History of DISC: Evolution of DISC Personality Styles

A physiological psychologist named William Moulton Marston laid the basis of the DISC Model in 1928. As a result of his research, he defined four personality types based on the DISC model that influence a person’s behavioral type when interacting with a team or individual.

Who Created the DISC Model First?

DISC’s history dates back to 444 B.C., during ancient times. According to Greek philosophers, behaviors are more influenced by external factors than internal instincts. The four external elements were thought to be water, air, fire, and earth. Based on Empedocles’ theory, humans have the capability of acting in four different ways. These factors make up different percentages and combine to produce other traits.

What Is DISC Theory?

This personality assessment tool is used to better understand yourself and others in the workplace. Organizations benefit from the DISC profile assessment to improve their overall performance and strengthen team synergy. Each new hire and advanced training requires knowledge of the individual’s capabilities. At the individual level, our ability to interact and communicate more is increased tenfold.

What Does DISC Stand for?

The DISC acronym consists of initials indicating four main personality types that result from the DISC profile assessment. Characteristic personalities that make any person act distinctly can be categorized as follows:

Dominance: This type of personality is bold and result-oriented.
Influence: This type of personality is accepting and motivating.
Steadiness: This type of personality is way calmer than others.
Conscientiousness: This type of personality is known for accuracy at work.

There are numerous benefits to taking this profile test, not only on an individual level but also on a collective one as a team.

The Development of DISC

Personality profiling through DISC seems to be a new trend to us, but actually, it is not new to the world. Initially, the use of DISC was limited to the commercial sector, as its effective result makes the process a bit expensive to afford.

DISC assessment was also part of the recruitment process in the US army until it became the basis of the general recruitment process. However, now access to computers and the internet has made the DISC assessment model popular among all the people of the world and more like a compulsory part of the hiring process.

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When Did the DISC Assessment Start?

DISC is a behavioral assessment tool with roots dating back to Ancient Greek times. Although William Moulton’s assessment model was published in his book “Emotions of Normal People” (first appeared in 1928), the DISC personality test was designed almost 20 years later. Walter Clark developed the first DISC personality profile based on the theory of William Moulton Marston in the 1950s. A test known as Activity Vector Analysis was developed by Clark to assess the potential of candidates for the job.

The initial assessment consisted of a series of adjectives selected by candidates that best describe themselves, followed by yes-no questions. The candidates read the questions and answer positively or negatively whatever suits them the best.

In 1994, Inscape Publishing created a DISC-based assessment that could be self-administered and scored to reveal personal behavioral patterns. Later in 2013, Inscape launched an online method for this assessment. Now all these assessments are a great way to read and understand the human mind. Today, teams are often formed keeping the balance of all personalities to enhance the finished product.

Evolution of DISC Personality Styles

William Marston, the father of DISC theory, paved the way for DISC assessment with his book based on clinical experimentation and analysis. The history of DISC is rooted in research and practical applications. In spite of this, assessments, reports, and facilities are always in need of improvement. The DISC profile now has been used by more than 7 million people around the world and is the best assessment that can be utilized for enhancing management in today’s world.

DISC is a self-assessment tool that helps an individual to know his conscious and subconscious behavioral style. The behavioral styles that Marston referred to were Dominance (D), Inducement (I), Submission (S), and Compliance (C). However, now DISC stands for Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each behavioral style makes one person distinguish from another. Often leadership roles are offered to one with dominance and influence over others. While other roles use different traits to achieve results.

Significance of DISC Assessments

At the workplace, numerous tasks need to be accomplished either in teams or as an individual. We get to interact with several people as well. To deliver our best work and contribute to the growth of the organization, one needs to understand the behaviors and personalities of the people around us. It is even more important to be good at your job. Strong teamwork and effective communication can do wonders whether you are at the workplace or even playing any sport.

Knowing the potential behavioral style of each individual, managers can assign the task more specifically. This will help in the production of quality work within less time. Results of the DISC assessment can lead to the development of new and creative ideas, streamlined management, and improved leadership.

Understanding your personality traits goes beyond providing you with corporate benefits. It has a wide range of applications in all facets of life. In sports, for instance, the captain must know his teammates and opponents well enough to devise a winning strategy. Likewise, being in management, you can know each person in your team through profile assessment and can provide training to them accordingly. Similarly, the teacher can assess the potential of her students and can divide tasks based on the personality of each student.

In recent times, the only key to making visible development in any field of life is to know your aptitude deeply. After that, the next crucial step is to know the people you have to report to and to work along with. In order to understand the minds of others and use available talent most effectively, DISC profiling is imperative. The research report shows that only 9% of people around the world have type “D” personalities. People with this type are self-determined and decisive and have leadership qualities in them.

Briefly, assessments from history show that human behavior and energy can be influenced by external but primarily by internal factors. Every personality style has its own benefits for any societal group. DISC assessment reports can help maximize output and enhance interactions by assigning the most appropriate role to each person in the workplace or the team. The use of the best of self abilities at work results in personal as well as professional growth.