What is The DISC Assessment? What are The DISC Personality Types?

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What is The DISC Assessment? What are The DISC Personality Types?

The DISC assessment actually comes from the DISC theory, which originated in William Moulton Marston’s book ‘Emotions of Normal People’ in 1928.

Every person who steps into your office or into your workforce comes with their own individual attributes, sometimes these attributes may fall in line with what you are looking for, and sometimes they may not. Through the years there may be a set of questions that you may have come up with a set of questions to ask the candidates coming to you for jobs so that you can understand them better and know whether they are what you are looking for or not. However, these questions also will change, have new additions, and be modified in a number of ways multiple times.

If you have ever wondered about the existence of a way to be able to figure without having put in so much effort, then you have come to the right place. Here we are going to talk about the DISC assessment or the DISC profile assessment. It is a type of personality test that is fit to assess the workforce existing or new. Organizations are using the DISC test worldwide today, to understand people better as it studies the behaviours, the motivation behind these behaviours and tells you how an individual is likely to act in times of conflicts, how they are likely to maintain their relationships, and carry out interactions with those around them.

A little more about DISC profile assessment

It is easy to find things attractive and get involved in them, however, it is always a good practice to understand where what you are using is coming from. For the DISC profile test, we have you covered.

The DISC assessment actually comes from the DISC theory, which originated in William Moulton Marston’s book ‘Emotions of Normal People’ in 1928. This personality system developed by Marston was given recognition in Harvard for the first time. Within this system, he has defined 4 types of personalities that are considered to be innate as well as influenced by other external factors. The 4 types of personalities that he suggested were Dominance, Steadiness, Influence, Conscientiousness.

Carrying forward his work in 1940, it was Walter Clark who first created a DISC personality test and gave it the form that it has today. It is of course understood that over the years this test has been subject to changes brought about in theories of personality.

The DISC factors

As you may have figured by now that the term ‘DISC’ is an acronym for D- Dominance, I-influence, S-steadiness, C-Conscientiousness. Let us look at these 4 DISC personality types in a little more detail:

Dominance

This factor is usually high for people who are more likely to be motivated, outgoing, assertive, and task-oriented. These people are usually motivated by success, are direct, willing to accept challenges, and look to overcome these challenges more often than not successfully. These people do well in leadership roles.

While the strength of this factor is getting work done, their limitations are also to do with their dominance, they may be quick to lose patience under stress and may act out in an aggressive manner.

Influence

This DISC personality type is typically out-going, warm, trustworthy and do great in team roles. They are magnetic and quick to gain social recognition among their peers. They work in a democratic manner and make sure those around them are comfortable. They are optimistic.

It may be hard to believe that a charming personality can be too charming. But all coins have two sides. This personality type can certainly work one being more objective and reacting less with verbal attacks that come as a result of the fear of rejection by others.

Steadiness

This DISC personality, is concerned with collaboration, providing support when needed, helping others, etc. They are loyal and honest and can be your pillar of support when you need them to be.

Their core attraction is to look for a sense of stability or harmony where they are, and that being said this is what they fear the loss of the most. Under stress, they may not speak up and assert themselves in order to maintain the relationships that they have created with others and may appear indecisive with a great ability to compromise.

Conscientiousness

These people tend to prioritize perfection and accuracy of their work. They wish to work to the best of their abilities to deliver the best quality of work. They are analytical, accurate, and ethical in their work nature.

They may become misleading to avoid conflict and may be prone to confusion under fast-paced pressure.

Keeping the above categories in mind it is important to remember that these are personalities and that no one ever belongs to a single one. At all times everyone is a combination of all the 4, where one or two may be dominant over the others. The DISC personality profile is being used to assess the workforce everywhere and you should consider it too. These are also brought to you by Discover Assessments in a very interesting, gamified version. They are currently conducting these tests in different languages across the globe. So, get in touch with them and amp up your employment process!