DISC assessment

From Wikipedia, the free encyclopedia

DISC is a group of psychological inventories developed by John Geierand others and based

on the 1928 work of psychologist William Moulton Marston and the original behaviouralist
Walter. V. Clarke and others.

Contents
 [hide]

1 History
2 Method
3 See
also
4 Referen
ces

[edit]History

DISC is the four quadrant behavioral model based on the work of William Moulton
Marston Ph.D. (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, the father of Behavioural science, graduated from doctoral studies at Harvard in
the newly developing field of Psychology and was also a consulting psychologist,
researcher, and author of five books, either solely or through joint effort. 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
utilise 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 behaviour of an individual based upon a set
of questions. Working with Marston he was able to name four vectors of behaviour namely
Assertiveness, Sociability, Tranquility and Dependance, and the means to identify the
relative propensity of individuals to behave according to these predictive scales.

This system of dimensions of observable behaviour has become known as the universal
language of behavior. Research 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 would be starting 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 - i.e. Knowing where to remedy is no
longer the issue, although it still takes dedication on everyone's part not to step on one
another's shoes.

Having said that, there are varying degrees of compatibility, not just toward tasks but
interpersonal relationships as well. However, when they are identified, energy can be
donated towards refining the results.

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

Although the original company to create behavioural assessments (W. V. Clarke and
Associates)is still operating, many other systems based upon this original work have been
developed especially by people who originally worked with Clarke, and these have mostly
used the DISC notation. There are probably several thousand derivatives of this work, only
a few of these give credit to Clarke. Bill Bonstetter, from TTI and Success Insights,
acknowledges Clarke's contribution and is himself also a significant developer of the
system by being the first company to computerise the reports, thus making them more
accessible to commerce in general.

DISC is also used in an assortment of areas and used by many companies, HR

professionals, organisations, consultants, trainers and the list goes on, due to its host of
benefits.

[edit]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:(Submission in Marston's time): People with High "S" styles scores
want a steady pace, security, and do not like sudden change. High "S" persons 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: (Compliance in Marston's time): Persons 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 careless with details.