How accurate is DISC assessment? (3 pillars)

This blog post aims to answer the question, “How accurate is DISC assessment?” and explore what the DISC assessment is, and its different types, applications and benefits to help understand the answer. 

How accurate is DISC assessment?

The DISC assessment is one of the most accurate personality assessments utilised in many nations and businesses, alongside the Big Five and the MBTI exam. 

The following 3 statistical concepts are used in the DISC model to ensure that the DISC assessment maintains its high accuracy –

  • Dimensionality of the DISC model.
  • Reliability of the DISC model.
  • Validity of the DISC model.

These 3 pillars of the DISC assessment will be discussed in further detail below after taking a deeper look at what the DISC assessment is. 

What is the DISC assessment?

The abbreviation DiSC stands for (D)ominance, (i)nfluence, (S)tadiness, and (C)onscientiousness, which are the four basic personality traits outlined in the DiSC model. DiSC is a personality test that helps people improve their job efficiency, teamwork, leadership, sales, and communication.

DiSC is a personality and behavioural style assessment tool. It doesn’t assess IQ, ability, mental health, or morals. DiSC profiles show how people behave in a variety of scenarios, such as how they respond to difficulties, how they influence others, their preferred speed, and how they react to rules and procedures.

Four reference points are discussed in the DiSC model –

“Dominance– direct, strong-willed and forceful,

 Influence– sociable, talkative and lively,

 Steadiness– gentle, accommodating and soft-hearted,

 Conscientiousness– private, analytical and logical”

People with the D personality type are self-assured and focused on achieving bottom-line outcomes. People with I personalities are more open and value connections as well as persuading or influencing others.

People with the S personality type are trustworthy and value collaboration and sincerity. Quality, correctness, knowledge, and competency are essential to people with C personalities.

The test instrument and profile findings are meant to make your behavioural style and insights simple to grasp and remember. The pictures are distinctive and the prose is interesting. To guide and reinforce learning, there are facilitation materials accessible.

Action for your personal style is included in the Everything DiSC Workplace profile. DiSC profile sample reports are frequently requested by those who are interested in DiSC.

Depending on the targeted goals, you’ll discover several variations of the DiSC evaluation. As a result, you’ll find reports on workplace issues, sales, management, leadership, and conflict.

William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard, was the first to propose the DiSC Model of Behavior. Others built evaluations based on this concept later. 

The Everything DiSC® product collection, which was introduced by Inscape Publishing in 2007 and is currently published by Wiley, was intended to enhance the value of the DiSC evaluation for its customers. 

More highly tailored reports, customisable facilitation tools, and electronic access to follow-up reports were also introduced. People may utilise the Everything DiSC® model to better understand themselves and those they engage with, and then use that understanding to decrease conflict and strengthen working relationships.

Thousands of organisations throughout the world employ Everything DiSC® evaluations, ranging from large government agencies and Fortune 500 corporations to charities and small enterprises. Everything DiSC® profiles assist in the development of stronger, more productive working connections.

Raising self-awareness.

Self-awareness is the first step toward positive change. DiSC personality profiles reveal how you deal with conflict, what inspires or stresses you out, and how you solve difficulties.

Improving teamwork.

In today’s workplace, activities are done in groups. The DiSC profiles show you how to increase team communication and comprehension.

Make conflict more fruitful.

DiSC profiles can help your business move forward confidently by turning disagreement into a constructive, productive exercise.

Improve your sales abilities.

DiSC profiles can also assist you to increase your sales performance. Understanding and adapting to your consumers’ personalities is critical for engaging on a human level and viewing things from the same perspective.

Improve your management skills.

When leaders understand their employees’ and other team members’ personalities and preferred working methods, they become more naturally productive.

Train without fear of being judged.

No one enjoys being judged. DiSC profiles level the playing field by providing nonjudgmental information to trainers and learners to help them train more successfully.

What are these 3 pillars of the DISC assessment’s high accuracy?

Dimensionality of the DISC model.

Dimensionality guarantees that the DISC model’s personality component may be clearly allocated. In general, the following is true: The dimensionality of a test indicates whether it just covers one attribute at a time (one-dimensional test) or numerous qualities (multi-dimensional test) (multi-dimensional test).

The DISC model is intended to reflect situational behaviour rather than underlying personality qualities. Because human behaviour is exceedingly complicated and necessitates a multi-layered, multi-dimensional model, the focus is on the levels of personality that may be seen. 

Unlike in the past, when individuals had to choose between two options, today everyone is covered. This can include things like the surroundings, the person, and the scenario.

As a consequence, your actions are the product of a variety of circumstances. At various times and in different settings, you may act differently. The crucial thing to remember is that personal and situational factors interact. These are the elements that the DISC model takes into account. 

