DISC Quiz: Determine Your Behavioral Personality Type

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This test for personality types is called "DISC" (Dominance-Influence-Stability-Compliance). The DISC typology is a classification of psychotypes: “dominance”, “influence”, “stability”, “system”.

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The DISC Personality Test is a four quadrant behavioral model for examining people's behavior in their environment or in a particular situation. The DISC model looks at behavioral styles and behavioral preferences. At the same time, the DISC system does not assess the mental abilities of a person (IQ), emotional intellect (EQ), is not a tool for identifying a person's values, does not evaluate education, abilities and experience. In addition, the DISC test is the #1 commercial personality assessment tool, with over 80% of Fortune list companies using the DISC personality test.

The DISC typology has been successfully applied in business, military and interpersonal communication. This knowledge is applicable in business, sales and business communication even now. The main advantage of typology is the rapid diagnosis and identification of personality type in the course of communication. With proper skill, it is enough to talk to a person for 10-20 minutes to understand his type and motives of behavior.

If we talk about the work of an HR manager, knowledge of this typology will be useful when conducting interviews, in the process of onboarding a new employee, compiling motivational programs, as well as in assessment and training.

What else is the DISC system useful for? Currently, testing on this system is popular in the framework of personnel management courses. If interlocutors or employees belong to different behavioral types, then disagreements are possible between them. Knowing the behavioral personality types that others, work colleagues and even friends belong to allows you to better build relationships, avoid unpleasant situations and, most importantly, achieve your desired goals. It is especially useful to know your own personality typology in order to qualitatively assess your strengths and weaknesses, to understand in which direction to work on yourself. In order to determine your personality type, you need to take the DISC personality type test online (pass the test ☛).

DISC Quiz: Determine Your Behavioral Personality Type

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The history of the formation of the DISC typology

The DISC group of psychological descriptions is based on the work of psychologist William Marston. Marston received his PhD from Harvard University in psychology. In the early 20s, Marston studied the psychological concepts of desire, power, and their effect on people's personality and behavior. These studies have made great contributions to psychology. In 20, Marston published The Emotions of Ordinary People. In this book, he formally presented his data, although DISC had been written four years earlier. In 1928, Marston published the second book on DISC, Integral Psychology. Marston introduced and developed the concept of "mental energy" and defined it. He did not design tests or DISC scores. However, in 1931, Marston used the DISC score in his book on success, and it was the first published publication in the new field of self-improvement (now called personal growth).

The followers of William Marston depicted the DISC model in the form of a "Marston cross". 4 squares formed from the intersection of the axes (perception and reaction) represent 4 behavioral types. All of them are encrypted in the name of the DISC model:

  1. D (Dominance) – Dominant: how a person reacts to problems and challenges
  2. I (Influence) – Influencing: how a person interacts, influences others
  3. S (Steadiness) – Stable: how a person reacts to changes
  4. C (Compliance) – Appropriate (or Conscientious): how a person follows the rules

As with any typology, "pure" types are quite rare. As a rule, each of us has the characteristics of each type, but one will dominate.

Each type has its own merits and weaknesses. Awareness of them helps people to discover their talents and establish constructive business relationships. Belonging to different behavioral types can also be the cause of misunderstandings and conflicts.

The DISC personality type test is used to help the manager correctly determine the psychological compatibility of employee personality types. It is important for the management of the company to know the ways of forming psychological compatibility in the team, and to apply this knowledge in the preparation, training and placement of personnel for the successful functioning of the company. The DISC technique helps to form an optimal team or a “boss-subordinate” link. In addition, the compatibility of personality types does not mean the coincidence or complete similarity of the skills and abilities of employees, the principle of complementarity of professional qualities and knowledge works here. Moreover, the DISC typology helps the employee understand their behavioral patterns and their potential.

The online DISC test will help you find out if you belong to a certain type of personality, will provide an opportunity to study the strengths and weaknesses of each psychotype, their typical markers of behavior and relevant recommendations for improving communication skills. You can take the DISC personality type test online for free, and the key to the DISC test is generated automatically in the transcript of the test. So, let's move on to the test.

