This week I upgraded my DISC certification at Thomas International (http://www.thomasinternational.net/en-us/Home.aspx).
From now on, I’m only doing online assessments!
Looking forward to new Team-, Leadership- & Coaching assessments;=)
What is a DISC-assessment?
DISC assessment is a behaviour assessment tool based on the DISC theory of psychologist William Marston. Marston’s theory centers around four different personality traits: Dominance, Influence, Stability and Compliance. The DISC assessment can be used for a variety of real-life situations.
Many companies use it as a way to screen potential employees, with the thought that a certain personality type would be better or worse in certain jobs or positions. Another field in which DISC assessment can be used is leadership. There are different leadership methods and styles that coincide with each personality type, which could help leaders be more effective. DISC has also been used to help determine a course of action when dealing with problems as a leadership team—that is, taking the various aspects of each type into account when solving problems or assigning jobs. One area of using DISC is also when coaching other team members or employees in the best way.
The assessments classify four aspects of behavior by testing a person’s preferences in word associations. DISC is an acronym for:
- Dominance – relating to control, power and assertivenes
- Influence– relating to social situations and communication
- Stability – relating to patience, persistence, and thoughtfulness
- Compliance – relating to structure and organizatiom
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.
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.
Stabilty: 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.
Compliance: 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.
DISC assessment tool is used to identify 15 patterns:
- Objective Thinker
- Result oriented