What is the DISC personality test?
The DISC model is a behavioural assessment tool based on insights from psychologist William Moulton Marston and his 1928 theory of emotional responses which centred on four main personality traits. In modern iterations of the DISC test, these traits are described as dominance, influence, steadiness and conscientiousness or compliance.
The assessment measures how an individual ranks across these four primary personality types, none of which are considered inherently positive or negative. The extent to which an individual exhibits these traits speaks to their strengths and inner motivations, essential information for organisations looking to build an engaged and high-performing workforce.
Dominance
D-personalities tend to gravitate toward positions of authority. They can be great sources of motivation in the workplace, setting an aggressive pace to achieve results as quickly and efficiently as possible. They can be relentlessly competitive with both themselves and others and prefer to be the person making the decisions.
Compliance
C-personalities are very objective which makes them fair when evaluating differences in opinion. Only the facts and how they relate to the plan or project matter to them, meaning they are good at developing strategies and executing on tasks. C-personalities don’t naturally take the lead but can lead by example through their commitment to delivering high quality work.
Influence
I-personalities like to be the centre of attention and are generally social and talkative. They love to brainstorm and talk about ideas but are rarely the executors in the group. Recognising this and surrounding I-personalities with teams that are analytical and detail-orientated is often very effective and keeps them from bouncing from one project to another.
Influence
I-personalities like to be the centre of attention and are generally social and talkative. They love to brainstorm and talk about ideas but are rarely the executors in the group. Recognising this and surrounding I-personalities with teams that are analytical and detail-orientated is often very effective and keeps them from bouncing from one project to another.
Steadiness
S-personalities are inclined to listen to and encourage the people around them. They nurture close relationships, enjoy structure and routine and shy away from rapid change and fast-paced environments. S-personalities are less likely to seek leadership positions but when placed in a position of authority, will work hard to reflect their own innate harmony and balance.
Compliance
C-personalities are very objective which makes them fair when evaluating differences in opinion. Only the facts and how they relate to the plan or project matter to them, meaning they are good at developing strategies and executing on tasks. C-personalities don’t naturally take the lead but can lead by example through their commitment to delivering high quality work.
