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Brief background to the contemporary origins of DISC1
DISC is a four quadrant behavioural model, which is based on the work of Dr. William Moulton Marston (1893–1947) in his book Emotions of Normal People, as well as in his other 4 books. It was developed to examine the behaviour of individuals in their environment. It examines a person's behavioural reaction to stumli. The DISC model, or theory, focuses on the styles and preferences of individual behaviour.
Maston proposed that characteristics of behaviour can be grouped into four major "personality styles" and that individuals tend to exhibit specific characteristics which are common to a particular style. All individuals can demonstrate behaviours from all four styles, but what differs from one to another is the extent to which each is exhibited, and the effort and energy required on behalf of the person to exhibit those characteristics.
Most people demonstrate an interplay or blend of behaviors. The determination of their blend starts with the most dominant style, which is then usually, followed by a secondary style or styles. When the individnual styles of team members is known (each of these types has its own unique value to the team, ideal environment, general characteristics, what the individual is motivated by, and value to team); it is possible to extrapulate that information into a team environment and the varying degrees of compatibility of team members in regards to both tasks and interpersonal and intra-team relationships can be analysed.
DISC is also used in an assortment of areas, including by many companies and organisations, usually by HR professionals, consultants, coaches, managers and trainers.
Brief Explanation of the DISC Model/Theory1
The assessments classify four aspects of behaviour 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 (submission in Marston's time) – relating to patience, persistence, and thoughtfulness
Compliance ((or caution, compliance in Marston's time) – relating to structure and organisation
These four dimensions are grouped in a quadrant grid.
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: 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.
Why Extended DISC
It is a little known, and even less understood, fact that DISC is not a purchasable product. As explained above, DISC is a model and theory of human behaviour. There is no copyright or patent on DISC and it is freely available for anyone, person or organisation, to use in the development of their products and services. For this reason, there are many DISC based products on the market, some have a reference to DISC in their name, and others do not. These products, and their names, are then copyrighted and/or patented by the developers/owners. The intellectual property (IP) they are protecting is what they have developed and/or created, albeit, based on the DISC model/theory.
Not all DISC produts are created equally!
Having tried, tested and analised hundreds of the DISC based tools, instruments, assessments, profiles, analysis, reports (and may other titles), we at Talent Tools are convinced that Extended DISC is the best available worldwide. Extended DISC has many advantages which stand it in higher stead than comparable other brands. Some of the advantages are that Extended DISC:
recognises 160 different behavioural styles - 10 times more than its closest rival which is generic rather than precise
has a text bank in excess of 228 million text combinations which provides very precise results - the closest rival has less than 10% of this capacity
was developed specifically for the workplace environment, with non-work applications - rather than general with some workplace relevance
recognisesand reports on the person's current emotional state, for example the “Influence of the Environment on a Person’s Motivation”
is available in over 55 languages - DiSC is available in 25
has flexibility in the format and the pages in each report generated
as built in validation and will not generate reports that are unreliable
reports are based on the individual's natural behavioural style - providing a stable foundation report that will be relevant for many years - other reports capture only the moment when they were undertaken
is subject to continuous improvement in its effectiveness and efficiency, evidenced by ongoing enhancements and new products
is subject to annual worldwide validation
has 10 different tools available in one system
highly validated and rigorous instrument
is excellent value for money, and you only pay for the reports generated
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.
