What is the history of DISC?
The modern DISC personality system has roots in ancient history and the teachings of philosophers and physicians Hippocrates and Galen. In the 1920s, Swiss psychiatrist Carl Jung explored human personality, connecting our behaviours to our thought processes. Jung’s research on cognitive functions shaped the concept of personality “types”. In 1928, American psychologist William Moulton Marston published ‘Emotions of Normal People,’ and proposed how environmental influences impact our internal attributes and shape our personality styles. Marston’s extensive study of human behaviour led to the identification of four distinct personality styles which form the basis of the DISC.
How reliable and valid is DISC?
The DISC profile is considered highly valid, meaning it measures exactly what it’s intended to measure. Reliability relates to whether it measures consistently. Reliability in a DISC evaluation is trickier to measure because personality and behaviours can change over time and within different environments. Nonetheless, the results remain consistent when taken within the same period and environment. Click here to view a link to a validation study.
Is DISC a test?
No. You may have heard of DISC being referred to as a ‘test’ but this is not the case. DISC is an evaluation of behaviours based on a person’s unique preferences. There is no right or wrong, no pass or fail and no judgement. DISC does not discriminate or pigeon-hole people.
How often should my team do a DISC evaluation?
Our personality and self concept is formed by age seven. However, behaviours are more fluid. DISC styles can alter over time through learning, experience, and when adapting to new situations or environments. The degree to which a person’s style changes, is related to how they typically deal with daily pressures and their own willingness to adapt and grow. On average it is recommended people retake a DISC evaluation every 1-2 years if the person is in the same or similar role. For a significant role or environment change, it is wise to complete a DISC evaluation in accordance with such change.
What is the history of Motivational Maps?
Motivational Maps were created in the mid 2000s by thought leader and author James Sale. His extensive research into human motivation and study of Abraham Maslow’s Hierarchy of Needs, Edgar Schein’s Career Anchors and The Enneagram. The original Motivational Map was developed with the corporate/business world in mind. Maps is used by hundreds of organisations because they help inform processes such as career management, recruitment, talent and performance management.
How reliable and valid are Motivational Maps?
Like DISC, Motivational Maps measure precisely what they’re intended to which is a person’s motivators and their current level of fulfilment. Motivational Maps are regarded as highly accurate. However, unlike personality, which is more stable, motivators and levels of motivation can change more frequently. For example, when a person goes through a big life change. Such change can impact a person’s values and priorities which, in turn, can impact their needs and satisfaction.
Are Motivational Maps a personality test?
No. Like DISC, Motivational Maps is an evaluation tool with no right or wrong, pass or fail or judgement. Every human being has values and needs both of which are subjective. In Motivational Maps, there is no such thing as a good or bad motivator, only differences. Why we do what we do is unique to each person. Motivational Maps measures a person’s drive, their ‘why‘ but not their personality or behaviour i.e. their ‘who‘ and ‘how‘ respectively.
Are DISC & Motivational Maps suitable for hiring?
Yes! However, like with any profiling tool, it’s how they’re used and this means appropriately and fairly with your candidates. For example, it could be seen as discriminatory if only a selected few candidates are asked to do an evaluation whilst others, at the same stage of your hiring process, are excluded. Both DISC and Motivational Maps offer an accurate framework upon which to tailor your interview questions, so long as they’re appropriate to the role. Only use any profiling tool as a supportive supplement to your usual hiring practices.
Are DISC & Motivational Maps accredited?
The DISC profiles and processing system provided to With Cadence is powered by PeopleKeys® the Official DISC™ provider affiliated with The Institute of Motivational Living Inc. and certified by The International Accreditors for Continuing Education and Training (IACET). Motivational Maps® are accredited by the ISO.