Everyone has taken personality tests. Current college students have taken everything from the Myers-Briggs personality assessment to “Which Harry Potter Character am I?” quizzes.

Essentially, personality quizzes, especially professional ones, are ways for one to get an outsider’s look at their traits and evaluate them. They’re great ways for one to discover and begin the development of their strengths, weaknesses, and overall sense of self.

Less commonly known to many students is a personality profile system called the DiSC Classic assessment. Like Myers-Briggs, it’s a professional grade personality test that labels your strengths and weaknesses under a letter system: Dominant (D), Influential (i), Steadiness (S), or Conscientiousness (C). Again, like Myers-Briggs and every other personality test, it analyzes one’s behavioral patterns and interactions with others. However, DiSC is unique in that it is designed for one to discover their leadership style.

D, Dominance – Overcoming opposition to get results

D’s are just like they sound: dominant. D’s cause action by taking charge, accepting challenges, and facing them head on. Their direct approach often gets them immediate results and helps them more easily solve problems. There is no mistaking their natural sense of authority.

However, D’s often come across as overbearing or intimidating. Their direct and blunt natures make them seem insensitive and unapproachable, which can hinder their position as a leader. Often times, D’s attempt to take on all the responsibility, not understanding that they need others in order to be more effective.

D’s can be more effective by simply practicing patience with others. Doing this tones down the bluntness of their direct approach.

I, Influence – influencing

I’s are extremely open and patient people that inspire others with their enthusiasm. They always tend to have a positive approach and create a motivating environment. They tend to be naturally popular and need social environments to thrive.

Some see i’s for their limitations, which may include not being detailed or direct enough. Sometimes i’s also have a tendency to come across as superficial, and often can be said that they don’t follow through on their actions or plans, therefore needing direction themselves.

Ultimately, i’s can be more effective in a group by being more specific in addressing the needs of others, as well as being generally more organized.

S, Steadiness – Cooperating with others within the existing circumstances

S’s strengths are in their listening skills. Because of this, S’s are extremely sensitive and can empathize with the needs of others. S’s also tend to be the most consistent and predictable, which helps them create stable work and social environments and a sense of calm.

S’s also have a tendency to be indecisive and indirect in their approaches with others. They often seem hesitant to try and implement change. This causes them to often need reassurance in what they are doing.

S’s should develop a more direct approach and become more assertive, which will help them to cope better with change. They also should stop trying to shoulder the problems of others on top of their own.

C, Conscientiousness – Working within circumstances to ensure quality

C’s are extremely fair and follow the rules and guidelines well. They tend to split work evenly, and value accuracy in their environment. They are very detail oriented and analytically approach most situations. They are very clear in their desires and needs, and can also demonstrate dependability and loyalty.

C’s often appear aloof to others, however, and tend to be perfectionists to the point of fault. Their desire to stick to the rules can often hinder others opportunities for creativity and freedom.

Generally, C’s need time to plan things carefully in order to be most effective. They also need to develop a higher tolerance for conflict, as well as encourage others creativity as well as their own.