality profile.
DISC is often marketed or understood as a personality test, but it’s a behavioral assessment. It measures how people act and communicate but it doesn’t encompass other aspects of personality like values, temperament, or emotional maturity.
The Solution?
Use DISC as part of a more comprehensive assessment process. Combining DISC with tools that measure motivators, competencies, and decision-making—like the TTISI TriMetrix profile—will provide you a more comprehensive picture of an individual.
Mistake/Myth #2: All DISC assessments are the same.
Not all DISC assessments are created equal. Different providers use varying methodologies, terminologies, and levels of accuracy. Using tools that have been validated and rigorously tested ensures you get valid results.
The Solution?
Look for validation studies or support documentation from your assessment provider.
Mistake/Myth #3: DISC tells you who will succeed or fail.
DISC measures natural and adapted behavior and communication styles, not skills or performance. It cannot predict job success or failure on its own. It also doesn’t account for someone’s ability to manage their own style.
The Truth?
Remember that job success depends on a combination of skills, values, and judgment. Use DISC alongside other tools to evaluate candidates or team members more holistically.
Mistake/Myth #4: Behavioral style determines performance.
It’s easy to assume certain styles fit specific roles—for example, thinking high “I” types are always great salespeople. While behavioral tendencies provide clues, they don’t paint the whole picture.
The Solution?
Look beyond DISC style to consider a person’s motivators, skills, and decision-making tendencies. Using TTISI TriMetrix can reveal a more accurate picture of potential.
Mistake/Myth #5: There’s no proof assessments are accurate.
While some folks dismiss assessments as unreliable or subjective, this depends entirely on where you source your assessments from.
The Solution?
Ensure you’re using tools that meet EEOC and OFCCP compliance standards to guarantee reliability. Reputable assessments from TTISI are backed by extensive research and validation studies.
Mistake/Myth #6: Assessment results can be manipulated.
There’s concern that participants can “game” the system by answering questions dishonestly or in the way they think you want them to. This can’t always been seen in basic DISC assessments.
The Solution?
Certain tools, like the Acumen portion of TriMetrix, are designed to flag inconsistencies. Its mathematical framework ensures accuracy even if someone tries to provide idealized answers.
Mistake/Myth #7: Taking an assessment is time-consuming.
Some people believe assessments require a significant time investment from themselves and the candidates or employees they are asking to complete them.
The Truth?
Most assessments take just 10 to 30 minutes to complete. This small investment of time can save countless hours by improving hiring decisions and identifying precise development needs.
Mistake/Myth #8: Assessments can be discriminatory.
There’s a misconception that assessments may unfairly disadvantage certain groups. Again, this is where it becomes important for you to confirm the validity of the assessment you’re using.
The Solution?
Properly validated tools like TTISI TriMetrix and DISC are non-discriminatory and compliant with employment regulations. They help measure performance potential without bias based on race, gender, or age.
Mistake/Myth #9: Assessment results never change.
It’s often believed that assessment results are static. However, many factors can influence a person’s results.
The Truth?
Generally, DISC and Motivators results remain stable over time, but Acumen scores can evolve as a person grows and develops. This makes assessments useful for tracking progress and measuring personal and professional growth.
Mistake/Myth #10: Assessments are too expensive.
Some organizations view assessments as a luxury add-on to their employee development and hiring processes rather than a necessity or a foundational component.
The Solution?
Think of assessments as an investment. By ensuring better hires and targeted development, they save money by reducing turnover and increasing productivity.
Using DISC incorrectly can limit its potential to improve hiring, coaching, and leadership development. If you address these common mistakes and implement these solutions, you'll unlock the full power of DISC profile and other TTISI profiles. Then you'll create a more engaged, effective teams, leaders and a more relational healthy organizational culture.
Call or email me at ELAvate to discuss how TTISI Profiles can work for you and your teams at the hiring, promotion or team building stages in your company.
Michael J Griffin
Founder and CEO of ELAvate
TTISI Valued Associate since 1997
michael.griffin@elavateglobal.com
+65-91194008 (WhatsApp)