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DISC - Personality Test

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Madalena Martins

on 28 November 2013

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Transcript of DISC - Personality Test

DISC - Personality Test
What is it?
DISC assessment is a behaviour assessment tool
Based on William Marston's theory
High Scores
- Very active in dealing with problems and challenges;
- Demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering.
Low Scores
- People who want to do more research before committing to a decision;
- Conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
Low Scores
- Influence more by data and facts, and not with feelings;
- Reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
High Scores
- Influence others through talking and activity and tend to be emotional;
- Convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic
Low Scores
- Like change and variety;
- Restless, demonstrative, impatient, eager, or even impulsive.
High Scores
- Want a steady pace, security, and do not like sudden change;
- Calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced.
High Scores
- Adhere to rules, regulations, and structure. They like to do quality work and do it right the first time;
- Careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful.
Low Scores
- Challenge the rules and want independence;
- Self-willed, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.
1956, Walter Clarke, an industrial psychologist, construct the DISC assessment
Use of DISC
With the thought that a certain personality type would be better or worse in certain jobs or positions.
Can be used to better understand the personality and needs of the students.

Data can be used from the test to create better lessons that are more conducive to the various students.

Help to have a better concept of how to help or motivate the student in general.

There are different leadership methods and styles that coincide with each personality type, which could help leaders be more effective.
(Direct, Driver, Demanding, Determined, Decisive, Doer)
Independent, persistent, direct.

Energetic, busy, fearless.

Focus on own goals rather than people.

Tell rather than ask.

Ask 'What?'
(Inducement, Inspiring, Impressive, Interacting, Interesting)
Social, persuasive, friendly.
Energetic, busy, optimistic, distractible.

Imaginative, focus on the new and future.

Poor time managers. Focused on people than tasks.

Tell rather than ask.

Ask 'Who?'
(Cautious, Compliant, Correct, Calculating, Concerned, Careful, Contemplative)

Slow and critical thinker, perfectionist.

Logical, fact-based, organized, follows rules.

Don't show feelings. Private. Few, but good friends.

Big-picture, outlines.

Ask 'Why?' and 'How?'
Consistent, like stability.

Accommodating, peace-seeking.

Like helping and supporting others. Good listeners and counselors.

Close relationships with few friends.

Ask, rather than tell.

Ask 'How?' and 'When?'
(Submissive, Stable, Supportive, Shy, Status quo, Specialist)
Most naturally compatible combinations in social situations are:

Cautious Style-Cautious Style

Steadiness Style-Steadiness Style

Interactive Style-Interactive Style

That pairing does, however, show up under the moderately compatible category:

Dominance Style-Dominance Style

Dominance Style-Interactive Style

Steadiness Style-Cautious Style

Interactive Style-Steadiness Style

Therefore, of all ten combinations, these three pairs are often the least naturally compatible socially:

Dominance Style-Steadiness Style

Interactive Style-Cautious Style

Dominance Style-Cautious Style

DISC Compatibility
Understanding the DISC types...
With Dominant people:
- Build respect to avoid conflict;
- Focus on facts and ideas rather than the people;
- Have evidence to support your argument;
- Be quick, focused, and to the point;
- Ask "what" not "how";
- Talk about how problems will delay accomplishments;
- Show them how they can succeed.

With Influential people:
- Be social and friendly with them, building the relationship;
- Listen to them talk about their ideas;
- Help them find ways to translate the talk into useful action;
- Don’t spend much time on the details;
- Motivate them to follow through to complete tasks;
- Recognize their accomplishments.

With Steady people:
- Be genuinely interest in them as a person;
- Create a human working environment for them;
- Give them time to adjust to change;
- Clearly define goals for them and provide ongoing support;
- Recognize and appreciate their achievements;
- Avoid hurry and pressure;
- Present new ideas carefully.

With Conscientious people:

- Warn them in time and generally avoid surprises;
- Be prepared. Don't ad-lib with them if you can;
- Be logical, accurate and use clear data;
- Show how things fit into the bigger picture;
- Be specific in disagreement and focus on the facts;
- Be patient, persistent and diplomatic.

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