I have decided to go back to the basics and look at, what is DiSC? Where has this model that has become so widely known with consultants, human resource departments, and large companies and small businesses looking to get the most of their employees? I find that there are many things that are just accepted measures and you may not know the history. Let’s take a moment to think – have you ever thought of how plants grow, why is the sky blue, or maybe, how one of the best known does and widely used DiSC assessments come to be and stay relevant for so many years.
It is my goal to shed a little light on what DiSC is and how it came to be. DiSC is a model of human behavior that helps people understand “why they do what they do.”
Before I continue on, can you name what the acronym “DiSC” stands for? You will find the answers below, so keep reading.
Originally created by Dr. William Marston at Columbia University and researched and updated by Dr. John Geier and Inscape Publishing at the University of Minnesota, the DiSC model and its training assessments have helped over 35 million people in 25+ languages over the last 40 years.
DiSC is a nonjudgmental language for exploring issues across 4 primary DiSC dimensions of behavior:
Dominance: Direct & Decisive. D’s are strong-willed, strong-minded people who like accepting challenges, taking action, and getting immediate results
influence: Optimistic & Outgoing. I’s are “people people” who like participating on teams, sharing ideas, and energizing and entertaining others
Steadiness: Sympathetic & Cooperative. S’s are helpful people who like working behind the scenes, performing in consistent and predictable ways, and are good listeners
Conscientiousness: Concerned & Correct. C’s value quality and like planning ahead, employing systematic approaches, and checking and re-checking for accuracy
For more history on DiSC, click here or send me an email at firstname.lastname@example.org for information on how to use DiSC.