DISC Index - Personal Assessment
The DISC Index™ (DI) is a personal assessment instrument designed to help individuals identify
and understand their unique behavioral preferences. It is modern interpretation by Innermetrix, Inc. of the foundational work
of Dr. William Marston in the field of behavioral science. The DI helps people better understand their individual behavioral
strengths and tendencies, and can help them become more effective in several important areas of life including interpersonal
communication, goal achievement, role development, job selection and the optimization of personal potential.
Recently conducted research indicates that the most successful people share the common attribute of self-awareness.
They know their strengths and recognize the types of situations that will tend to make them successful.
This knowledge gives them the ability to focus on achieving objectives that best
fit their individual behavioral style. They also understand their limitations and those conditions where they are less likely
to be successful, and this awareness helps them recognize situations and activities they would be wise to avoid. People who
understand their natural behavioral preferences are far more likely to pursue the right opportunities, in the right way, at
the right time, thereby getting the results they desire.
The Pathway to Success
To reach
optimal performance, people must understand WHAT natural talents they possess, WHY they are motivated to use them, and HOW
they prefer to use them. The DISC Index reviews the HOW portion of the What, Why, and How triad. When people
have a good understanding of how they prefer to behave (especially when interacting with others), they are better able to
align with their environment, select the type approach that ensures more satisfaction and success, and experience less frustration
and stress. Additionally, members,
as a leader or manager, or in an environment that requires conflict resolution. The
Innermetrix DISC Index profile measures four dimensions of individual behavior:
· Decisiveness – one’s preference for problem-solving
and getting results
· Interactiveness – one’s preference for interrelating with others and sharing opinions
· Stability
– one’s preference for stability, persistence and steadiness
· Caution – one’s preference for procedures, regulations, standards and structure
Decisiveness
(D): People who score high in
the “D” dimension tend to be very active in dealing with problems and challenges, while low “D” individuals
tend to want to do more analysis and research before making a decision. High “D” people are described as being
demanding, forceful, driving and determined. Low “D” score describe people who are conservative, cooperative,
modest and agreeable.
Interactiveness (I): People with high “I” scores influence others talk and action, and tend to be emotional.
They are described as magnetic, warm, enthusiastic and persuasive. Those with low “I” scores influence more through
data and facts. They are described as being calculating, skeptical, logical and critical.
Stability (S):
High “S” scores
reflect someone who prefers a steady pace and does not like sudden change. Such individuals are calm, patient, deliberate
and consistent. Low “S” people are seen as liking change and variety, and are usually described as restless, impatient,
eager, or even impulsive.
Caution “C”: Individuals who are characterized as high “C” prefer to adhere to rules, regulations and
order. They like to do quality work and want to do it right the first time. They are usually careful, neat, systematic and
tactful. Those with low “C” styles like to challenge rules and act independently of them. They may be perceived
as stubborn, opinionated, unsympathetic, rebellious and perhaps, even careless.
The DISC Assessment InstrumentThe Innermetrix DISC Index™ is an online click and drag assessment that asks
a participant to rank twenty-four sets of four statements in the order in which each most applies to which each least
applies to him or her. Each DISC report comes with a personal debrief which includes the following:· A brief review of the science behind the DISC profile
· A closer look the four behavioral dimensions
· A detailed
description of the participant’s overall behavioral style preferences
· A discussion
of the participant’s communication style preferences
· Implications
of the participant’s behavioral style preferences
· A description
of the participants ideal work environment
· Insights for increased effectiveness
· Keys to motivation
· Areas for development.
The
following is an example of the main summary graph of a DISC Index report:
