Understanding a lack of self-confidence in a DISC profile is essential when interpreting emotional indicators in behavioural assessments. One of the strengths of Extended DISC® is its ability to highlight emotional states that affect performance, motivation, and decision-making. Most practitioners recognise the common key feelings shown in Profiles I and II, but occasionally an unusual profile appears that requires deeper analysis. This case is one of those examples.
When DISC Profiles Reveal More Than Expected
Extended DISC® and FinxS behavioural reports rely on the size, position, and shape of both profiles to interpret how someone feels and how they believe they need to adjust their behaviour. Although the reports explain many emotional indicators, some signals go beyond what appears in the automated interpretation. This situation required additional professional judgement.
A highly experienced consultant contacted us to review a specific report. She had used Extended DISC® for many years and was confident in her interpretation, but she noticed several unusual indicators in the profiles shown opposite
Understanding the Candidate’s DISC Profiles
The consultant confirmed that Profile II accurately described the candidate’s natural style (I=40%, S=35%, C=25%). Profile II appeared balanced and strong enough to trust as a reflection of true, unconscious behaviour.
However, Profile I raised concerns. It was entirely below the middle line and mostly below the neutral zone. A suppressed Profile I can signal:
- Lack of self-confidence
- Low self-motivation
- Emotional pressure
- Trouble distinguishing right from wrong
- A feeling of needing to hide something
Descending profiles often indicate internal issues the individual may not openly express.
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History and Context Behind the Profile
The consultant had known the candidate for years. The candidate worked in a minor management role and had applied for a senior position. According to the consultant, the candidate historically lacked confidence and had experienced disciplinary issues, which had reportedly been resolved. Senior management had even noticed improvements in her performance.
The combination of a heavily suppressed Profile I and the candidate’s history created uncertainty. While a lack of self-confidence DISC profile can explain some of the results, the depth of suppression suggested there might be additional underlying issues.
Interpretation and Ethical Considerations
We always exercise caution when interpreting descending DISC profiles. Even though such a pattern can indicate “moral concerns,” this language must be used sparingly and only with context. In this case, given the past disciplinary issues, there was a possibility the candidate still felt insecure or had unresolved concerns.
Our advice was clear:
Do not pre-judge the candidate based solely on one behavioural report. Instead, use the information as a prompt for deeper conversation. A suppressed Profile I signals that further discussion is essential before making a final decision about suitability.
Final Guidance for Practitioners
Severely descending DISC profiles require careful interpretation. Practitioners should gather context, ask questions, and explore the candidate’s feelings to understand the factors behind the suppression. When evaluating a candidate with a lack of self-confidence DISC profile, additional discovery conversations are crucial before concluding whether the role is a good fit.
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