As an HR leader or manager, you’ve likely seen it happen:
Two high-performing employees just can’t seem to work together.
A well-qualified new hire leaves within three months.
A well-qualified new hire leaves within three months.
Team meetings are filled with misunderstandings, even when everyone means well.
Often, these challenges are chalked up to “personality clashes” or “lack of fit.” But what if those very personalities, when understood better, could become the team’s greatest strength?
That’s where personality assessments, like DISC, come in—not as labels, but as tools to help people understand themselves and each other, and to work better together.
A Familiar Story: Same Goals, Different Styles
Let’s start with a story.
A mid-sized logistics company noticed increasing friction between its operations and customer service teams. Both teams were competent and dedicated. But they worked at different speeds and had different priorities. Operations valued structure, efficiency, and accuracy. Customer service prioritized speed, flexibility, and human connection.
Their leaders tried process changes and team-building activities, but nothing seemed to stick—until they introduced DISC personality assessments during a leadership retreat.
The DISC results were eye-opening:
- The Operations Manager scored high on Conscientiousness—careful, detail-oriented, and cautious about change.
- The Customer Service Head scored high on Influence—outgoing, fast-moving, and highly people-focused.
They weren’t at odds because of values—they simply approached work from opposite ends of the spectrum.
Once the teams understood these styles, they began to adjust, not resist each other:
- Operations added a simple client-centered checklist.
- Customer service agreed to a structured ticketing system to avoid last-minute rushes.
Within a month, response times improved, internal complaints dropped, and morale lifted.
Why DISC Works in the Workplace
DISC stands for four personality styles:
- Dominance (D): Direct, driven, results-focused
- Influence (I): Outgoing, social, persuasive
- Steadiness (S): Calm, supportive, patient
- Conscientiousness (C): Precise, logical, detail-oriented
Each team member has a unique mix of these. DISC doesn’t box people in—it brings self-awareness to the surface, helping people:
- Reflect on how they naturally behave
- Understand how others might perceive them
- Learn to adjust their style to communicate and collaborate better
This creates a shared language that removes guesswork from interactions—and reduces tension caused by misinterpretation.
The Hidden Cost of Misalignment
Most HR teams focus on skills and experience when hiring or developing people. But ignoring personality fit can be costly.
One tech company learned this the hard way. They hired a highly skilled developer who checked all the boxes on paper. But within two months, her manager reported conflicts with colleagues and low participation in team huddles. Engagement dropped.
After a DISC assessment, it became clear: she had a strong C profile—quiet, analytical, and uncomfortable with fast-moving brainstorming sessions. Her manager, a high D-I, thrived on fast decisions and constant collaboration.
With some coaching and minor changes to the workflow (including giving the developer time to review tasks before meetings), performance improved and the developer stayed.
Sometimes, the solution isn’t a new hire—it’s a new understanding.
Culture Fit Isn’t Sameness—It’s Alignment
DISC is also a valuable tool for assessing culture fit, which isn’t about hiring people who all act the same. It’s about aligning work styles with the company’s values and environment.
For example, in a fast-paced sales team filled with high-D personalities, a new team member with a high-S profile may need time to adjust to the pace—but can bring a calming, stabilizing presence that balances the team out.
The key is awareness and alignment, not uniformity.
Introducing DISC and DISCover
At ASEAMETRICS, we’ve seen the power of DISC in action—across industries and team sizes. That’s why we’re excited to launch DISC, our DISC online assessment now integrated into the HR Avatar Corporate Account.
But the real impact comes when results turn into action. That’s why we’re also offering DISCover, a facilitated team session that brings DISC to life—helping teams interpret their results together and create actionable steps to improve communication, collaboration, and leadership.
It’s not just about knowing your style—it’s about understanding how others see you, how you impact them, and how to adjust for greater success.
Personality Is the Foundation of Performance
You can train skills, build experience, and coach for behavior—but personality is the invisible thread that runs through every team interaction, every meeting, and every decision.
As HR leaders and managers, you have the opportunity to turn that thread into a strength.
Start by helping your people DISCover themselves—and discover the team they can become.
Are you ready to transform your people and organization?
ASEAMETRICS provides innovative HR tools and data-driven insights to help you hire smarter, develop talent, and drive performance. Discover how our solutions can empower your organization to thrive. Contact us today and take the first step toward transforming your talent management.
For inquiries, email us at info@aseametrics.com or call us at (02) 8652 1967.
About the author
Liza Manalo-Mapagu is the CEO of ASEAMETRICS, a leading HR technology firm driving digital transformation to help people and organizations thrive in the evolving workplace. As one of the pillars of the industry, she specializes in individual and organizational capability building, HR technology solutions, talent analytics, and talent management. A recognized thought leader in HR innovations and advocate for ethical AI in HR, Liza empowers businesses and HR leaders through innovative strategies that align people, organizations, and technology. She also serves as the Program Director of the Psychology Program at Asia Pacific College, shaping the future of HR through consulting, education, and leadership.
