The origins of the DiSC Profile Personality Test go back to the 1920’s when the study of psychology was in its infancy. In 1928 Dr. William Marston wrote a book entitled Emotions Of Normal People in which he argued that behavioral characteristics can be grouped into four major types.

While all people exhibit all four, each individual will fall strongly into one – or at most two – of the groups.  These groups are labelled Dominance, influence, Steadfastness and Conscientiousness.

Later, Walter V. Clarke took Dr. Marston’s theories and molded them into a personality test. In the 1970’s Dr. John Geier produced the Personal Profile System based on Clarke’s work.

Because the personality types overlap there are no “black and white” situations; rather, there are shades of grey with certain characteristics standing out more strongly than others. Usually there is one strong characteristic followed by a secondary one which allows an understanding of what is particularly important to that individual.

Each individual is scored on responses to questions to which there is no “right” or “wrong” answer. The DiSC Personality Profile Test assumes that the answers given are the right answers for that particular person. It is based on the fact that the person involved knows him or herself the best.

Certainly, it is possible for an individual to skew the answers according to the way in which he or she views the job requirements, or alternatively based on an individual’s desire to be viewed as a certain type of person. It is also possible for the answers to vary if the individual is going through a particularly traumatic life crisis and is disoriented or confused. In general an individual’s score should remain fairly constant over time, although it is possible for it to change for the aforementioned reasons.

Overall, though, the results of the DiSC Personality Profile Test have proved to be extremely accurate in the majority of cases. More information can be obtained from the website