Talk:DISC assessment

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It seems like some Spanish prankster has added the Danish footballer Michael Laudrup as co-authour of DiSC. It may be another "Michael Laudrup" but it does seem very fishy. MSNielsen, DK —Preceding unsigned comment added by (talk) 12:44, 3 November 2009 (UTC)

More Discussion?[edit]

The "Method" section is inconsistent in terms. The top for bullet points are different from the last four.

What are the original terms? Dominance, Inducement, Submission, Compliance OR Drive, Influence, Steadiness, Compliance Erolfox (talk) 23:42, 26 July 2012 (UTC)

I'd Like to see some more discussion on this, has anyone got any criticism or references they can add to the page? - MattJ

I added a link to Learning styles. There is a good critique of personality assessments there.JeremiahJohnson (talk) 22:19, 12 June 2008 (UTC)

—The preceding unsigned comment was added by (talk) 16:13, 27 February 2007 (UTC).

After reviewing the article and discussions about it, I would like to remove the information regarding The Success Insights® Wheel and PIAV on behalf of Target Training International (TTI), the company which owns the rights to the products. TTI has not posted the information on the products, or any other content in the history of the article, and is no way in an attempt to obtain free advertising or improve page ranks. However, we are taking the liberty of removing the information because we understand and respect the intent of Wikipedia to provide unbiased information that is not commercialized. At this time, no links to our sites exist within the content of the article and we urge other vendors of DISC based assessments to remove the links to their own commercial sites. --JessicaKle 15:26, 15 November 2007 (UTC)

It is not correct--nor honest--to describe the DiSC as a psychometric test. A marketing ad copy writer might blithely call it that, but a serious social scientist/psychologist never would. It is not a test by strict test construction principles. A bonafide psychometric test has a stated theory with underlying concepts which can be operationalized and tested. A bonafide test can be checked for its internal validity and its credibility using a statistical package. If statistical analysis reveals a predictablity confidence for the test, then you can reasonably believe that the test does accurately reveal what it is testing for. Many genuine psychometric tests and assessments do meet these standards. Otherwise, instruments like the DiSC are really more properly considered an inventory or a questionnaire, but should not enjoy the status of being considered a psychometric test. In fact, I have read the literaure from DiSC and the company says in print that the instrument is NOT a test. They have integrity. As for marketing sharks selling products, from lotions that grow hair on bald heads to "tests" for personality assessment? Well, that's an altogether different story.

Research on the Inscape Publishing version of DiSC can be found at: [1]. It is important to note that there are several publishings or DISC, which with varying degrees of validity and reliability. DISC is not a test, but an assessment of behavioral preferences, based on personality and environment or situation. Test implies that there are right answers and wrong answers. There is no "right" or "best" DISC style.--JCG 02:34, 20 August 2007 (UTC)

Based on the third and fourth comments above I am going to change the first line to read inventory not test. My employer is sending us to a training based on this instrument and I would appreciate any further advice people have on researching this instrument.JeremiahJohnson (talk) —Preceding comment was added at 15:24, 13 March 2008 (UTC)

Cleanup {{advert}} added[edit]

This article has turned into a major commercial for DISC distributors and companies selling DISC and DISC type products. The Success Insights Wheel is a product by TTI and is not the DISC as Marston designed it. It is an adaptation developed for commercial use and to be sold by distributors. Reference to it is inappropriate for Wikipedia. The PIAV is not DISC and has nothing to do with DISC, other than it is an assessment sold by TTI (free advertising). The references in this article are to commercial sites seeking to improve their Google Pageranks. Footnote #1 is to a commercial site selling a DISC product and it appears this article references commercial copy to footnote, rather than research. You also have someone putting in a plug for their version of the insight wheel, by attaching a link to their PDF. Please take down or rewrite this article to make it accurate. --John--JCG 18:52, 25 October 2007 (UTC)

Wow, a few companies are really being successful using this page to linkspam to their sites. Much cheaper than spending all that money on Google Adword advertising! Needs lots of cleanups. Is this DISC stuff hocum or for real? Richard W.M. Jones 14:32, 11 September 2006 (UTC)

DiSC is a real assesment (sp) and yes this is a for-real thing. In fact I just came back from a seminar over this and was looking for a website that offered these assesments for free. So I came here first.

Wow, I sure wish I lacked morals and felt that I could advertise my wares on this site!


Now cleaned up. 09:39, 26 October 2006 (UTC)

DiSC is for real, but the vendors are in a very competitive business, and compete for Google placing continuously.

