The GRIP model:
An application of the DISC personality profiling system
By Andy Pan

What about a high I person? You’ve guessed it! Interpersonal relations! Being a warm, friendly and people-oriented person, an I would, most likely, trigger any relationship-building activity. The last thing an I would want in a team is a lack of interaction among members.

A high S individual pursues security and stability. Thus, with a determination of roles and responsibilities, a S would feel more secure when he knows that he is playing an important role in the team. Responsibilities form an integral part of a S’s work life. In fact, you can trust a S in the team to perform efficiently and responsibly in any role assigned.

Last but not least, a high C individual would be concerned with the details of the plan - the processes and procedures that need to be put in place in order to achieve the team’s goal(s). Cs complement Ds as they work out the finer points to support the overall goal. In fact, being conscientious and schedule-oriented, Cs would excel in creating and following processes as they leave no stone unturned.

Hence, it goes to reinforce the fact that all the personality styles are unique and complementary. It is no coincidence that the GRIP framework is needed to ensure team success and at the same time, able to allow a natural fit for each of the personality styles in each of its element. No style is stronger or weaker than another, because each personality leverages on the strength and complements the weakness of another. An ideal team would be one with a good mix of all the DISC personality styles, working on all the GRIP elements in sync with each of their styles. Like they say….no individual is perfect but as a team we can be perfect.