Linking DISC and TEIQue: A Deeper Understanding of the Person

When it comes to understanding people, no single framework can capture the full complexity of human behaviour. That’s why combining tools like the DISC profiling and the Trait Emotional Intelligence Questionnaire (TEIQue) can be so powerful.

DISC helps us understand how people behave and interact with others, while TEIQue reveals deeper insights into emotional intelligence—how individuals manage their emotions, navigate relationships, and perceive themselves. Together, these tools provide a more holistic view of personality, uncovering fascinating dynamics that might otherwise go unnoticed.

So, let have a brief look at how these two assessments can intersect and create surprising combinations in the real-world.

Take someone who scores high on Dominance (D) in DISC. Typically, this person is seen as assertive, confident, and results-driven, often taking charge in situations where leadership is needed. But what if this same individual scores low on assertiveness in the TEIQue? This combination might seem contradictory at first glance. In practice, it could manifest as someone who outwardly appears decisive but struggles to express their needs or opinions in emotionally charged situations. For example, a high D team leader might excel at setting goals and pushing for results but avoid direct confrontation when conflicts arise, opting instead for indirect communication or internalising frustration. This subtle tension between their behavioural tendencies and emotional traits could lead to stress or miscommunication within their team.

Now consider someone with a high Influence (I) score on DISC—a person who thrives on social interaction, exudes enthusiasm, and loves connecting with others. Pair this with high self-esteem from the TEIQue, and you have someone who is confident in their abilities and comfortable in their own skin. While this sounds like a winning combination, it can sometimes backfire. High self-esteem combined with a naturally outgoing personality might come across as arrogance or overconfidence to others, especially if they unintentionally dominate conversations or dismiss alternative viewpoints. For instance, a high I salesperson might be so self-assured that they fail to pick up on subtle cues that a client feels unheard or undervalued.

But the connection between DISC and TEIQue isn’t limited to potential challenges—it also reveals opportunities for growth and development. Imagine someone who scores high on Steadiness (S) in DISC—a person who is dependable, empathetic, and values harmony—but has low emotional regulation on the TEIQue. This individual may struggle to manage stress effectively when faced with change or conflict, despite their natural inclination to support others. In a workplace setting, they might be the glue holding a team together during calm periods but become overwhelmed when tensions rise. By identifying this dynamic through the combined use of DISC and TEIQue, they could focus on building resilience and stress management skills to complement their steady nature.

On the flip side, consider a high Compliabce (C) individual from DISC—someone detail-oriented, analytical, and focused on accuracy—who also scores high on adaptability in the TEIQue. This pairing creates an interesting blend: a person who values structure and precision but is also flexible enough to handle unexpected changes without becoming rigid or anxious. In a project management role, for example, they might excel at balancing meticulous planning with the ability to pivot when obstacles arise—a rare combination that makes them an asset in dynamic environments.

The beauty of integrating DISC profiling with TEIQue lies in its ability to uncover these nuanced dynamics that shape how people think, feel, and behave. While DISC provides a snapshot of outward behaviour patterns, TEIQue adds depth by exploring the emotional underpinnings of those behaviours. Together, they offer a richer understanding of individuals—not just as employees or teammates but as whole people with unique strengths and areas for growth.

By leveraging both tools, organisations can foster stronger teams where individuals are not only understood but empowered to thrive in ways that align with their natural tendencies and emotional capacities. Whether it’s helping a high D leader find their voice in difficult conversations or encouraging a high I individual to balance confidence with empathy, the possibilities are endless when we take a multidimensional approach to personality and emotional intelligence.

For more information on the assessments https://saulcconsultancy.com/assessments