|
| |
You will see the DISC model often represented as DiSC®, which reflects the
ownership of this particular logoform by the US Inscape Publishing company.
Inscape has extensively researched and developed its own DISC systems, which
according to the company's publicity have been used by over 40 million people
since the early 1970s, which are used with the intention of enabling people to
"...gain the insight they need to be more successful, productive, and fulfilled
at work..." Inscape also say, "... DiSC® instruments are based on a simple idea
- that the foundation of personal and professional success lies in knowing
yourself, understanding others, and realizing the impact of your actions and
attitudes on other people..."
The DISC model is attributed to Dr William Moulton Marston, whose book
Emotions Of Normal People (1928) first explained the model using the DISC
terminology, and which also provided the descriptive words on which the commonly
used DISC personality assessment systems were built. Marston didn't create an
assessment tool. This was done initially by researchers at the University of
Minnesota, in 1972 according to Inscape. Inscape, and others, have continued to
develop, test and validate DISC assessment systems, which are marketed with
gusto to the corporate and organizational development communities.
BOOKS about DISC
|
The 4 Dimensional Manager: DiSC Strategies for Managing Different People
in the Best Ways
Successful managers work like coaches, assessing each
person’s strengths and weaknesses and developing the best strategy to
get the job done. The 4-Dimensional Manager shows how managers can
become more effective by using the DiSC system. “DiSC” stands for four
communication styles: Dominance (direct and decisive); Influence
(optimistic and outgoing); Supportive (sympathetic and cooperative); and
Conscientious (concerned and correct). In the book’s first part, readers
assess their own style, the style of the people they manage, and the
style of their organization. The second part shows how to choose the
most effective style (or combination of styles) for any situation,
focusing on seven key areas: delegating, decision making, problem
solving, motivating, complimenting, giving constructive feedback, and
developing skills. |
|
I'm Stuck, You're Stuck: Breakthrough to Better Work
Relationships and Results by Discovering your DiSC
Behavioral Style
Humans are creatures of habit. We continue to do things
the same way because we are comfortable in our habits
and don’t consider that there are other possibilities.
I’m Stuck, You’re Stuck offers a self-discovery tool
that has helped more than 30 million people understand
why they do the things they do, and how to do them
differently. This tool is DiSC and it takes less than
five minutes to complete, but offers lessons in human
relations you can use for a lifetime.
While most business self-help books
are based on the theories or experiences of one person,
I’m Stuck, You’re Stuck is based on DiSC, a time-tested
self-assessment program developed by Inscape Publishing
nearly 25 years ago and backed by their ongoing
behavioral research. DiSC has been successfully used by
over 30 million people in the global workforce. But it’s
not a “one size fits all” training solution, or another
inspirational, feel-good formula. DiSC is a hands-on,
practical approach to discovering and capitalizing on
individual differences. DiSC puts the responsibility for
understanding and managing our behavior on the
individual. This is the first time Inscape’s DiSC
assessment has been available outside the training and
development market.
|
|
The dimensions of Behavior and Situation feature strongly in Marston's ideas.
There are several slightly varying interpretations of this model. Here's a
general outline.
DISC basic personality types model
There are different interpretations of this model, based on the same
underpinning structure. This presentation of the DISC model borrows from various
interpretations. The colors mainly emphasize the columns - they are not part of
the original DISC theory - but they also reflect the logical correlations to two
of the Four Temperaments and Keirsey main types (D = Phlegmatic/Rational; I =
Choleric/Idealist) and the Jungian Extravert-Introvert 'attitudes'. Other than
this there is no attempt here to overlay the DISC model or personality traits
directly onto any other personality model. There are overlaps and correlations
between DISC and other personality systems but not a direct overlay. Logical
comparisons and correlations between DISC types and the types contained in the
theories of Jung,
Benziger, etc, are
shown lower in the grid below.