So the links there now, 1 Nov 06, are nothing but Google Boosters. The sites involved, intern*lch*nge.c*m and onlined*scpr*file.c*m are purely commercial sites making money from sales. Can links to these sites be banned permanently from Wikipedia?


Looks like we can now add d*scinsights.c*m to that list of abusing commercial sites.

Reference 1 in this article "^ History of DISC Personality Profile Assessment - Retrieved August 8, 2007" is a commercial site selling DiSC commercially as well, they are: www.y* --Internalchange 02:33, 14 August 2007 (UTC) 17:30 13 August 2007 John

For those that are curious if DISC is a "thing", I've always equated it with the four temperaments. That's a good place to start. It has a huge history and only recently has evolved into DISC, at least that's my perception of it (I'm not a psychologist nor a historian). My experience is reading Personality Plus by Florence Littauer and immediately after completing it, a friend exposed me to a book about Disc profiles. I didn't read it but they appear to be the same topic, just different terms. IMHO. Thisisfutile (talk) 15:24, 13 April 2016 (UTC)

Some Other Thoughts[edit]

DiSC as a personality assessment of a person will change for a person over time or for a different environment. DiSC assessments might possibly be done on another person. A person's spouse or family might assess a person totally different than how their co-workers. In Contrast, a Myer-Briggs assessment is your innate personality preferences. You might have to be different for the environment, but Myer-Briggs assess your true preference. Myer-Birggs assessments only have minimal (if any) change over time/environment. DiSC can be very helpful for companies and employee relations. Some companies/enviroments might be such that seniority in the workplace drives many to becoming a D personality , and this might drive a bad cycle of higher turnover amoung junior personnel. I worked one industry/company and they highy used some DiSC training to try ahd help mitigate this. 21:31, 16 May 2007 (UTC)

Both DISC, and Myers Briggs, and indeed almost any other personality measurement instrument, can in theory be used to assess another person as well as for self-assessment. That is just as true for Myers Briggs as for DISC. The very important point, however, is the question as to whether assessments of other people are of any value. Nobody knows you, and your thoughts and feelings, anywhere near as well as you know yourself, even your immediate family. To stand any chance at all of having any real confidence in an assessment of another person, you have to know them very well indeed. Therefore the only meaningful way, normally, of using personality instruments is to use them in 'self-assessment' mode. I should add that the more sophisticated instruments (the sort that get 5 star ratings from the British Psychological Society) have in-built 'detectors of untruth' e.g. the 'social desirability index' and such like. These measures provide some protection against deliberate or unintentional falsification.Snookerrobot (talk) 11:17, 14 July 2008 (UTC)

DiSC versus DISC[edit]

Typically, I see it spelled with a lowercased "i". I think this is the way it is supposed to be.

Also, the last paragraph about the pastor doesn't seem to be all that notable. Overall, this article could benefit from some sourcing. I shall see what I can do. CuTop 18:10, 8 August 2007 (UTC)

I believe DISC (with a capital I) is the generic name for the methodology behind it, while DiSC (with a small i) is a brand name for a company's distribution of it. SchuminWeb (Talk) 18:47, 8 August 2007 (UTC)
I performed some research and you appear to be correct. I have self-reverted. CuTop 22:17, 8 August 2007 (UTC)

The small "i" in DiSC is the registered trademark of Inscape Publishing, not a distributor. They are the largest publishing of DISC assessments, so DiSC is a version of DISC.--Internalchange 02:41, 14 August 2007 (UTC)

Yep! That's the one. SchuminWeb (Talk) 10:39, 14 August 2007 (UTC)

With so many flaws in this system why is dissidence not included in this wiki page? — Preceding unsigned comment added by (talk) 01:13, 24 November 2012 (UTC)

More Accurate Mathematic Terminology (Two Dimensions)[edit]

Having taken this assessment repeatedly over the years at my workplace, I have become fairly familiar with it, albeit no expert. In the description of the graph the author uses mathematic terminology ascribing four dimension to the graph where the results are plotted. This seems incorrect or inaccurate. Better wording would say two dimensions instead of four dimensions. The Extrovertive and Introvertive are two ends of one axis (first diminsion). The Task-orientate and Social-oriented are two ends of a second axis (second dimension). Dominance, Infuence, Steadiness and Concientiousnew are just the target (range) of a mathematical transform (rotation) of a point from two dimensions to a different coordinate system of two dimensions. —Preceding unsigned comment added by (talk) 20:11, 23 October 2007 (UTC)

