DiSC® - Understanding the iD (Influence / Dominant) Style

Posted by Bill Harshman on

iD Style This lesson continues our increased understanding of not just the four quadrants with which we are already familiar, rather an understanding how changing proximity (distance to a neighboring style) within a particular quadrant yields a result which identifies a separate, unique DiSC® styleToday’s focus is on the iD (Influence / Dominant) style. 


Where did this come from?

As the DiSC® has evolved and become totally computer based, the algorithms showed a much more robust capability to plot your “dot” very specifically within one of the four quadrants.  (Our dot simply reminds us of our home base; where we feel most comfortable; our comfy t-shirt.)  Research showed that the analysis and weighting of the results placed the same styles in various places within a given quadrant.  Simply put, the result was different degrees of the same style and slightly differing preferences and priorities.


What’s in this for the learner?

This lesson will be helpful if you haven’t taken the DiSC®, don’t know your DiSC® style, OR if you are a style other than iD


Quick summary of the iD style

Let’s start with what we know.  We already know a couple basics about the iD style that reside within the Influence quadrant.  This quadrant - including the iD style - has a PACE of Faster & Outspoken, combined with an AGREEABLENESS quotient of Questioning & Skeptical (result-focused).  And, the brief list of (observable behaviors) descriptors still includes:  Direct, Firm, Strong-willed, Forceful, and Results-oriented.  From our model, we also know that the iD style priorities differ slightly from the D and include Results, Action & Enthusiasm.  As we proceed in this lesson, you’ll notice one or more of these priorities identified in our iD candidate.  Refer to our blog titled, “EVERYTHING DiSC WORKPLACE® PROFILE - The 8 Priorities“ to understand more about the priorities associated with the DiSC® styles, specifically the iD.


The thrust of this lesson is around the priorities and qualities that tie those aforementioned descriptors together.  Let’s begin by examining the iD priorities.

Priorities of the iD StyleStyle Priorities

Priorities (listed around the circumference of the model) are the primary areas where people focus their energy depending on their DiSC® style.  Everyone has at least three priorities; some have four to five.  Having more is no better or worse than having three.  I’m sharing priorities from the Everything DiSC Workplace® Profile in this example. The Everything DiSC Workplace® priorities are unique to you and based on your results.  Priorities simply help us understand how our style might be reflected in motivations and behaviors given real-life work scenarios.  The important thing to remember is that when things get foggy (such as when stress or uncertainty appear) we seek the priorities associated with our style.


Priorities of the iD Style: (same as the Di style)

  • Results – The iD works to accomplish goals rapidly. They are competitive, however also use charm to persuade others.  To many, they seem too focused on results.
  • Action – The iD seems adventurous and bold. Getting bored easily, they often seek out unique assignments and leadership positions.  They are known for their energetic approach.
  • Enthusiasm – The iD appears charming and fun because of their high energy. They use their excitement to hook others and to create a lively environment.  Some styles just can’t handle their high-spirited approach.

Styles, Scales, & Qualities (same as the Di style)

Next, we consider the qualities of the iD style. These are like core needs mentioned in previous articles, however are LESS unconscious and MORE at the surface near conscious, observable behavior.  The qualities vary around the model and are represented in scales.  The iD scale qualities are Excitement, Opportunity, & Importance.

iD-Di ScaleNote:  Due to the pairings of styles to form a particular scale, you will notice that these dual-letter designations are shared with their neighboring dual-letter mirror.  For example, the DC/CD styles are physically paired together, and as such, they share style qualities.  Same is true of the iD/Di proximity, the iS/Si proximity, and the CS/SC proximity.  The result is eight DiSC® scales instead of 12 as expected.  Thus, we have 12 DiSC® styles = 8 DiSC® scales.  Though the Di and iD styles are separate and unique, you can consider the iD / Di styles as ONE scale when it comes to qualities.  Let’s take a look.