| D |
I |
S |
C |
| Dominance |
Influence |
Steadiness |
Compliance |
|
generally
proactive and extravert |
generally
reactive and introvert |
| decisive, dominant, self-assured,
forceful, task-orientated, instigates, leads and directs |
motivates others via influence and
persuasion, good communication skills, presents well, friendly, affable,
inspires others, intuitive, gregarious, friendly |
reliable, dependable,
process-orientated, listener, friendly, trustworthy, solid, ethical,
finishes what others start and leave, methodical, decides according to
process |
painstaking, investigative, curious,
decides using facts and figures, correct, checker, detailed, |
| things |
people |
people |
things |
| motivated by responsibility and
achievement |
motivated by recognition and personal
approval
|
motivated by time, space and
continuity to do things properly |
motivated by attention to detail,
perfection and truth |
| strong focus on task and forceful
style can upset people |
emphasis on image can neglect
substance |
dependence on process can become
resistance |
need for perfection can delay or
obstruct |
| fears failure and loss of power |
fears rejection and loss of reputation |
fears insecurity and change |
fears inaccuracy and unpredictability |
| Benziger 'double frontal' (frontal
right and frontal left), extraverted |
Benziger 'double right' (basal right
and frontal right), extraverted |
Benziger 'double basal' (basal left
and basal right), introverted |
Benziger 'double left' (basal left and
frontal left) introverted |
| Jung's ET(N) and EN(T) |
Jung's EF(N) and EN(F)
|
Jung's IF(S) and IS(F) |
Jung's IT(S) and IS(T) |
| Intuitive-Thinking |
Intuitive-Feeling |
Sensing-Feeling |
Sensing-Thinking |
| Myers Briggs® ENTJ, less so
ENTP, INTJ, INTP |
Myers Briggs® ENFJ, less so
ENFP, INFJ, INFP |
Myers Briggs® ISFP, less so
ISFJ, ESFP, ESFJ |
Myers Briggs® ISTP, less so
ISTJ, ESTP, ESTJ |
| closest Keirsey type equivalent is
fieldmarshall |
closest Keirsey type equivalent is
teacher |
closest Keirsey type equivalent is
composer |
closest Keirsey type equivalent is
crafter |
| temperament or humor implied by
Keirsey is entirely phlegmatic (Keirsey's rationalist) |
temperament or humor implied by
Keirsey is entirely choleric (Keirsey's idealist) |
temperament or humor implied by
Keirsey is half sanguine half melancholic (Keirsey's artisan and
guardian) |
temperament or humor implied by
Keirsey is half sanguine half melancholic (Keirsey's artisan and
guardian) |
The closest equivalent types shown above from the models of
Jung,
Myers Briggs® and
Keirsey are just a guide,
and have been arrived at by factoring in the typical DISC dimensions of
extraversion-introversion and proactive-passive, which imply the obvious
Extraverted or Introverted Jungian equivalents, and Judging (proactive) or
Perceiving (reactive) Jungian equivalents. As we've seen, none of this is a
perfect science, and the correlations are formed by logical extension rather
than clear admissions of statements from the originating theorists.
Benziger's correlations
however are those stated by Katherine Benziger herself.
Unlike testing systems such as Myers
Briggs® and Keirsey
which typically match people to defined 'types', The DISC model instead presents
a series of four main 'type' descriptions (titled above as Dominance, Influence,
Steadiness and Compliance). The DISC testing instruments tend to identify
people's dominant or preferred type and one or two supporting types from the
four available, and this mixture is then represented by a graph or personality
description based on the mixture of the types.
In this respect no person is exclusively just one of the four DISC types.
Most people have a dominant or preferred main type, plus one or two supporting
types in different degrees depending on the person and the situation. DISC
systems commonly not only assess the person but also the person's mix of
dominant types from different perspectives.
It is important to note again that the DISC system of personality assessment,
like all personality models, provides a guide and a perspective of personality;
it is not a 100% reliable or definitive measurement.
Under certain circumstances DISC and related terminology are protected or
trademarked intellectual property, so if you have ideas to use any DISC theory
or tools in connection with the commercial delivery of personality assessment or
testing services it's wise to check whether you can do so freely or whether such
use is governed by licensing conditions.
DiSC® is a trademark of the US Inscape Publishing company.
source:
www.businessballs.com
| |
-
|