It contains information on your behavioural dimensions, behavioural tendencies, personal views, change management style, inner and outward self, conflict potential, and personal strengths. The DISC model delivers a wealth of information due to its high level of complexity.

Reliability of the DISC model.

The term “reliability” refers to the accuracy and consistency of the measures taken during the test. This means that no matter how many times you run the test, you will always obtain the same result.

The question of reliability is if the test produces the same result when repeated. It can only be called genuinely dependable if this is the case. Different people answer the identical questions numerous times in the reliability tests, with a larger time period between measurements. 

The outcomes are then compared to one another. This aids in determining if they are in agreement with one another. The DISC Behavioural Dimensions do not alter in the near term, hence these assessments are predicated on that assumption. 

That instance, if a test subject is clearly an initiative type (yellow) in the first test, the second test should not reveal that he is predominantly conscientious (blue). In this instance, neither the DISC test nor the model would be valid.

In most cases, achieving perfect dependability in test repetitions is nearly difficult. Because, even if the test participants do not vary, the findings are always influenced by factors such as the time of day, the scenario, the subjects’ weariness, and their mood. As a result, 100 per cent agreement is rare.

The DISC test, on the other hand, has frequently demonstrated its validity throughout time. In recent years, companies like Persolog have issued numerous dependability numbers, all of which have consistently been in the good or even very good range.

Validity of the DISC model.

Validity relates to whether or not a concept measures what it claims to measure. As a consequence, the test can produce reliable findings.

Various reliability studies have been conducted throughout the years to establish and confirm the validity of the DISC model. Validity is concerned with the question of whether or not what is to be measured is actually being measured. The DISC model has been demonstrated to be true in several studies and research throughout the world.

One such research, done in 1994 in the German-speaking region with 280 participants, is one example. With the help of the study, the DISC test’s reliability and validity may be clearly proved. A sample “Persolog” study from 2004 had 1,029 participants, while the company’s most recent reliability study had 1,093 individuals.

Further research has looked at all of the model’s sub-areas, and individual aspects have been upgraded. The DISC model and accompanying tests have exceptionally high validity today, thanks to thorough evaluations and continuing improvements.

One of the most accurate and well-known personality assessments is the DISC test. It is one of the most extensive and accurate assessments utilised in many nations and businesses, alongside the Big Five and the MBTI exam. For years, a number of businesses and individuals have depended on his recommendations.

Conclusion – 

This blog post attempted to answer the question, “How accurate is DISC assessment?” and reviewed what the DISC assessment is, and its different types, applications and benefits to help determine how accurate the DISC assessment is. Please feel free to reach out to us with any questions or comments you may have.

References –

DISC assessment. Wikipedia, the free encyclopedia. (2022, April 10).  Retrieved from  https://en.wikipedia.org/wiki/DISC_assessment#:~:text=The%20DISC%20assessments%20have%20demonstrated,the%20same%20result%20over%20time.

Rockwood, K. How Accurate Are Personality Assessments? (2019, November 21).  Retrieved from  https://www.shrm.org/hr-today/news/hr-magazine/winter2019/pages/how-accurate-are-personality-assessments.aspx

Abelson, M. DISC: Myths and Truths Part 1. (2015, May 6).  Retrieved from https://www.linkedin.com/pulse/disc-myths-truths-part-1-michael-abelson-ph-d-

Science behind DiSC®. Discprofile.com. (n.d.). Retrieved from  https://www.discprofile.com/what-is-disc/research-reliability-and-validity

Is the DISC personality test accurate? Greater. (n.d.).  Retrieved from  https://greator.com/en/disc-personality-test-accurate/

How Reliable Is The DISC Personality Test. HR Profiling Solutions. (n.d.). Retrieved from  https://www.hrprofilingsolutions.com.au/blogs/aus-blog/how-reliable-is-the-disc-personality-test/

How efficient is the DISC personality test? Quora. (n.d.). Retrieved from  https://www.quora.com/How-efficient-is-the-DISC-personality-test

Faulkner, J. Is DISC Accurate? What You Need to Know. (2021, February 4).  Retrieved from  https://blog.ttisi.com/is-disc-accurate

Why The DISC Assessment Should NOT Be Used In The Hiring Process. Prevue HR. (n.d.). Retrieved from  https://www.prevuehr.com/resources/science-lab/disc-assessment-not-used-hiring-process/

Kruse, K. The Ultimate Guide to the DiSC Assessment and Personality Test. (2019, December 16). Retrieved from  https://leadx.org/articles/the-ultimate-guide-to-the-disc-assessment-and-personality-test/

What was missing from this post which could have made it better?

Leave a Comment