When taking a DISC personality test, you will be assigned to one of the 4 general quadrants. The 4 quadrants are the 4 DISC factors that we reviewed above (dominance, influence, steadiness, and conscientiousness).
Disc personality test score sheet
People have difficulty seeing past their own egos or personal biases, so they may not answer honestly even if they have the intention of doing so. The big 5 personality test has the same issue associated with it.
Businesses, executive coaches and individuals use a variety of the best personality tests available for a number of reasons. For some people, these assessments can help to identify personal strengths and weaknesses, find a suitable career path or increase emotional intelligence by discovering unique needs. For companies, the DISC tool can improve communication and collaboration amongst teams and, in turn, help to increase productivity.
DISC helps you identify your natural leadership strengths. Want to learn about your leadership style? Click here to take the DISC leadership personality test and find out your leadership strengths through the accompanying DISC report.
Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. There are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks.
The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a particular job. However, use of these tools can violate the federal anti-discrimination laws if an employer intentionally uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Use of tests and other selection procedures can also violate the federal anti-discrimination laws if they disproportionately exclude people in a particular group by race, sex, or another covered basis, unless the employer can justify the test or procedure under the law.
The DISC Personality types originate from the work of Carl G Jung and William Moulton Marston, who identified four primary personality types that correspond to different behavioural responses. The main characteristic of each disc profile type is used as a representative word for that type.
The most reliable way to determine your DISC personality type is to take a questionnaire. The Extended DISC Assessment takes less than 10 minutes to complete and will produce your report instantly. The assessment plots your location on the DISC quadrant and describes how you may come across to others in the workplace. In comparison to other DISC tools, Extended DISC reports on 160 different disc assessment types. The disc assessment results are more personalised and unique to who you really are rather than putting you in one of only 4 disc personality types.
It's tempting to believe that there is one personality type that is better than the rest. However, the truth is that none of the DISC personality types is better or worse than the other. The DISC personality theory does not have any good/bad categories, making it a behavioural inventory, not a test that one can pass or fail.
Recognising your strengths, challenges and development areas can expand your career opportunities and make you more valuable to your organisation. Receiving your DISC results can help you avoid wasting years in the wrong role or the wrong profession. DISC personality profiles can also help discover engaging career paths you never considered. Understanding your preferred job content and environment can help enhance your job satisfaction and overall well-being.
In this ranked list we are going to go over all of the most respected and scientifically validated personality tests out there. You'll find a range of paid and free personality tests. The best of these personality tests are included when you purchase a WorkStyle profile for you or your team - saving you a lot of money - Click here to learn more about WorkStyle profiles
Carl Jung, proposed that there are only four human personality preferences: sensing, intuition, thinking and feeling, and that these influence our personality. The 1900's lead to an increased interest in personality testing, assessments, and typing, especially in the workplace. Consequently, gaining more understanding of one's personality helped people build their emotional intelligence, find the career that best fit them, improve productivity, enhance relationships, and so on.
Since the 1900's personality testing, personality assessments, and theories of human personality has skyrocketed. People are now very familiar with personality quizzes such as the Myers-Briggs personality test, 16 personalities, big five and various IQ tests.
Most of us have probably signed up for a movie and TV streaming platform like Netflix, Amazon Prime, or Disney+. But have you ever felt like there should be one service that collates all those shows into one platform at one price? Personality tests feel the same way at times too. We take one personality test and it tells us a thing or two about us, but might miss out on one key element or another. So what we do is take another personality test for individual or team analysis.
Over 2 million tests are taken on their website every single month. Their blog is also a fascinating read for those interested in the science of personality testing. Their founder Molly Owens regularly appears in the media to share her insights on how personality tests can be of use in the workplace.
The DiSC assessment contains 28 questions, where the participant picks a word that is most like them, and a word that is least like them for each question. The online personality test is designed to be easy to use, easy to administer and to be delivered by anyone.
Developed by Costa and McCrae in the 1970's and later finalized in 2005, the Revised NEO Personality Inventory (NEO-PI-R) was designed to measure and test the Big-5 personality traits that are outlined in the five-factor model - namely: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.
The Myers-Briggs test is based upon an earlier theory that was introduced by Carl Jung - a theory that humans experience the world using four psychological functions: sensation, intuition, feeling and thinking. These functions affect many things, such as one's work style, mode of rejuvenation, strengths, weakness and so on. Later Isabel Myers and Katharine Briggs would format those four psychological functions into sixteen personality types.
Richard Branson also once quoted that 'company knowledge and job-specific skills can be learned, but you can't train a personality', so in order to get the most effective employees for your team you could incorporate personality testing at some point.
However, there are dangers of using personality testing in the workplace, especially for hiring. For more insight into the potential problems of using personality testing in the workplace, give this article a read.
However, if you really do want to take a step into the modern day and explore new alternatives, there has been an increase in online tools that combine many personality tests in a fun and insightful way.
However, it is important to remember that personality testing does force people into categories or scales; so, although understanding your personality in psychological terminology is great, do be mindful that it may not always be completely accurate.
The DISC test offers these insights for your candidates by asking them to conduct a self-evaluation by scoring each of 48 statements from 1 (very inaccurate) to 5 (very accurate). The way candidates score these statements shows their preferences for each type of behavior in the DISC model: dominance (D), influence (I), steadiness (S), and conscientiousness (C). Candidates can sit squarely within one of the four main behavioral types or exhibit a combination between one type and one of its two adjacent ones, giving a total for 12 possible outcomes.
You can modify it according to your needs. The multiple options provided make it possible to cover larger areas. This tool allows you to analyze and organize each applicant profile. It is a friendly tool that gives positive results. It is much better than running those color tests to guess the personality of each applicant. It lets you organize the survey your way. It lets you decide which profile to target. The tool is at your fingertips. You can easily access it from anywhere. Very friendly tool.
Defining the values and culture of my company and make tests to understand if the candidate fits that culture is great and very helpful. Also, the cognitive and personality tests help me to decide better.
This personality test will give you insight into how candidates communicate with their managers and other employees, collaborate with their team members, and approach conflict. It can also give you an idea of their current leadership capabilities.
Here we present 1 Page DISC Assessment Questionnaire Presentation Report Infographic PPT PDF Document one pager PowerPoint template. A disc assessment is a tool that can be used for discussing the behavioural differences of people. This one pager disc assessment PowerPoint template can be given to your audience to complete a series of questions for their personality tests. There are different parameters on the basis of which persons behaviour and personality can be judged on a scale of 10 points. The given one pager includes the factors dominance, influence, steadiness, and compliance of the employees. You can also add other parameters in this readily available one pager disc assessment PowerPoint template. You can also create rating bars for the extra points you want to add. It has a great impact on productivity, teamwork, leadership, and communication. It is useful tool for measuring ones personality and behavioural style. The disc assessment scoring guide will also aid you in managing behaviour of others at the workplace. Unleash your personality and behavioural dynamics and build effective relations utilizing this disc assessment worksheet PowerPoint one pager slide. Grab this 1 Page DISC Assessment Questionnaire Presentation Report Infographic PPT PDF Document one pager template now. 2ff7e9595c