DiSC is one of the most powerful tools we use with teams because it gives people a shared, practical language to talk about behaviour. Rather than labelling people as “difficult”, “quiet”, or “too detailed”, DiSC helps teams understand why people behave the way they do, what they need from others, and how to work together more effectively.
At its core, DiSC looks at observable behaviour and preferences across four primary styles:
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D (Dominance) – results-focused, decisive, direct
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i (Influence) – people-focused, energetic, persuasive
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S (Steadiness) – calm, supportive, reliable
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C (Conscientiousness) – analytical, accurate, quality-driven
It’s simple, but not simplistic – and when embedded properly, it can fundamentally shift how teams communicate, manage conflict, and lead.
Is one DiSC style more common than the others?
This is a question we’re asked all the time when facilitating DiSC workshops.
Research suggests that the S style is the most common, with around 30–35% of the population primarily exhibiting Steadiness traits. That makes sense on the surface – S styles value stability, cooperation, patience and consistency, all of which are essential for communities and organisations to function.
Interestingly though, in the hundreds of DiSC profiles we’ve facilitated through Focus HR, we consistently see something slightly different.
In the cohorts we work with, the C style appears most frequently.
Now, you might assume we’ve reached this conclusion through robust statistical analysis and complex data modelling.
Well we are sorry to disappoint all the C styles out there, but in reality, the way we discovered this is far simpler – and some would say more entertaining.
The great sticker mystery
As part of our DiSC workshops, we give teams a DiSC circumplex chart to hang on their wall. It’s a deliberate step to help embed DiSC into everyday language and behaviour, rather than letting it become a “one-off workshop”.
During the session, each participant places a coloured sticker on the chart that reflects their primary style:
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Green = D
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Red = i
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Blue = S
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Yellow = C
We buy these stickers in rolls that conveniently alternate colours over and over again. Unfortunately it does not work out as conveniently as we hoped. Why? Because the rate at which we use the C (yellow) stickers rapidly surpasses the others. So without fail, about a quarter of the way through the roll, the yellow stickers are gone. Every time. We’re then left unwinding layer upon layer of the roll trying to find more yellows while the other colours sit there patiently waiting their turn.
Ironically, this kind of visual, slightly unscientific “evidence” suits me perfectly as a Di style. I don’t need all the numbers – the pattern is obvious.
For a C style personality, however, my method of “proving” that C is the most common style is… let’s say… deeply offensive to their logical, fact-driven nature 🙂
Why S may still be the most common overall
If we trust the broader data, there are good reasons why S remains the most prevalent DiSC style.
Psychologists such as Sigmund Freud suggest that the foundations of personality are largely formed by around age five. While personality continues to develop over time, the basic framework is set early.
At that age, our behaviour and values are heavily shaped by family and, by extension, the culture we grow up in. Many cultures – including Australian culture – strongly reinforce values such as stability, humility, conscientiousness, cooperation, consideration for others, and group orientation.
These norms align closely with S traits, and to a degree C traits as well (C styles share the traits of stability and conscientiousness). Over time, as these values are reinforced in homes, schools and workplaces, the DiSC styles that best reflect them naturally become more widespread.
No style is better than another
Despite this, it is critical to be clear: there is no right or wrong, or better or worse, DiSC style.
Every style has strengths. Every style also has blind spots.
The most effective teams are not made up of one dominant style – they’re made up of a blend of styles, where people understand each other, capitalise on their strengths, and lean on one another to balance out weaknesses.
That’s exactly what our DiSC workshops are designed to do – move teams beyond awareness into practical, everyday application.
What this means for employers
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Don’t assume everyone thinks, decides, or communicates the way you do
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Diversity of behavioural styles, when understood, is a strength, not a frustration
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Teams perform better when DiSC is embedded, not treated as a one-off activity
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Understanding personality reduces conflict, improves trust, and lifts performance
A new year offers a natural opportunity to kickstart conversations about how your team works together.
Whether you’ve previously introduced DiSC and want to deepen its impact, or you’re considering it for the first time, our DiSC workshops are designed to reset expectations, strengthen relationships, and embed practical tools teams actually use.
Please reach out if you’d like to start (or restart) your DiSC journey.