DISC assessments and behavior profiles

The DISC 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 assertiveness


• Influence - relating to social situations and communication


• Steadiness - relating to patience, persistence, and thoughtfulness


• Conscientiousness - 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".

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: (Originally referred to as submission by the creator of the method - Martson): People with High S styles scores want a steady pace, security, and do not like sudden change. Low S intensity scores are those who like change and variety. High S persons are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. 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, 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.

Also look at Gregorc... there are others.

With or without a strategy to create an organization in which people have jobs that fit their "way", it almost always ends up that way. However, it takes loads of time and money to weed through the process. The idea that you can discover this information through testing, and avoid having to figure it out for yourself over time, must be considered. It's a system - you gotta like systems!

The theory is neat. The test results appear to be eerily accurate, but not perfect. A profile, test or at least an awareness of personality characteristics has value.
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