disc personality test validity and reliability

It is these drives which direct our behavioral patterns. William Marston, who penned The Emotions of Normal People in 1928 and posited that humans are compelled to act by four intrinsic drives. The DISC model is built upon the theories of Dr. Currently, around 70% of Fortune 500 companies have used a DISC assessment at some stage in their business. However, it is certainly true that numerous organisations use some form of ‘personal profile system’ based on the DISC theory. Nor will assessments predict the likelihood of success for a potential employee - if used, it will represent one of many factors considered in an employment decision. It is difficult to be accurate about which companies will use a DISC assessment as part of their hiring process, since it does not measure skills or aptitudes specific to any position. Understanding how different profile types send and receive information makes it easier to avoid conflict or misinterpretation.įor a manager or team leader, knowing what motivates or distresses the different profile types within the workplace can be a great way of getting the best from their team. The theory being, the more people know about how they and their colleagues handle and disseminate information, the more effective interpersonal relationships can become.īy scrutinizing the strengths and weaknesses of certain DISC profiles, a person can develop a more flexible approach to work-based communications, intuitively adapting behavior to suit their immediate environment. If an individual is made aware of their personality type, and the types of personality that surround them, they can learn to communicate more effectively.Īnalysing the communication needs of team members or employees allows the flow of information to be optimized. The DISC assessment recognizes that people are inherently different and have different needs when interacting with others. Success, both individually and within a team, is generally measured by how well people can communicate with each other. This data can then be used to modify behavior when interacting with specific people and improve working relationships. They will find out more about what motivates them and what causes them stress, as well as how they respond to conflict and solve problems. The test allows individuals to access easy-to-understand data about themselves and the way they interact with the people around them.

It does not require certification to be administered and is commonly used by businesses and organizations that want to achieve more effective teamwork - to increase sales output or improve working relationships, for example.

A DISC assessment is a judgment-free test that provides insight into an individual’s personality and behavioral characteristics.

Disc personality test validity and reliability