“Behavioral Blend” is a concept that surfaces from William Marston’s 1920s DISC Personality Assessment. This theoretical model attempts to understand and predict the actions and behaviors of people based on their personality traits. When these traits are identified and classified, they are used to pair up people with tasks, or with team members so that they can increase productivity.
Many small organizations and businesses use the model to build stronger working teams based on matching types. However, this entire concept does not originate with Marston, but with Hippocrates himself. The Father of Medicine first proposed that human behavior was defined by “four temperaments”.
These are included in the model as:
- D= Dominant, decisive, direct
- I= Inspiring and influential
- S= Sensitive and submissive
- C=competent, cautious, critical
A behavioral blend would constitute the combination of traits that define each individual uniquely. For example, you could be dominant but also critical, or inspiring while still submissive. What happens next is that you use the D.I.S.C acronym letters to describe yourself. For example, you could be either D/S/C or D/I/S, depending on your qualities.
The behavioral blend aims to unveil what is expected of you, and who you really are as far as what type of person you are. You could be expected to act like a D/C/I but be actually I/S/C, to give an example. The influence of DISC in interpersonal communication is that it entails that knowing the traits of people can help match them together effectively to accomplish more. Basically, that specific personality types go together better than others.
According to some business owners, and even to uber famous life coaching professionals such as Anthony Robbins, the DISC method seems to satisfy the needs of team building managers and team managers.
We could counter argue that no machine or model is able to mirror the complexity of human personality, much less predict it as a science project. Yet, for the purpose of tasking, placement, and pairing the DISC could be beneficial in that it saves time in trying to figure people out prior to putting them to work together.