Powering the People Side of Sport with DISC.

DISC’s primary purpose is developing self-awareness and providing a framework to understand, then build effective relationships with others.

Why is this important? Because in sport, what differentiates the best is never just physical or technical ability. Instead, it is who has the best mental, emotional and relationship skills. (The 2008 Olympic Study showed the top factors contributing to medal and PB performances, were a strong coach-athlete relationship, and a high level of athlete self-awareness.)

As Joe Gibbs said: “You don’t win with X’s and O’s. What you win with is people.”

DISC Profiling is the fastest and most effective way to develop the ‘people side’ of sport. DISC Profiling provides practical strategies to improve performance through:

  • Developing self-awareness,
  • Effective communication,
  • More productive relationships,
  • Tailoring coaching, and
  • Identifying how each person contributes their best.

DISC in sport applications range from improving team effectiveness and interpersonal relationships, to leadership development, to recruitment and professional development plans.

5 Things You Need To Know About DISC in sport

  1. DISC focuses on behavior, how someone prefers to act and what they do, rather than personality traits. Behavior is flexible, personality is not. We never ask an athlete to change their personality, but coaches constantly ask athletes to adjust their technique or what they do.
  2. At its core, DISC is a simple four-quadrant model. This is critical in sport as it allows coaches and athletes to quickly understand, remember and use. Yet, you can also delve much deeper into its theory and application to truly master this area of expertise. (Personality tests, such as MBTI, are psychometric assessments, are more complex and require extensive training to administer and work with. Also most are developed for a business context only, not sport.)
  3. There is no right or wrong, best or worst DISC Profile. We have profiled many of the world’s best and see no pattern for who is more or less successful based on their DISC style.
  4. Your aim is never to ‘improve’ your DISC Profile. Instead, the focus is on developing self-awareness, knowing what works for you and what doesn’t, and ultimately increasing the choices of behavior to what is most effective to the situation and those you work with. This is key to high performance and leadership.
  5. DISC was first developed in the 1920s and because it was never copyrighted, it has been continually developed, extended and improved on since. As a result, DISC is the most valid and reliable tool available.