Successfully scaling a law firm isn’t just about legal expertise, it’s about leadership, strategic hiring, and effective communication. The DISC assessment is a powerful tool that helps law firm owners and attorneys gain deeper insights into their behavioral styles, improve team dynamics, and optimize client interactions. 

Attorney Ashley Waters, featured on Great Practice, Great Life, shares how DISC transformed her solo practice into a thriving law firm. After a decade in the legal industry, she realized that building a successful firm required more than practicing law, it required assembling the right team and fostering a culture of collaboration. Her pivotal moment at ClioCon led her to Atticus coaching, where she discovered how the DISC assessments could help her make smarter hiring decisions, improve communication, and enhance firm profitability. 

Through DISC, Ashley identified her team’s strengths, ensuring that each member was in a role that aligned with their natural abilities. This strategic approach boosted morale, improved efficiency, and increased overall profitability. She also found that understanding personality profiles made a significant impact on client relationships, strengthening trust and improving service delivery. 

If you’re struggling with hiring, leadership, or firm culture, DISC assessments offer practical solutions. Understanding human behavior isn’t just beneficial, it’s essential for law firm growth. 

What is the DISC Assessment? 

Originally developed just after World War I, DISC profiles were first used by the military to predict which soldiers might experience shell shock and which ones would remain more resilient. By analyzing responses to a series of questions, they created personality profiles that provided insight into behavioral tendencies. By the 1960s, corporate America recognized the value of this tool, adapting it for workplace dynamics and leadership development. 

The Four DISC Personality Profiles: 

• Dominance (D): Confident, results-driven, and goal-oriented. 

• Influence (I): Outgoing, persuasive, and relationship-focused. 

• Steadiness (S): Dependable, cooperative, and sincere. 

• Conscientiousness (C): Analytical, detail-oriented, and precise. 

Today, DISC assessments are widely used across industries, including law firms, to enhance communication, teamwork, and leadership. For attorneys, understanding DISC profiles can be a game-changer—helping you navigate client relationships, build stronger teams, and create a more cohesive and efficient firm. By recognizing how different personality types influence behavior, you can communicate more effectively, minimize misunderstandings, and foster a work environment where both attorneys and staff thrive. 

How Can the DISC Assessment Transform Your Law Firm? 

Understanding how you and your team operate is key to building a thriving law firm. A DISC assessment gives you a clear picture of your natural strengths, communication style, and leadership tendencies. With this insight, you can navigate challenges more effectively, improve collaboration, and create an environment where both attorneys and staff can perform at their best. 

By aligning the right personalities with the right roles, you’ll see stronger teamwork, fewer misunderstandings, and a more productive workplace. It’s not just about hiring the right people—it’s about understanding how to motivate, communicate, and lead them in a way that drives long-term success. 

Hiring the Right People 

Hiring mistakes are expensive. The wrong hire can disrupt your team, drain resources, and leave you starting from scratch in a few months. DISC helps by ensuring you’re hiring the right person for the right role. 

• D-Styles thrive in fast-paced, high-stakes roles like sales and leadership. 

• I-Styles bring energy and connection, making them great for networking and client relations. 

• S-Styles excel in consistent, process-driven roles like client support or operations. 

• C-Styles ensure accuracy and structure, making them great for legal, finance, or quality control roles. 

If you put a highly structured C-style in a high-energy client-facing role, they’ll struggle. If you hire a fast-moving D-style for a role that requires patience and teamwork, they may not stick around. DISC helps you make hiring decisions with clarity instead of gut instinct. 

Training and Onboarding 

New employees absorb information differently, and one-size-fits-all training doesn’t work. DISC helps you train and onboard in a way that resonates with each style: 

• D-Styles: Want independence and big-picture goals. Give them challenges early. 

• I-Styles: Need engagement and social interaction. Make training interactive. 

• S-Styles: Value consistency and support. Provide structure and reassurance. 

• C-Styles: Require detailed instructions. Give them documentation and clarity. 

When you tailor training to fit someone’s DISC style, you accelerate their success and increase retention. 

Improving Leadership and Communication 

Most managers communicate in their natural style, expecting everyone else to adapt. This is why misunderstandings happen. The key to great leadership and management is adjusting how you communicate to fit your team’s DISC styles. 

• D-Styles: Be direct, get to the point, and talk about results. 

• I-Styles: Engage with energy, recognize their contributions, and keep things fun. 

• S-Styles: Be patient, provide stability, and make sure they feel appreciated. 

• C-Styles: Give clear instructions, focus on logic, and avoid unnecessary small talk. 

When you communicate in a way that resonates with the person you’re talking to, you get better results, reduce frustration, and create a stronger team culture. 

Conflict Resolution 

Conflict is inevitable. How you handle it determines whether it strengthens or weakens your business. 

• D-Styles can be blunt or impatient—address issues head-on and offer solutions. 

• I-Styles avoid conflict—help them talk through concerns instead of brushing them off. 

• S-Styles internalize stress—give them a safe space to express frustrations. 

• C-Styles become critical—use facts and logic to work through the issue. 

A great leader doesn’t avoid conflict—they manage it well. Understanding DISC helps you prevent small issues from escalating and keep your team aligned. 

Learn More About DISC Assessment– A Powerful Tool for Smarter Hiring and Stronger Law Firm Teams

For a comprehensive view of your firm’s behavioral dynamics, we highly recommend the DISC assessment for attorneys and key team members. At Atticus, we integrate DISC insights into our coaching process, tailoring strategies to your firm’s unique strengths and goals. 

By leveraging DISC, you’ll not only optimize your hiring process and firm culture, but you’ll also build stronger relationships, improve efficiency, and drive long-term success. 

Ready to take the next step? Let Atticus help you implement DISC for smarter growth and stronger practice.