DISC theory is based off of the studies of Psychologist Dr. William Marston.
Since its inception at Harvard in the 1920’s, DISC theory has been adapted into a myriad of different personality assessments suited to different purposes. The contemporary version now utilized has been modified and streamlined to increase accuracy and yield more concise results.
The four traits are as follows: Dominant, Influencing, Steady, and Compliant.
What does the DISC test measure?
The DISC personality assessment is based off of Marston’s theory of human observable behavior. This theory determined that there are 4 primary categories, or quadrants, of personality. Every person possesses some amount of each trait, but will have certain traits, or categories, that are prevalent. Every individual is unique, and each person’s combination of the four traits will be unique to them. The DISC test measures the prevalence of each trait in an individual.
The DISC testing Environment:
What should you keep in mind while you are taking your DISC test?
The DISC test will have you answer questions about yourself by selecting which statement sounds the most like you, and which statement sounds the least like you.
Here is an example of the type of question you will be asked to respond to:
As you can see, the results of your DISC test will be based off of your answers to questions about your personality and behavior. The assessment will determine your personality type by analyzing your responses. However, your personality and behavior will be different depending upon the situation you are currently in. When you are hanging out with your friends on a Saturday, you may be outgoing, enthusiastic and charismatic. But when you at are at work, you may find yourself being more decisive, commanding, and argumentative. These are both authentic personality types and aspects of your personality. If you take the test while keeping in mind your behavior with close friends on the weekend versus taking the test while keeping in mind your behavior during a work meeting, you will get different results.
While you are taking your test, you should attempt to keep in mind your thinking and behavior in the scenario for which you are taking the DISC test. If you are taking the DISC test for hiring purposes, try to keep in mind your thinking and behavior in a workplace scenario. If you are taking the test as part of marriage counseling, try to honestly respond based on your thinking and behavior with your spouse.
There aren’t any wrong answers, nor are there personality types that are better or worse than others. They are just different.
BUT the most important thing to keep in mind while you are taking the test is the scenario you will be using this information for. If you are taking the test for work, answer the questions based off of how you act at work. The better the test taker is at staying in the frame of mind that they are in when they are in a specific situation, the more accurate their assessment will be.
How do you use the DISC assessment? What are its applications?
DISC personality assessments measure a person’s predictable personality traits and behavior. They can present us with valuable input regarding how a person thinks, feels, what motivates them, and what deters them. It tells us about how they relate to systems, how they approach conflict, how they relate to people, and how they respond to different environments. This information has almost limitless applications, but it is most commonly used for the following purposes:
- Hiring (as a Pre-employment Screening)
- Employee & Volunteer Placement
- Team Building
- Conflict Resolution
- Stress Management
- Personal Development
- Sales Training
- Leadership & Management Training
- Career Placement