Yes, it seems this system was developed by people who don't really understand what the word "dimension" means. Not sure how to handle that in this article. Vectro (talk) 14:49, 3 August 2013 (UTC)


Are there any studies concerning the validity of this method? I have made a search in PsycInfo, with no results except for two advertisements. So my conclusion would be that the test is only valid as a way of making money. Maybe I'm not right, but then you have to provide arguments. Lebatsnok (talk) 18:53, 28 January 2008 (UTC)

Yeah, you go online, most of what you're going to find about DISC is about Inscape's "DiSC" product. Your better bet is probably to go to a library and look around there in books, since the method was developed during the first half of the 20th century. Might be worth a look that way. SchuminWeb (Talk) 19:25, 28 January 2008 (UTC)

Marston's DISC is a model or theory not a not an assessment, profile, or test. Marston never trademarked or copyrighted DISC. There are many versions of DISC with varying degrees of validity and reliability. Inscape Publishing is the largest publisher of DISC profile and theirs is referred to as DiSC®. DiSC has been well research and validated. Their research report can be seen at DiSC research. Other publishers should be able to provide their validity if contacted.--JCG 17:27, 20 February 2008 (UTC)

I am not yet convinced that DISC, or for that matter Myers Briggs Type Indicator, is scientifically valid. Anyone who has read Professor Raymond Cattell's book 'The Scientific Analysis of Personality' will know what I mean by 'scientific validity' for a psychometric instrument. Cattell's book describes the years of painstaking research and statistical validation that went into the development of a psychometric tool called the 16PF. The 16PF, and any other psychometric tool that is of any real value, will have been statistically validated and approved by the British Psychological Society (BPS), or other equivalent body for another nation. There are numerous so-called 'psychometric tests' around, that are sold by organisations whose prime interest is making money out of the sale of tests, rather than making a serious contribution to the science of psychology. Many of these so-called tests are shamelessly peddled to gullible employers, recruitment consultants and career counsellors.Snookerrobot (talk) 12:05, 28 June 2008 (UTC)

To add to what I've said above, I would say that although at least one version of DISC is BPS registered, DISC has at least one highly significant drawback. DISC does not measure one particular personality factor that has been conclusively shown in other works (Cattell, Eysenck, Sinclair) to be a major contributing factor to overall human behaviour and functioning, including the workplace. This factor is variously described as 'neuroticism' or 'emotional instability' (Eysenck), 'ego strength' (Cattell), 'sensitivity vs. confidence' (one of the so-called Big 5 personality factors as described by Sinclair and others), or 'state anxiety'. A website entitled 'Businessballs' includes a very good overview of the main personality theories and correspondences between them.Snookerrobot (talk) 11:36, 14 July 2008 (UTC)

I agree there needs to be some real validity testing done. Companies are using these types of assessments in the hiring and firing processes. I believe they are opening themselves to lawsuits. The use of cult-like brainwashing techniques is becoming very bad in the work place. I just ran two non-scientific experiments: 1 - I chose random answers on a DISC test and the results came back as amazing accurate. About as accurate as a tarot card reader. 2 - I found a website listing real fortune cookie sayings. The fortune cookies had the same high degree of accuracy as the DISC assessment. Conclusions: A - I would think that self-assessment in these tests are not going to give you accurate results. Maybe having a dozen co-workers rate each other would be more accurate? B. The results are computer generated canned-answers. C. 24 questions cannot possibly determine anyone's personality. IE: On the few truthful answers I picked I often wanted to pick both highest and lowest depending on the circumstance. This is not allowed. I took one of those cult Dianetics tests once as a lark and had the same problem of wanting to answer "it depends" to many questions. (And then I was ridiculed and insulted for five minutes afterward - which is one key aspect of running successful cults. As I walked out the door I was told, "I'm not done yet." True. But I am.) This reminds me of PSI World Seminars techniques. — Preceding unsigned comment added by (talk) 17:54, 26 May 2011 (UTC)

DiSC itself isn't copyrighted. Marston didn't protect it. So there is a bifurcation between discussion of the MODEL and any TEST which purports to show what someone's profile is. So, you can't validate DISC as a CONCEPT without a test to do so. DiSC by Inscape, I think, is the largest instrument used. They have SIGNIFICANT validity testing, and have published it, in a book, Everything Disc Manual, available at Amazon. It's approachable, but has pretty good academic cred. It uses Cronbach's Alpha, and other scientifically respected metrics to explain its validity. I was convinced.

