With artificial intelligence taking over more routine tasks, employers are placing greater value on skills that can’t be replicated by technology, including communication, emotional intelligence and relationship-building.

That’s why, as Forbes’ careers staff writer, I took it upon myself to take the popular behavior and communications assessment, DISC, to better understand my own strengths, blind spots and communication patterns. The assessment, which measures your behavioral style across four dimensions—dominance (D), influence (I), steadiness (S), and conscientiousness (C)—offered a revealing look at how I naturally approach conflict, decision-making and collaboration.

But after taking the assessment and finding out that my overthinking tendencies landed me in the conscientiousness category, a larger question came to mind: 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 in the age of AI. Below are my top takeaways from that conversation.

A DISC Assessment Is More Than A Personality Test: According to author and executive leadership coach David Langiulli, DISC differs from other popular assessments like Myers-Briggs because it focuses more on your behavioral patterns rather than just your personality. He explains that your “personality is relatively fixed,” but your behavior can be adjusted depending on the situation you’re in and the people you’re with. A DISC assessment, he said, is like “a mirror reflecting back at you your behavioral and communications tendencies,” and it shows you how your strengths and/or weaknesses could impact your interactions at work.

It Teaches You How To........

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