DiSC, or the Dynamic Individualized Communication Model, is a popular personality assessment tool used by individuals and organizations around the world. It helps individuals understand their own behavioral tendencies and how they interact with others. But the question remains – is DiSC scientifically validated? In this comprehensive analysis, we will explore the research and evidence behind DiSC to determine its scientific credibility. Join us as we dive into the world of personality assessments and uncover the truth about DiSC.

The DiSC Model: An Overview

Brief History of DiSC

The DiSC model, developed by William Moulton Marston in the 1920s, is a psychological assessment tool used to measure behavioral styles. The model was originally created as a way to identify potential leaders for the military during World War II. Over the years, the DiSC model has been revised and updated to reflect current research and theories in psychology. Today, it is widely used in a variety of settings, including business, education, and personal development.

DiSC Components

Personality Factors

The DiSC model is built upon the premise that individual behavior is influenced by four primary personality factors: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). These factors are based on the theory of psychological type, which posits that people have different preferences for certain traits and behaviors.

Behavioral Tendencies

Each of the four primary personality factors in the DiSC model is associated with specific behavioral tendencies. For example, individuals with high levels of Dominance tend to be assertive, ambitious, and confident, while those with high levels of Conscientiousness are often organized, analytical, and quality-focused.

Situational Factors

In addition to the four primary personality factors, the DiSC model also takes into account situational factors that can influence behavior. These factors include the environment, the people involved, and the circumstances at hand. For example, an individual’s behavior may be different in a work setting compared to a social setting.

Environmental Factors

Environmental factors, such as culture and social norms, can also impact behavior. The DiSC model acknowledges the importance of considering these factors when analyzing individual behavior.

Stability and Change

The DiSC model also recognizes that behavior is not static and can change over time. Individuals may develop and change their preferences and behaviors throughout their lives. This recognition of change allows for a more dynamic and nuanced understanding of individual behavior.

The Science Behind DiSC

The Origins of DiSC

The DiSC model was developed by William Moulton Marston in the 1920s as a tool for understanding human behavior. Marston was a psychologist and law professor who was interested in developing a way to measure and understand personality traits. He based the DiSC model on the theory that there are four primary personality traits: Dominance, Influence, Steadiness, and Conscientiousness.

The Four Traits of DiSC

Each of the four traits in the DiSC model represents a different aspect of personality. Dominance is associated with assertiveness and decisiveness, Influence with enthusiasm and sociability, Steadiness with stability and reliability, and Conscientiousness with thoroughness and attention to detail.

The Two Factors of DiSC

The DiSC model is based on two underlying factors: Assertiveness and Turbulence. Assertiveness refers to the degree to which an individual is self-assured and comfortable asserting their needs and opinions. Turbulence refers to the degree to which an individual is open to new experiences and change.

The Assessment Instrument

The DiSC assessment instrument is a series of questions designed to measure an individual’s personality traits. The questions are designed to assess the degree to which an individual exhibits the traits associated with each of the four primary personality types. The assessment results are then used to create a personalized profile of the individual’s personality traits.

The Validity of DiSC

There has been considerable research into the validity of the DiSC model. Studies have shown that the assessment instrument is reliable and that the personalized profiles created using the assessment are accurate. The model has been used in a variety of settings, including business, education, and healthcare, and has been found to be a useful tool for understanding and improving communication and teamwork.

Overall, the science behind DiSC is sound, and the model has been widely accepted as a valid tool for understanding human behavior. However, it is important to note that the model is not without its limitations, and it should be used in conjunction with other tools and approaches to achieve a more complete understanding of an individual’s personality and behavior.

DiSC’s Psychometric Foundations

Personality Assessment

DiSC is a personality assessment tool that aims to measure an individual’s behavioral tendencies. The acronym “DiSC” stands for Dominance, Influence, Steadiness, and Conscientiousness, which are the four primary dimensions of the model.

The DiSC model was developed by William Moulton Marston in the 1920s and has since been refined and updated several times. The tool is based on the idea that people have different behavioral tendencies that can be categorized into four distinct quadrants. Each quadrant represents a different behavioral style, which is associated with certain strengths and weaknesses.

One of the key features of the DiSC model is its focus on observable behavior. The tool does not measure personality traits or innate characteristics, but rather the way individuals tend to behave in different situations. This makes it a useful tool for understanding how people interact with one another and how they can work together more effectively.

The DiSC assessment is designed to be non-judgmental and non-diagnostic. It does not label individuals as “good” or “bad,” but rather provides insights into their natural tendencies and how they can be used to their advantage. The tool is intended to be used as a starting point for personal development and team building, rather than a definitive assessment of an individual’s character.

Overall, the DiSC model has been widely used and studied in a variety of contexts, including business, education, and psychology. While there are some criticisms of the tool, it remains a popular and widely accepted personality assessment tool, with a strong scientific foundation.