Qualities of the Di / iD Style:

  • Excitement
  1. If you ask the iD (/ Di), they will tell you they are adventurers or risk-takers. They crave stimulation, and as such are drawn toward exciting roles.  You’ll find them at the center of the action and larger-than-life people. 
  2. They’ll fly down the road with an idea without spending too much time on analysis, leading them to potentially miss obstacles or due diligence.
  • Opportunity
    1. They are constantly (almost unconsciously) scanning their environment for possibilities.
    2. They’re at the front of the line when initiating big changes, willing to take chances, and networking. Fresh ideas can distract them from unfinished initiatives. 
    3. Others are captured with their energy and storytelling. This helps them seize opportunities and bring others on board.
  • Importance
    1. Their sense of self-worth is tied to recognition. They are drawn to positions that feature recognition, advancement, and influence.  They demonstrate high self-confidence with an instinct of unstoppability. 
    2. They will avoid restraints on their autonomy with a persuasive and magnetic approach.


Where they differ

Up until now, I’ve referred to the neighboring Di / iD styles interchangeably in terms of the overlay of their priorities and their qualities, respectively.  HOWEVER, it is important to remember that they ARE two different DiSC® styles.  The unique placement of those dots on the DiSC® model is determined by the computer algorithms.  I want to share some clarifying / identifying information to help make this distinction clear. 


iD Style

Di Style


Outgoing, Enthusiastic, Optimistic, High-spirited, Lively

Direct, Firm, Strong-willed, Forceful, Results-oriented


Results, Action, Enthusiasm


Excitement, Opportunity, Importance


Exciting breakthroughs

Quick action, new opportunities

Judges others by:

Ability to think creatively; charisma

Confidence, influence

Influences others by:

Boldness, passion

Charm, bold action


Impulsiveness, outspokenness

Impatience, egotism, manipulation

Under pressure:

Becomes impulsive, lashes out at others

Becomes aggressive, overpowers others


Fixed environments, loss of approval or attention

Loss of power

Would increase effectiveness through:

Focusing on the details, patience, listening to others

Patience, humility, consideration of others’ ideas


To some, these differences may seem very subtle, however lumping these two unique styles together as one is inappropriate and unfair.  One of our Cornerstone Principles shows us that “Each and all 12 DiSC® are unique and equally valuable.”


So What?

So, that was a lot of new, detailed, complex information.  What do I glean from that and apply meaning to my daily life? 

There is an implication for handling conflict.  The iD (similar to the Di) style includes the following characteristics:  passionate and expressive, assertive, self-assured, wanting to have control, competitive, biased toward action, and having a very clear vision of how things should be. 

Similar to the Di person, the iD person isn’t used to holding back, AND they feel their emotions in the moment.  As such, they want to act on their impulses rather than repress them.  This factor alone can be healthy particularly in organizations.  However, when it comes to conflict, they can be so inclined toward winning, that they ignore the warning signs from other parts of their brain which are suggesting them to slow down and consider others’ opinions.

There’s one more important implication I want to share.  To the degree that iD person may work with more soft-spoken or reserved people, how often do you really slow down and stay quiet enough for the other person to feel like they have an opening or even an invitation to really express their concerns?  Such concerns might not even be on your radar.  Given that you have a strong personality, it might be incumbent upon you to actively create that space rather than waiting for the other person to push for it or to be outspoken about their needs.

The “So what?” is for the iD to consider how they would increase their effectiveness.  At a glance, the iD is into quick action and new opportunities.  This can come across as impulsive and outspoken if overused.  This lesson can help the iD to increase effectiveness by accepting and understanding their own style, then incorporating what they know about other styles toward improved communication.

I hope this overview increased your awareness, knowledge, and familiarity of DiSC®, especially the iD style.  Whether your needs include Onboarding, Employee Engagement, Culture Change, Conflict Management, Team Building, or simply Communication, DiSC® is the research-based, proven, leading training solution. We have several Everything DiSC® assessments to help you craft individual and team solutions, including (click for description):


·         WORKPLACE®

·         AGILE EQ™


·         WORK OF LEADERS®

·         MANAGEMENT

·         SALES



What’s next?

Our next lesson will discuss the iS (Influence / Steady) style. 

As ALWAYS, the key to effectiveness through DiSC® is understanding your and others’ styles and then using that knowledge for improved interactions.

If you would like a live, complimentary webinar (online) for your team or organization, or if you would like a PDF sample of any of the assessments listed above, please send an email to info@traininglocation.com.  If you’d like to purchase the DiSC®, visit  DiSC® Classic or Everything DiSC® at our website.  And, check out our products from The Ken Blanchard Companies as well.

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