There are 4 dimensions that make up our personalities according to the DISC Test.
Yes, there is something that has obsessed the most curious minds in the history of humanity. It is understanding human behavior, what motivates us to do certain things, or why it is so difficult for us to do others.
And very personally at my early 12 years, it was already an idea that was hammering in my head, why do we do things a certain way? And it was precisely this idea that started me in the world of exploring human behavior, without imagining where it would take me 4 decades later.
I know that many people like me ask themselves the same questions, about the behavior of their partners, their co-workers or the reason for that despotic attitude of their bosses. And in that infinite journey of scientific research, I came across a method that has helped me a lot to understand the relational and communication dynamics of my world, and that, based on current scientific evidence, can add a lot of value to your journey of self-knowledge. and personal development. And I mean the Test DISC.
The DISC Test is a psychometric assessment tool used to assess human behavior and personality. The analysis is based on four dimensions: Dominance (D), Influence (I), Emotional Stability (S) and Conformity (C).
History of DISC
The DISC Test was originally developed by American psychologist William Moulton Marston in the early 20th century. Marston was inspired by psychology's theory of emotion, which held that human emotions could be classified into four basic categories: Dominance, Influence, Emotional Stability, and Conformity.
Marston used this theory to develop a personality assessment system that focused on these four factors. The name DISC comes from the initials of each dimension: Dominance (D), Influence (I), Steadiness (S) and Compliance (C).
After Marston's death in 1947, the DISC Test remained primarily in academia until the 1970s, when it was adopted by business and management consultants worldwide. Since then, the test has been used by organizations of all kinds to assess human behavior and improve team and leadership effectiveness.
DISC applications
The DISC Test is used in a variety of contexts, such as in the workplace, in leadership training, and in recruiting. The primary goal of the test is to help individuals and organizations better understand how people interact and how they can collaborate more effectively.
The DISC test can help people identify their strengths and weaknesses and provides them with information on how they can better interact with others. Likewise, it can assist entities to select appropriate individuals for particular positions, establish effective work teams and improve communication and collaboration in the workplace.
The 4 dimensions.
The DISC Test identifies four main dimensions of behavior, which are: 1. Dominance (D): People high in Dominance often feel determined, persistent, and goal-oriented. Sometimes direct and results-focused actions are presented, however, they can also be perceived as authoritarian or domineering.
2. Influence (I): People high in influence have a tendency to be persuasive, enthusiastic, and outgoing. It is common for these individuals to associate and experience human interaction, however, they can be perceived as superficial or unrealistic.
3. Emotional Stability (S): People with high emotional stability have a tendency to be patient, cooperative, and friendly. They are often dependable and emotionally stable, but can also be perceived as unadventurous or unambitious.
4. Conformity (C): People high in Conformity tend to be precise, analytical, and cautious. It is usual that they are focused on exquisite quality, however, they can also be perceived as obstinate or away from risk.
It is important to keep in mind that no trait is better or worse than another and that all dimensions have strengths and weaknesses. The combination of these dimensions in each individual can generate unique and diverse behavior.
And learning to move from the needs of the other person and not only our own, we will be able to create more solid and lasting human relationships. In addition to learning to have a more assertive communication, understanding that we must communicate with others, according to their style, not like ours; since it is in itself it is the basis of most conflicts in communication at all levels of human relations, but that is a topic for another article.
