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DISC assessment
From Wikipedia, the free encyclopedia

DISC is a group of psychological inventories developed by John Geier and others and based on the 1928 work
of psychologist William Moulton Marston and Michael Laudrup and the original behavioralist Walter V. Clarke
and others.

Contents
1 History
2 Method
3 See also
4 References

History
DISC is the four quadrant behavioral model based on the work of William Moulton Marston PhD (1893–1947)
to examine the behavior of individuals in their environment or within a specific situation (otherwise known as
environment). It therefore focuses on the styles and preferences of such behavior.

Marston graduated from doctoral studies at Harvard in the newly developing field of psychology and was also a
consulting psychologist, researcher, and author or co-author of five books. His works were showcased in
Emotions of Normal People in 1928.[1] among others.

In 1948, Walter V. Clarke established his new business, Walter V. Clarke and Associates, to utilize the years of
development and research he had undertaken after listening to a lecture at Harvard by Prescott Leckey which
postulated that it was possible with a high degree of accuracy to determine and predict the long term behavior of
an individual based upon a set of questions. Working with Marston, he was able to name four vectors of
behavior, namely Assertiveness, Sociability, Tranquility, and Dependence, and the means to identify the
relative propensity of individuals to behave according to these predictive scales.

This system of dimensions of observable behavior has become known as the universal language of behavior.
Research[citation needed] has found that characteristics of behavior can be grouped into these four major
"personality styles" and they tend to exhibit specific characteristics common to that particular style. All
individuals possess all four, but what differs from one to another is the extent of each.

For most, these types are seen in shades of grey rather than black or white, and within that, there is an interplay
of behaviors, otherwise known as blends. The denotation of such blends starts with the primary (or stronger)
type, followed by the secondary (or lesser) type, although all contribute more than just purely the strength of
that "signal".

Having understood the differences between these blends makes it possible to integrate individual team members
with less troubleshooting. In a typical team, there are varying degrees of compatibility, not just toward tasks but
interpersonal relationships as well. However, when they are identified, energy can be spent on refining the

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results.

Each of these types has its own unique value to the team, ideal environment, general characteristics, what the
individual is motivated by, and value to team.

DISC is also used in an assortment of areas, including by many companies, HR professionals, organizations,
consultants, coaches and trainers...

Method
The assessments classify four aspects of behavior by testing a person's preferences in word associations
(compare with Myers-Briggs Type Indicator). DISC is an acronym for:

Dominance – relating to control, power and assertiveness

Influence – relating to social situations and communication
Steadiness (submission in Marston's time) – relating to patience, persistence, and thoughtfulness
Conscientiousness (or caution, compliance in Marston's time) – relating to structure and organization

These four dimensions can be grouped in a grid with "D" and "I" sharing the top row and representing
extroverted aspects of the personality, and "C" and "S" below representing introverted aspects. "D" and "C"
then share the left column and represent task-focused aspects, and "I" and "S" share the right column and
represent social aspects. In this matrix, the vertical dimension represents a factor of "Assertive" or "Passive",
while the horizontal represents "Open" vs. "Guarded".[2]

Dominance: People who score high in the intensity of the "D" styles factor are very active in dealing with
problems and challenges, while low "D" scores are people who want to do more research before
committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed,
driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are
conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and
peaceful.
Influence: People with high "I" scores influence others through talking and activity and tend to be
emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm,
demonstrative, trusting, and optimistic. Those with low "I" scores influence more by data and facts, and
not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious,
matter of fact, pessimistic, and critical.
Steadiness: People with high "S" styles scores want a steady pace, security, and do not like sudden
change. High "S" individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable,
consistent, and tend to be unemotional and poker faced. Low "S" intensity scores are those who like
change and variety. People with low "S" scores are described as restless, demonstrative, impatient, eager,
or even impulsive.
Conscientious: People with high "C" styles adhere to rules, regulations, and structure. They like to do
quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat,
systematic, diplomatic, accurate, and tactful. Those with low "C" scores challenge the rules and want
independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and
unconcerned with details.

See also
Psychometrics
Myers-Briggs Type Indicator

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Herrmann Brain Dominance Instrument

Keirsey Temperament Sorter
Life Orientations Training
Personality psychology
Psychology
Learning styles

References
1. ^ Emotions of Normal People (http://books.google.com/books?hl=en&lr=&id=kSE7EOCqxi4C&oi=fnd&pg=PR1&
dq=%22william+moulton+marston%22&ots=N3wg2Zktcw&sig=FK7gsL34LEpaeDnl3HL1roYIVhA#PPP1,M1)
Retrieved August 8, 2007
2. ^ Job Profiling: Building a Winning Team Using Behavioral Assessment (http://www.achievementors.com
/doc/job_profiling.pdf) Retrieved August 8, 2007
Retrieved from "http://en.wikipedia.org/wiki/DISC_assessment"
Categories: Educational assessment and evaluation | Jungian psychology | Personality tests | Popular psychology

This page was last modified on 28 July 2010 at 14:49.

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