The actual measurement of people and placing them into that circle came from the Activity Vector Analysis created by Walter Clarke, an industrial psychologist, who created a checklist of descriptions.

He labeled these as Dominance, Inducement, Submission and Compliance, placing them in a circle that was separated into equal quadrants. His book ‘The Emotions of Normal People’, published in 1928, described four intrinsic drives that direct our behavioral patterns. The science behind the DISC model comes from noted psychologist Dr. By understanding what each one means, the team can perform better together, reduce the risk of miscommunication and achieve goals without conflict. It also provides insight into how they deal with conflict and what stresses them.Įach DISC profile has strengths, weaknesses and different ways that they prefer to communicate. The test itself is a judgment-free way for employers and colleagues to learn more about how everyone prefers to work, communicate and be motivated.

Separating test-takers into four distinct groups based on their motivations, stressors, behaviors and how they deal with conflict, a DISC assessment can help improve communication and teamwork.ĭISC is an acronym for the four behavioral types that a person can be described as having. It is similar to a personality test but assesses how you act rather than how you think. The DISC assessment is a behavioral test used to understand employees.

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