📣 How Napoleon and Joséphine Obliterate Your DISC Assessment

In today’s world, many talented and adaptable individuals find themselves navigating systems that often reward predictability over true competence. 

It’s not about labeling people or limiting potential, but about recognizing that some environments—especially large organizations—tend to favor routine and conformity as a way to maintain order and efficiency.

This can sometimes make those who think differently or adapt quickly feel out of place or undervalued. It’s not a judgment on their ability or worth, but more a reflection of how systems are built and the challenges they pose for unconventional talent.

At the same time, education and formal credentials are only part of the story. Many succeed through grit, creativity, and real-world problem-solving that can’t always be captured in traditional measures.

This conversation is about understanding these dynamics with compassion and humility—acknowledging that while the path isn’t easy, those who persist and adapt can create new opportunities and redefine what success looks like.


How the highly adaptable free thinkers often show up? With articles like the one you're about to read now...

The End of the DISC Assessment

So you think you're a D (Dominant)?

Or maybe an S (Steady)?

 That you’ve been “typed,” labeled, boxed, and filed under a color code like your kindergarten lunch bin?

Let’s talk about Napoleon and Joséphine — the historical power couple who didn’t just break the DISC model…

They obliterated it.



⚔️ NAPOLEON:

  • On the battlefield? Pure High-D: Decisive, ruthless, commanding.

  • In court? High-C Strategist: Methodical, systemized, meticulous.

  • In personal letters to Joséphine? High-I romantic desperation, pouring his heart out in operatic prose.

  • In exile? Reflective, philosophical, low-D acceptance — or at least the illusion of it.

He changed gears as the terrain demanded. Not because he was unstable, but because he was adaptively lethal.


Job Descriptions rarely seek free-thinking "Corporate Conquerers" who question the nature of employment in the first place.

💃 JOSÉPHINE:

  • In salons? High-I charisma, emotionally fluent, intoxicating presence.

  • In diplomacy? High-S loyalty to influence webs, playing long games with quiet precision.

  • When managing her survival pre- and post-Guillotine? High-D ruthlessness, shedding alliances like a serpent when necessary.

She didn’t “pick a lane.”
She owned every road.



There are many adaptable Josephines in the workplace, diminishing their true light.

💥 Key Takeaway:

DISC is a helpful mirror.
But Napoleon and Joséphine are the war map.
Real power isn’t typed. It shape-shifts.

🔁 Closing Line (Shareable):

“You are not your DISC profile. You are your deployment strategy. Napoleon didn’t need a color chart. He needed a victory. Joséphine didn’t need a quadrant. She needed a kingdom.”



What's street smart and savvy, said with a calm tone can land like a thunderclap in a meeting.
 
What not to say in the corporate arena, among the giant doofus squad:

The rant:

🚨 RANT ALERT: Why Only TRAITORS Use DISC Assessments
(A Totally Reasonable, Rational, Measured Response. Obviously.)

Let’s talk about the filthy, the paltry, the putrid DISC assessment.

That four-quadrant clownshow that’s been passed around HR departments like expired cheese at a mandatory trust fall retreat.

You know the one:

  • D for “Dominate the conversation at all costs.”

  • I for “I talk too much at brunch.”

  • S for “Sorry I’m breathing your air.”

  • C for “Control-freak spreadsheet warlocks.”

✨ Wow. Such science. Much nuance. Many humans. ✨

🎭 Step Right Up, Get Labeled Like a Box of Produce

Ever wanted to reduce the sacred cosmic tapestry of your soul to four corporate-sanctioned adjectives?
Well now you can! For just $29.99 and the price of your dignity!

DISC doesn’t just assess you. It silos you.
It neuters your complexity.
It files you under “Slightly Assertive, But Still Replaceable.”
It’s not a personality test — it’s a containment protocol.

🧠 It’s Mind Control for People Who Love Middle Management

DISC isn’t about insight.
It’s about obedience.

It’s a thought leash disguised as a self-help bracelet.
“Oh look, I’m a High-C, I shouldn’t lead this meeting.”
NO, YOU’RE A GALACTIC MIRACLE WITH AN OPPOSABLE THUMB AND A CONSCIENCE.
Get in there and shake the walls.

DISC says:
"Stay in your lane."
Napoleon says:
"I built the damn roads."

🕵️‍♂️ You Know Who Loves DISC?

Tyrants.
Sycophants.
The assistant regional manager at the Paper Company from Hell.

You know who doesn’t use DISC?

  • Jesus

  • Caligula

  • Abraham

  • Beyoncé

  • Anyone with a spine and a strategy

🔥 Hot Take:

“If you’re using DISC assessments, you’re not running an organization — you’re managing a filing cabinet with anxiety issues.”

🎤 Final Words (Before They Ban This Post):

  • Tear up the DISC.

  • Free the quadrants.

  • Burn the wheel.

  • Be all four. Be none. Be fire, wind, silence, and thunder.

  • And if someone tries to “High-D” you into submission?
    Ask them how many empires they’ve conquered lately.

