With artificial intelligence taking over more routine tasks, many workplace leaders say the skills that will matter most in today’s job market are the ones that can’t be replicated by technology: communication, emotional intelligence, and relationship-building. In fact, in a recent MIT commencement speech, AMD CEO Lisa Su emphasized the need for human skills saying that “for everything that AI can do, AI can’t decide which problems are worth solving. It can't make the hard judgments when the data is not there [and] it can't take responsibility for the outcomes.” As a result, Su said, “technology itself does not decide what the future looks like—the best people do.”

That’s why, as Forbes’ careers staff writer, I took it upon myself to take the popular online behavior and communication assessment known as DISC. I wanted to better understand my own strengths, blind spots, and communication patterns—and how these habits might impact my effectiveness as a colleague and leader. The online assessment measures your behavioral style across four dimensions: dominance (D), influence (I), steadiness (S), and conscientiousness (C).

The assessment definitely offered a revealing look at how I naturally approach conflict, decision-making, and collaboration. But it left me with a larger question: Is a decades old behavioral assessment such as DISC still relevant for helping professionals grow today?

To find out, I spoke to leadership coaches and DISC facilitators about how they use the assessment with executives, managers, and teams, even in the age of AI.

What Is A DISC Assessment?

According to author and executive leadership coach David Langiulli, DISC differs from other popular........

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