Also, for the record, all the discussion of "personality" suggests that the writers don't understand this branch of psychology. Personality is a specific thing, with some instruments which are accepted as describing it. (But again, every personality instrument assumes some model against which one's personality is measured. Different model, different test, different measure, different result from the same person. DISC does NOT measure personality. — Preceding unsigned comment added by 2601:9:602:C76B:1D8E:200E:FED6:4FB2 (talk) 21:22, 2 June 2015 (UTC)

I would like to refer many of you to the Everything DiSC Manual, published by Wiley & Sons. Of course, the reliability and validity studies there only apply to their Everything DiSC profiles. [1] Note that Inscape Publishing was purchased by John Wiley & Sons. Xteenann (talk) 21:59, 19 January 2016 (UTC)

My previous employer (Well known multinational) had their HR department pushing this assessment. Results were as much about current workplace roles and what people needed to be, as it was about assessing different personalities and approaches to work/life. Allowances were made for people who didn't fit neatly on an X-Y axis for the final personality result. (Shading covered off an additional Z axis, since I scored strongly in areas not normally considered standard for my "type"). I feel that as a descriptive model it works well - like others it relied on common definitions to language used for questions - working in data science changes the way I approach decision making and thus skews the answers I give accordingly because the same questions given to a plumber are decoded very differently to someone who works with data as a full time job. As it's an assessment of fit to descriptive model, instead of a test, there's really no measure to validate it beyond how useful people find it as a perceptual lense through which to view others. --Cloudbasedchris (talk) 04:48, 6 September 2018 (UTC)

APSWI Outline[edit]

My partner and I are working to extend/edit this article. We noticed that there is not much information regarding the development of the DISC from Marston's original theory. The article also lacks information about each dimension of DISC and what it reveals about a person's personality/behavior patterns. We also feel that it is necessary to share professional opinions regarding the validity and reliability, as well as studies applying DISC assessment to the workplace. We planning on writing our article in the following format:

I. Intro

a.DISC: Assessment of four aspects of personality (Dominance, Inducement, Submission, Compliance)--Defines subject by one of the four aspects, First developed by William Marston (link), then Walter Clarke (link) then John Geier (link), Most often used in workplace/business management

II. History[edit]

a. William Marston--Published idea/model in book “DISC, Integrative Psychology” (1931) (link), Did not originally come up with assessment, Original DISC concepts/theory b. Walter Clarke--Came up with assessment (by accident), Developed a better version later, Self DISCription c. John Greier--Created a personality profile based on the works of Marston and Clarke, Personal Profile System, Has since been simplified to create a better, more concise exam

III. Most-Used types of DiSC Assessment[edit]

a. Everything DiSC Workplace--Focuses on behavior in the workplace, Offers insight to work habits based on personality traits, Assists in hiring process b. Everything DiSC Management--Focuses on management potential and ability, Offers insight to management styles from a personality perspective c. DiSC Classic--Self-report, Self-scored, Used for career development, communication, conflict managing, etc., 28 questions (Thinking about discussing DISC in broader sense in order to avoid bias towards company)

IV. Dimensions of DISC[edit]

a. Dominance--Motivations, Values, Goals, Needs in others…, Patterns b. Influence--Motivations, Values, Goals, Needs in others…, Patterns c. Steadiness--Motivations, Values, Goals, Needs in others…, Patterns d. Conscientiousness--Motivations, Values, Goals, Needs in others…, Patterns

V. Studies of DiSC[edit]

Content included: Validity--Inscape, the company that makes it, says is valid, Reviewers say otherwise--Incomplete study. Reliability--Inscape says is reliable, Reviewers say otherwise--Bias towards one race/Socioeconomic Satus

=== Links/sources we plan on using ===
Please Note that the links to www.* are to a commercial site that is a distributor for and seller of Inscape Publishing DiSC profiles and NOT a to Inscape Publishing, the publisher of the DiSC, which has created and researched their version of the DISC Assessment. By referencing this online distributor's store, rather than the primary reference site, www.* there are inappropriate external links being used.

— Preceding unsigned comment added by Kefabian (talkcontribs) 14:05, 22 October 2012 (UTC)

Your article looks great. Your suggested additions and edits look like good contributions. Make sure to integrate your edits into the existing article sections. Nice job! EM — Preceding unsigned comment added by Testaccountpy242 (talkcontribs) 15:26, 7 November 2012 (UTC)

Removed: 'Dimensions of DISC' section- copyvio.[edit]


Fortuna Imperatrix Mundi 18:59, 21 January 2014 (UTC)