 

 

DISC test

 

 

If the test does not run, you can pass it at this link ☛

 

DISC test transcript

The DISC profile system is primarily of interest to HR specialists who are involved in creating a personnel assessment system, hiring and training employees, as well as further personnel development. Often in the HR circle you can hear such remarks: “No wonder, he’s blue”, “He’s red, so he puts pressure on his opponent”, “It’s very comfortable to work with our green secretary”, “We need a yellow designer”. What do these colors mean? Deciphering the DISC test will reveal the main characteristics of each behavioral type.

 

Red – Dominant (D)

D – leaders, managers, rather authoritarian people who know what they want and are not very used to listening to other people's opinions. They are impatient, risky, prone to quick, not always thoughtful decisions. They value their time very much, they are not inclined to trust and sympathy.

Motto D: "I came, I saw, I conquered." Statements: "stop thinking, let's do"; "We'll figure it out as we go." People with a high D factor tend to make quick decisions. They have a rough form of communication, are straightforward, tough and self-confident. They like to tell others what to do, give commands. They are very purposeful, ready to achieve their goal, no matter what it costs them. They strive to overfulfill the task in order to prove themselves. They try not to stand still, they need results and progress.

  • Strengths D: work for results, quick reaction, active life position. They always defend their point of view. They are comfortable in changing conditions, in challenging situations.
  • Weaknesses D: hard to find an approach to people, too straightforward, they lack diplomacy. In pursuit of the result, they forget the details, do not pay attention to important nuances. When stressed, they tend to be aggressive.

During an interview with the “Reds”, it is important not to give them the opportunity to seize the initiative, not to succumb to their pressure, to speak confidently, to show their professionalism and competence in the issue under discussion. For D, status matters. Show the strengths of your company, the importance of the position, the challenge in the tasks. A worthy reward for the result is also of great importance, focus on this.

D can be good leaders, formal leaders. Their value to the company: Profit oriented, good organizers, easy to take on challenges.

Behavior markers of this type:

  • Need: result
  • General impression: extroverted, goal-oriented
  • Communication method: direct
  • Extreme: irritability, irascibility
  • Gesticulation: active, wide gestures
  • Gait: fast, rushing

 

Yellow – Influencing (I)

I – people who are great at making new acquaintances, their profession is communication. They make excellent public relations specialists, they are everywhere, they are able to dissolve in any company. Charismatic, talk a lot, trusting, impulsive, not attentive, not punctual.

People with high I are cheerful and full of optimism. They love to meet new people, they approach any business creatively. During the conversation, they can jump from one subject to another without any apparent logical connection, giving the impression of being superficial. They are described by the following words: persuasive, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, optimistic.

  • Strengths I: extraordinary thinking, creativity, love for everything new, goodwill, the ability to see other partners, not rivals.
  • Weaknesses I: impulsiveness, dislike for details and numbers, lack of punctuality. Often become obsessive under stress.

When interviewing with the "yellows" do not forget about the purpose of the interview. Indeed, in dealing with them it is very easy to succumb to their charm. Control the timing of the interview, direct the conversation in the right direction. For the “yellows” attention to oneself is important. In the presentation of the vacancy, emphasize the exclusivity of the offer, emphasize that in this position you see exactly such a creative person as your interlocutor. If only routine tasks are expected, consider how appropriate it is to invite the "yellow" to this position. They will quickly get tired of monotonous work, and as a result you will get a demotivated employee.

Workers with a high I will be most effective in performing work that requires creativity, the development of ideas. Often "yellow" in the company become informal leaders. Their value for the company: creativity, motivation of others for results, ability to resolve conflicts. They are good team players.

Behavior markers of this type:

  • Need: new experiences
  • General impression: extrovert, soul of the company
  • Way of communication: flexible, evasive, non-specific
  • Extreme degree: disorganization, optional
  • Gesticulation: active, expressive, with rich facial expressions
  • Gait: smooth, confident

 

Green – Stable (S)

S – team players. Together they are capable of anything, but absolutely cannot work alone. They are manageable, good workers, but they are practically unable to invent or invent something on their own. Their biggest advantage is their inability to betray, they can be relied upon for everything. It can be difficult to identify them, because they tend to adapt to the interlocutor. With such people-leaders (usually a family business), there is often a "gray cardinal" who actually makes the decision.

People with high S have a need for reliability, stability and do not like sudden changes. At the same time, they pay great attention to relationships between people, showing tact, attention and cordiality to others. People with a high S are calm, gentle, patient, magnetic, predictable, deliberate, steady, consistent, and tend to be detached.