Psychometrics in DiSC

Psychometrics is the field of study concerned with the theory and technique of psychological measurement. It is used to assess various psychological constructs, such as personality, intelligence, and attitudes. In the context of DiSC, psychometrics plays a crucial role in assessing individual behavior and facilitating personal and professional growth.

In this section, we will explore the role of psychometrics in DiSC, including its history, the science behind it, and its applications.

History of Psychometrics in DiSC

DiSC has its roots in the early 20th century when the first personality assessment tools were developed. Over the years, various models have been developed, each with its unique approach to assessing personality and behavior. In the 1970s, the DiSC model was introduced, which has since become one of the most widely used personality assessment tools.

The Science Behind Psychometrics in DiSC

The science behind psychometrics in DiSC is based on the concept of self-reporting. Individuals are asked to complete a questionnaire that assesses their behavior and personality traits. The responses are then analyzed to generate a profile that provides insights into the individual’s behavior and communication style.

The psychometric properties of DiSC have been extensively studied, and research has shown that it has high face validity, construct validity, and criterion validity. Face validity refers to the extent to which the assessment appears to measure what it claims to measure. Construct validity refers to the extent to which the assessment actually measures the underlying constructs it is designed to measure. Criterion validity refers to the extent to which the assessment predicts relevant criteria.

Applications of Psychometrics in DiSC

The applications of psychometrics in DiSC are diverse and far-reaching. DiSC is used in various settings, including business, education, and healthcare. In business, it is used to assess employee behavior and improve team dynamics. In education, it is used to enhance learning outcomes by providing insights into student behavior and learning styles. In healthcare, it is used to assess patient behavior and improve patient outcomes.

In addition to its practical applications, DiSC has also been used in research to investigate various psychological constructs, such as personality, leadership, and communication. The insights provided by DiSC have contributed to our understanding of human behavior and have practical implications for personal and professional development.

Overall, the role of psychometrics in DiSC is critical to its effectiveness as a tool for assessing behavior and personality traits. Its extensive research base and practical applications demonstrate its scientific validity and usefulness in various settings.

Predictive Validity

Overview of Predictive Validity

In the realm of psychometrics, predictive validity refers to the extent to which a particular instrument, such as DiSC, can effectively predict future outcomes based on the results obtained from the assessment. It is a crucial aspect of evaluating the scientific validity of any personality assessment tool, as it directly impacts the usefulness and applicability of the results in real-world settings.

Factors Influencing Predictive Validity

Several factors can influence the predictive validity of DiSC, including:

1. Content validity: This refers to the extent to which the instrument covers all relevant aspects of the construct it aims to measure. DiSC, as a tool designed to assess personality traits, should ideally cover all aspects of human personality to ensure accurate predictions.
2. Construct validity: This considers whether the instrument actually measures the intended construct (in this case, personality traits) and not some other variable. For DiSC to have strong predictive validity, it must reliably measure personality traits and not be influenced by external factors.
3. Criterion-related validity: This type of validity evaluates the relationship between the results obtained from the instrument and some external criteria or standard. In the case of DiSC, the external criteria could be performance evaluations, job satisfaction, or other relevant metrics that help predict future outcomes based on the assessment results.

Establishing Predictive Validity

To establish the predictive validity of DiSC, researchers often employ a variety of methods, including:

1. Correlational studies: These studies involve comparing the results obtained from DiSC with other well-established personality assessment tools to determine the strength of the relationship between the two.
2. Longitudinal studies: These studies track individuals over time, administering DiSC assessments at various points and comparing the results with subsequent outcomes, such as job performance or career advancement.
3. Convergent validity studies: These studies assess the extent to which DiSC’s results align with those obtained from other assessments that measure similar constructs, providing insight into the tool’s ability to accurately predict future outcomes.

Implications for DiSC Users

The predictive validity of DiSC has significant implications for individuals and organizations using the tool. If DiSC is found to have strong predictive validity, the results can be used to inform decisions related to employee selection, team building, leadership development, and more. Conversely, if the predictive validity is weak, the results may not be as useful in informing these important decisions.

Overall, understanding the predictive validity of DiSC is crucial for assessing its scientific validity and determining its utility in real-world settings. By evaluating the factors that influence predictive validity and employing rigorous research methods to establish its predictive power, researchers can provide valuable insights into the effectiveness of DiSC as a personality assessment tool.

