Beyond the Behavioural Peaks

Going beyond the surface level of Behavioural Profiling and exploring the significance of Low Factors along with the challenges of "Compressed/Tight" Profiles

1/15/20254 min read

Most people that use Behavioural Assessments, have a tendency to just focus on the obvious high factors, so whether they be a D, I, S or C profile or be a Red, Yellow, Green or Blue. It’s easy to see why—high factors stand out as defining traits, offering clear insights into someone’s preferences and strengths. However, what often gets overlooked is the value of low factors and the unique challenges that arise when all four factors are closely grouped around the centre line (Compressed/Tight), and especially what the latter can tell us. A deeper understanding helps uncover untapped potential, improve engagement, and address hidden frustrations.

Our DISC assessment doesn’t just highlight the obvious. It gives you the opportunity to delve deeper into the subtleties of behaviour, offering insights into areas often underexplored. It can be really important to unpack the differences between high, low, and compressed/tight DISC factors, and why understanding all aspects of a profile is essential.

The Positives of Low Factors

Low factors often carry an unwarranted negative connotation, but they are just as valuable as high factors. For instance:

  • Low Dominance: While high Dominance is associated with assertiveness and a drive to take charge, a low Dominance score reflects someone who is collaborative and unassuming. These individuals often excel in roles where cooperation and harmony are key, making them excellent team players.

  • Low Influence: A low Influence score indicates a person who is more reserved and introspective, focusing on substance over style. They may not seek the spotlight, but their ability to listen, analyse, and work quietly behind the scenes is invaluable.

  • Low Steadiness: While high Steadiness signals dependability and a preference for routine, low Steadiness highlights flexibility and adaptability. These individuals thrive in fast-paced environments where quick decision-making is required.

  • Low Compliance: A low Compliance score often points to someone who is innovative and willing to challenge the status quo. They may not follow every rule, but their ability to think outside the box drives creativity and progress.

Exploring the strengths of low factors, DISC users can appreciate the full spectrum of behaviour and maybe uncover hidden talents within their teams.

Understanding Compressed(tight) Graph Patterns in DISC

When all four DISC factors are grouped closely together, this is known as a compressed/tight graph. This pattern provides unique insights into an individual’s current state and often indicates underlying pressures or frustrations in their environment.

A compressed/tight graph typically reflects uncertainty or a lack of clarity in the individual’s role or circumstances. For instance:

  • In the General Graph (Graph III): This pattern often suggests the person is experiencing frustration or pressure in their current role. Common causes can include unclear objectives, limited authority despite responsibilities, or challenges working under a demanding manager. These frustrations can lead to disengagement or a feeling of being undervalued.

  • In the Position Adjusted Graph (Graph I): Compression here can indicate a lack of direction. The individual may feel unsure about what is expected of them or may be struggling to adapt to their role.

  • In the Intuitive Graph (Graph II): When this pattern appears in the second graph, it could signify external challenges, such as difficulty finding work, business insecurity, or general feelings of instability.

These patterns provide valuable insights into how someone perceives their environment and what might be hindering their engagement and performance.

Addressing the Impact of Compressed Graphs

Identifying compressed graph patterns is a critical step toward addressing potential issues that could hinder motivation and engagement. Understanding the specific graph in which this pattern occurs can help managers pinpoint the root cause and take corrective actions.

For example:

  1. Improving Clarity: If objectives are unclear, managers can work closely with the individual to define their goals and establish clear expectations. Regular feedback and open communication are key to alleviating uncertainty.

  2. Empowering Authority: If the person feels burdened by responsibility without the authority to make decisions, it’s essential to adjust their role or provide them with the autonomy they need to succeed.

  3. Resolving Managerial Challenges: Difficult relationships with supervisors can significantly impact engagement. Coaching or mediation can help improve these dynamics, while creating a more supportive work environment can alleviate pressure.

  4. Recognising Contribution: If the individual feels they are underutilised, finding ways to leverage their skills and involve them in meaningful projects can enhance their motivation.

The rise in compressed/tight DISC patterns, especially during and after the COVID pandemic, highlighted a growing need for organisations to better understand the behavioural challenges their people face. These patterns are more than just data points; they reflect real frustrations and barriers to performance that, if left unaddressed, can lead to disengagement or talent loss.

Organisations can take advantage by identifying these nuances and provide actionable insights. By acknowledging and addressing compressed/tight patterns, businesses can foster an environment where individuals feel understood, valued, and motivated, ensuring better engagement and long-term success.

More Than just a Profile

DISC assessments aren’t just about identifying dominant traits—they’re about uncovering the full complexity of human behaviour. By exploring high and low factors, and addressing the challenges of compressed/tight patterns, organisations can create a deeper sense of engagement, collaboration, and productivity.

In DISC, the magic lies in the details—high, low, or somewhere in between. By embracing the full picture, leaders can unlock the true potential of their teams and individuals.

For more information, help, guidance or support.....contact saul@saulcconsultancy.com