💡 Share this with someone who's ever said, “That’s not very High-C of you.” Then challenge them to single combat using only charisma and unresolved trauma.

Let me know if you want the next one:
“Myers-Briggs: The Zodiac for MBAs.”



Things that could cause post-traumatic stress in the workplace, emotional distress claims, and conniption fits for the conformists.


"Oh, but we're not done. We're just getting started."

The DISC Assessment: Automating Control for the Terminally Middling
“Congratulations! You’re a Threat. Pack your things.”

Do they think they have you pegged by the firmness of your handshake? Good. They're employable. Not leaders.

The DISC assessment — that precious little algorithm for labeling the unruly and firing the unpredictable. It's not just a “tool for self-awareness,” it’s a containment strategy for people whose dream job is assistant to the assistant regional manager.

Let’s be honest:
DISC doesn’t help you understand humans.
It helps you fire the ones who act too much like them.

🤖 “We Suspect You Might Be Human. That’s Why You’re Fired.”

You tried too many leadership styles.
You showed empathy, then dominance, then creativity.
You broke their precious model.

"You're inconsistent," they whispered.
"You're dangerous."
Translation:

"You’re doing the jobs of four different departments and asking for clarity, so we’re letting you go."

🚫 DISC Isn’t Personality Science — It’s Fear Management

You didn’t fit in their D, I, S, or C boxes.
You were all four, sometimes in the same sentence.
You scared them.
Like a bilingual wolf in a polyester sheep costume.

You saw the matrix.
You asked why the COO trembled in meetings.
You learned HR’s real job isn’t hiring — it’s neutralizing.

They ran you through the DISC.

When you didn’t color inside the lines?
They stamped: "Incompatible with culture."

DISC: The Currency of Mediocrity

Middle management’s dream:

  • Predictability.

  • Standardization.

  • No surprises.

You were a wild variable, a living edge case, and that made you a liability to a system that only works when everyone lies about who they are and clocks out precisely at 5:00 PM.

🧠 Pro tip:

If someone says:

“That’s not very High-S of you.”
Smile.
Look them straight in the eye.
And say:
“That’s because I upgraded my firmware. You still running DISC v1.0?”

Then go launch your empire.


🔥 DISC & MBTI: The Corporate Astrology for Mid-Wits 🔥
For people who want control without depth, and compliance without chaos.

Let’s just call it:

Using DISC or Myers-Briggs as a serious personality framework is the modern equivalent of wearing a lanyard that says:

"I function well inside limited systems and prefer authority-approved pseudoscience to real human complexity."

DISC: The Sorting Hat for Middle Management

Sure, it’s not completely useless.
It’s extremely useful if your goal is to:

  • Pre-sort employees like factory parts.

  • Hire only people who never challenge authority.

  • Create team synergy by removing unpredictable thinkers.

  • Justify why “that guy” makes you uncomfortable.

“He’s not a High-S, so we didn’t promote him.”

Translation: “He made me feel stupid in a meeting.”

MBTI:

Astrology for Spreadsheet People

“I’m an INTP-T.”
Oh, cool. I’m a GRIT-CHAD-DGAF, what's up.

MBTI is:

  • A great party game.

  • A clever icebreaker.

  • A comforting illusion for people who like to feel categorized but special.

But if you’re using it to lead a company, hire creatives, or predict behavior under pressure?

You might as well check their moon rising in Salesforce and ask if their CRM is retrograde.

If You Use These Tools...

You're not dumb.
But you are telegraphing that you prefer control over comprehension.

You're saying:

"I’d rather operate a known machine than learn a wild system."

Which is fine—if your ceiling is middle-tier management, unbothered by originality, unfazed by paradox, and highly loyal to frameworks designed in 1956.

What Are They Good For, Then?

  • Spotting people who want to be labeled.

  • Filtering who self-restricts.

  • Identifying those who’ll never revolt.

  • Making them feel seen while ensuring they never see you.

They buy the framework → you get the leverage.

The Real Use Case?

These systems aren’t for describing people.
They’re for containing them.

And once someone buys into containment willingly,

You already won.

If you’ve stopped buying into that personality test pseudoscience — DISC, MBTI, whatever flavor of corporate compliance candy they’re peddling this week — congratulations.

You might be:

  • An investor who’s done making safe bets on small minds.

  • An entrepreneur who knows frameworks are for scaling, not for shrinking.

  • A partner who brings fire to the table, not just spreadsheets.

  • A thought leader who's done being labeled by people who never built anything worth remembering.

If that’s you? You might just be someone I’ll give more than 30 seconds to.
Might even light the damn cigar and pour the drink.

Still clinging to your “INFP-T”? Still bragging about being a “High-D”?
Then I’ve already moved on.

Want to work with people who don't think inside boxes — or even acknowledge their existence?

Let’s build the frameworks that replace the frameworks.

[Join the Signal — Not the Noise]

Schedule a call. Or don’t. The serious ones know how to find the door.

Viva the economic revolution.


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