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While attending last night’s Agile Leadership Network meeting, I had the opportunity to take a DISC test. Now, for those of you unfamiliar with the DISC test, it was created by the same guy that created Wonder Woman, so take that for what you will. Ultimately, like other assessments, it provides you with a set of questions, that when analyzed, can provide insight into your behavioral traits.

To be perfectly candid, I’ve never put much weight into these evaluations, as I’m fairly certain I know my own behaviors and I’m not too certain what a generalized set of questions can tell me that I wasn’t already aware of. However, where I do see value in such exercises, is when you take it in a team setting and apply some thought to your discoveries.

Unfortunately, during the meeting, I was really hoping to hear how the various behavior traits play into the various Agile roles, or which personality traits might be combined to give you the best odds of a self-organizing team. However, the discussion was general and unfortunately did not gain any of this preferred insight. Granted, I don’t think teams should be form based on an assessment alone, but I do think this one variable might be of assistance in determining a variety of communication forms. How does a person within this category communication with a person in a different category, etc.

With Agile being all about collaboration and communication, the better we can work together and understand each other’s needs, the better the outcome (in general). So while I don’t place a lot of weight on the assessment, I do find that it might help us empathize with others and thus open up the lines of communication a bit more.

For those interested, I was high S and high C naturally.

DISC