The DISC assessment and profile tools are among the most widely used tools of their kind in the world. Many different types of organizations use the DISC personality profile and assessment tools to enable them to make more informed decisions about personnel selection, on-boarding, learning and development, management, and succession.
Although it’s not critical to know all about the history of products like the “>DISC personality profile and DISC test to benefit from their use, the DISC story is an interesting one that’s worth sharing.
Origin and Evolution of the DISC Personality Test and Profiling System
The DISC test and DISC personality profile – as we know them – have their roots in the work of William Moulton Marston in the early part of the 20th century.
Marston’s work and theories on human behavior were showcased in the book The Emotions of Normal People, in which he introduced his DISC theory, which basically broke down human behavior into four basic types or styles:
– Inducement (now commonly called Influence)
– Submissiveness (now commonly called Steadiness or Steadfastness)
– Compliance (now commonly called Conscientiousness or Conformity)
Marston’s DISC theory examined behavioral preferences and styles and attempted to understand the cause-and-effect relationship between personality and behavior in both special settings and under everyday conditions.
On top of introducing the “>DISC personality assessment and profile to the world, Marston is also credited with two other impressive achievements:
– Creating the systolic blood pressure test that would become a key component of the polygraph or “lie detector”
– He created the comic book character Wonder Woman
Continuing Development Ensures the DISC Profile and Test Stay on the Cutting Edge
As with anything good, the “>DISC personality profile and DISC test evolved over time, as people endeavored to improve and expand upon the DISC model. Psychologist John Geier and behavioralist Walter Clarke are among those who made some of the more notable contributions to the research and development of the DISC model. Geier is, in fact, credited with the creation of the first DISC “personal profile” – back in 1958 – which essentially makes it the “grandfather” to all DISC profiles, assessments, and related tools that are available today.
Moreover, the DISC personality assessment’s popularity has led to the development of a growing industry of tools and resources designed to support the DISC assessment and profiling system.
It’s also led to the development of a number of DISC imitators – many of which are legitimate and worthy alternatives, some of which are not. Because the DISC assessments and profiles are being used to help enlighten such important decisions – for both employers and employees and job hopefuls – it’s best not to take your chances with a DISC “imitation.
Ultimately, while the DISC personality profile and DISC test may have undergone research, development, and improvement over the years, the core “product” is fundamentally unchanged – very much like the psychological make-up of the species it was designed to study.