  • Strengths of S: attentiveness to others, maintaining an ideal order in affairs and things, reliability, stability.
  • Weaknesses of S: compliance, it is very difficult for them to say “no”, dependence, fear of change, unwillingness to talk about problems. When stressed, it is common for them to agree. They also tend to be offended, but they prefer not to talk about their feelings, which often leads to psychosomatics.

It is very important to create a warm atmosphere during the interview with the “greens”. Make sure the candidate is comfortable. In the presentation of the vacancy, focus on the description of the team: friendly relations, support in training and work, a favorable socio-psychological climate. The first time working in a company, it is important that such an employee has a mentor.

S will prove themselves perfectly in work related to team building, bringing people together, with an individual approach to employees. Their value to the company: good team players, working towards a common goal, patient, high level of empathy, loyal to the company.

Behavior markers of this type:

  • Need: Reliability
  • General impression: introverted, calm
  • Way of communication: evasive
  • Extreme: possessiveness, painful attachment
  • Gesticulation: moderate gestures
  • Gait: straight, slow

 

Blue – Conscientious (C)

C – analytics. People of this type work well with papers, they make good accountants, economists and lawyers. For them, above all – the letter of the law and instructions. Emotionally closed, collected, organized. They plan everything in advance, they are not prone to ill-conceived decisions.

People with high C adhere to rules and regulations. They carefully analyze every detail before making a decision. Often such people do not seek personal contact, so they can give the impression of unemotional, cold. People with high C are described by words: careful, demanding, systematizing, neat, diplomatic, precise, tactful.

  • Strengths C: the ability to notice the smallest details and facts, consistency, accuracy, order in everything, accuracy.
  • Weaknesses C: excessive scrupulousness, a tendency to condemnation, lack of flexibility. They react to stress by withdrawing into themselves, becoming isolated.

In an interview with the Blues, it is important not to show emotions too much, this is alarming for them. In a conversation, it is better to use facts, statistics, figures, structure information, speak specifically, “without water”. Be prepared for the fact that the candidate will write down many moments of your conversation in a notebook.

He will show himself well in positions that require attention, consistency, perseverance, for example, a personnel inspector, proofreader, accountant. Their value to the company: development and maintenance of high standards, thoroughness in work, testing of information, systematization of material.

Behavior markers of this type:

  • Need: information
  • General impression: introverted, goal-oriented
  • Communication method: direct
  • Extreme: critic, skeptic
  • Gestures: inactive, few gestures
  • Gait: straight, slow

 

In order to understand how each behavioral type manifests itself in work, imagine that the company plans to switch to work in a new program.

  • Thoughts D: "Great, we'll be able to work faster, accompany more customers and make more profit."
  • Thoughts I: “Almost all large companies work in this program. We need to keep the brand and also use modern technologies.”
  • Thoughts S: “The program is quite simple and understandable, I think my colleagues and I will quickly get used to working in it.”
  • Thoughts C: “The cost of buying a program is so many dollars. So, if the productivity of employees increases by 15%, it will pay off in six months. But there is a risk that it will be unusual for employees to work in it and, on the contrary, the speed of work will decrease.”

That is, for the Reds, the result is important, for the Yellows – coolness, external surroundings, for the Greens – satisfaction and convenience for everyone, for the Blues – facts and figures.

 

How to apply the DISC typology in sales and business

Knowing what is important for each type of DISC personality and what he pays the most attention to, you will be able to build effective communication "buyer-seller".

 

Buyer D
  • Be specific and direct
  • Offer alternatives
  • Don't dictate your terms, let me choose
  • Have an argumentative discussion and be confident
  • Speak with facts, but do not overload with information

 

Buyer I
  • Be friendly, smile, joke
  • Build friendships
  • Let them speak
  • Listen with attention and interest, acknowledge them
  • Use emotionally charged words when describing a product
  • Exchange contact details and keep in touch after the transaction

 

Buyer S
  • Don't rush, give yourself time to make a decision
  • Provide the necessary guarantees
  • Speak logically and consistently
  • Be sincere and earn their trust
  • Gently nudge to the desired solution

 

Buyer C
  • Give more accurate product data: facts, figures and evidence
  • Answer all questions consistently without using general phrases
  • Don't push or rush, be patient
  • Respect personal space, keep your distance
  • Stay in control, don't be skeptical