DISC assessment

[1] These assessments aim to improve job performance by categorizing individuals into four personality traits: dominance, inducement, submission, and compliance.

In 1956, Clarke created the Activity Vector Analysis, a checklist of adjectives on which he asked people to indicate descriptions that were accurate about themselves.

A DISC assessment helps to identify workstyle preferences, determines how someone would interact with others, and provides insight on work habits.

Organizations often use the DISC assessment for various applications,[10] including team building, leadership development, communication training, and conflict resolution.

While it can provide valuable insights into individual and team dynamics, it is essential to interpret the results with caution and avoid oversimplifying complex human behavior.

[13] A research paper in the Scandinavian Journal of Psychology found acceptable levels of internal consistency in a normative DISC assessment, but also indications that the DISCUS-dimensions were not psychometrically independent, and that the DISC data structure could better be explained as combinations of the Big-Five personality traits than as independent traits.