DISC personality assessments are a self-assessment behaviour tool. Candidates who undergo disc personality testing have their DISC type determined and corresponding personality profile revealed and assessed. The various DISC types are indicative of your behaviours and motivations in the workplace. You can use this to identify roles, tasks, teams and more that you, or others, would be ideally suited to.
The DISC personality test is based on the work of psychologist William Moulton Marston, who also contributed to creating the first ever polygraph test (as well as creating Wonder Woman!). His 1928 publication, "Emotions of Normal People" outlined four different personality types, at the time with corresponding colours of yellow, green, blue and red.
Walter Clarke built on Marston's work in 1956, creating a self-assessment based on his theory, that we now know to be the DISC personality test. Clarke created this test to aid businesses in finding qualified employees. This has been adapted throughout the years to create the incredibly popular DISC assessment used by thousands of companies worldwide today.
Another personality test is The Myers-Briggs Type Indicator which was created by mother and daughter, Katharine Cook Briggs and Isabel Briggs Myers. Katherine Briggs began researching personality in 1917, after meeting her future son-in-law and observing the stark differences between his personality and that of her family members. She began reading and documenting various biographies to develop a typology, which eventually evolved into four main temperaments; social, executive, spontaneous and meditative.
She went on to read Carl Jung's Psychological Types in 1923 and recognised the similarities with her own. Her daughter Isabel also took an interest in human behaviour at this point and they decided to attempt to turn the theory of psychological types into a more practical application together. Learn more about Myres-Briggs Personality tests.
Emotional intelligence, also known as EI or EQ, is one of the most sought after skills in today’s workforce, particularly in leadership. This is likely because some 90% of top performers score high on emotional intelligence, while only 20% of low performers do the same. Other research shows EQ makes up for 58% of professional success, regardless of specific role or industry. Learn more.
A better understanding of how we are motivated leads to a greater sense of self-awareness and improves our relationships with others. This understanding helps us see what is important to us and others.
When combined with a knowledge of personality types, this understanding leads to improved decision making, conflict management and alignment of our work and personal lives. Learn more.
Our DISC workplace personality tests reveal your personality in four key areas:
From here, candidates are categorised into distinct personality types, based on their characteristics in these four areas. These personality profiles can help you better understand yourself, but also employees and their own intrinsic motivations. Our expert debrief helps you identify opportunities to better motivate and communicate with employees across your business. As they like control, they fear being taken advantage of and if they have low emotional intelligence they can become overbearing.
D personality profiles are decision makers. They're direct and tend to prefer to lead as opposed to follow. They're very goal orientated and can organise themselves and others to reach these goals. Getting things done is their main focus at work, as such they can find repetitive or time-consuming tasks frustrating. They fear rejection most and if they have low emotional intelligence they may act before listening and confuse the team around them.
I personality profiles are people-oriented. They value relationships at work, whether that's with colleagues or customers. They're excellent at motivating others with enthusiasm and optimism. They're highly motivated by positive feedback and the approval of others. Their ideal work environment is a social one and they may struggle to be productive without this
S personality profiles are also people-orientated and very empathetic. They're understanding, patient and make excellent team players. They tend to enjoy routine and may be resistant to changing the status quo and need reassurance. They're motivated by a positive team and working environment, as well as regular feedback and recognition. Their biggest fear is conflict and loss of security. If they have low emotional intelligence, they could find themselves agreeing to things they don’t want to do.
C personality profiles are critical thinkers with a high attention to detail. They are perfectionists in the workplace, holding themselves and others to a high standard. They enjoy researching and learning, as well as seeing projects through to the end result. They work best in autonomous roles with clear goals and expectations. Their biggest fear is getting things wrong. If they have low emotional intelligence, they can become overly critical of others who don’t meet their exact standards.
Your DISC personality test will assess leaders, managers and employees in these four areas and identify which areas they most align with. Employees may be a mix of different types. For example, they may have strong tendencies to lead, but also enjoy routine. Our full expert debrief will help you understand each different result and how you can practically use this information in the workplace to better motivate and engage employees.
DISC profile assessments are a powerful business tool.
These assessments can be used in a range of ways, but one of the most common benefits is improved communications within teams. The enhanced insight into each other's behaviours and motivations can help colleagues better communicate and collaborate with each other to create a more productive working environment with more positive relationships. Similarly, leadership can use these assessments to identify how to better motivate individual employees to improve engagement and productivity.
Many businesses also use DISC personality tests for their recruitment and onboarding processes. They can help assess how candidates will fit into existing teams and indicate how well they might collaborate with existing personality profiles.
DISC personality testing is also a great personal development tool. As you can see from the above personality types, each has its own unique strengths and weaknesses. This can help employees identify areas to work on, as well as stretch projects to jump on that they're ideally suited to. In this sense, you can use the assessments to develop unique learning and development strategies that will increase employee performance.
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