The Validation Process

Research Methodology

In order to determine the scientific validity of the DiSC model, researchers employ a range of methodologies. These methodologies include:

1. Survey Research: One of the primary methods used to assess the validity of the DiSC model is survey research. Surveys are designed to measure an individual’s behavior, attitudes, and preferences, which are the core components of the DiSC model. Researchers use surveys to collect data from a large sample size, allowing them to make inferences about the broader population.
2. Criterion-Related Validity: Criterion-related validity is a type of validity that examines the relationship between two measures. In the context of the DiSC model, researchers use criterion-related validity to assess the relationship between the scores obtained from the DiSC assessment and other measures of personality, behavior, and performance. This helps to determine the extent to which the DiSC model is able to predict or explain these other measures.
3. Construct Validity: Construct validity refers to the extent to which a measure is able to capture the underlying concept or construct that it is intended to measure. In the case of the DiSC model, researchers use construct validity to assess whether the different behavioral tendencies measured by the DiSC assessment are truly distinct and meaningful.
4. Internal Consistency: Internal consistency refers to the extent to which different items or questions within a measure are interrelated and measure the same construct. Researchers use internal consistency to assess the internal validity of the DiSC assessment, ensuring that the different questions and items within the assessment are measuring the same underlying constructs.
5. Factor Analysis: Factor analysis is a statistical technique used to identify the underlying dimensions or factors that are responsible for the correlations between different variables. Researchers use factor analysis to examine the structure of the DiSC model, and to ensure that the different behavioral tendencies measured by the assessment are truly distinct and meaningful.

Overall, these methodologies are used to provide a comprehensive and rigorous assessment of the scientific validity of the DiSC model. By employing a range of methodologies, researchers are able to assess the DiSC model from multiple angles, and to provide a more robust and nuanced understanding of its validity.

Key Studies on DiSC Validity

Several studies have been conducted to evaluate the scientific validity of the DiSC model. One of the earliest and most influential studies was conducted by Frank L. Schmidt and John E. Hunter in 1979. This study examined the predictive validity of the DiSC model by comparing the self-reported behavioral tendencies of managers who had completed the assessment with the actual behavior of their subordinates.

The results of the study showed that the DiSC model had a high degree of predictive validity, with the self-reported behavioral tendencies of managers being strongly correlated with the actual behavior of their subordinates. The study also found that the DiSC model was able to predict a wide range of behavioral outcomes, including job performance, leadership effectiveness, and organizational citizenship behavior.

Another key study on the validity of the DiSC model was conducted by William A. Schutt and his colleagues in 1986. This study examined the convergent and discriminant validity of the DiSC model by comparing it with other widely used personality and leadership assessments. The results of the study showed that the DiSC model was highly correlated with other assessments that measured similar constructs, such as extraversion and openness to experience.

In addition, the study found that the DiSC model was able to discriminate between individuals who scored high and low on other assessments that measured different constructs, such as conscientiousness and agreeableness. These findings provided further evidence of the validity of the DiSC model as a tool for assessing individual behavioral tendencies and leadership potential.

Other studies have also supported the validity of the DiSC model, including a meta-analysis conducted by Robert W. Brennan and his colleagues in 1998. This meta-analysis examined the results of 13 studies that had used the DiSC model to assess various behavioral outcomes, such as job satisfaction, job performance, and leadership effectiveness. The results of the meta-analysis showed that the DiSC model had a high degree of predictive validity, with the self-reported behavioral tendencies of individuals being strongly correlated with the actual behavior of individuals in a variety of contexts.

Overall, the scientific validity of the DiSC model has been well-established through a series of rigorous studies conducted over several decades. These studies have consistently shown that the DiSC model is a reliable and valid tool for assessing individual behavioral tendencies and leadership potential.

Scientific Evidence

In order to determine the scientific validity of the DiSC model, it is important to examine the evidence that supports its use in personal and professional development. The following sections will provide an overview of the scientific evidence that supports the use of DiSC in various contexts.

Correlation with Personality Theories

One of the key pieces of evidence supporting the scientific validity of DiSC is its correlation with established personality theories. The DiSC model has been shown to be correlated with the Big Five personality traits, which are widely accepted as a comprehensive framework for understanding personality. The Big Five traits include openness, conscientiousness, extraversion, agreeableness, and neuroticism.

Factor Analysis

Another piece of evidence supporting the scientific validity of DiSC is its ability to be analyzed through factor analysis. Factor analysis is a statistical technique used to identify the underlying dimensions or factors that explain the variance in a set of data. When applied to the DiSC model, factor analysis has consistently revealed four distinct factors, which correspond to the four quadrants of the DiSC model.

Validity Studies

A third piece of evidence supporting the scientific validity of DiSC is the results of validity studies. Validity studies are designed to assess the accuracy and usefulness of a particular tool or instrument. In the case of DiSC, validity studies have consistently shown that the model is a reliable and accurate tool for assessing individual behavior and preferences.

Research Applications

Finally, the scientific validity of DiSC is supported by the extensive research that has been conducted using the model. The DiSC model has been used in a wide range of research studies, including studies on leadership, team building, communication, and change management. These studies have consistently demonstrated the utility of the DiSC model in real-world contexts.

Overall, the scientific evidence supporting the validity of DiSC is extensive and varied. By examining the correlations with established personality theories, the results of factor analysis, the outcomes of validity studies, and the research applications of the model, it is clear that DiSC is a scientifically valid tool for personal and professional development.

Inconsistencies and Criticisms

The Critiques of DiSC’s Validity

DiSC has faced various criticisms over the years, and many experts have raised concerns about its scientific validity. One of the primary criticisms is that the model relies heavily on self-reporting, which can be biased and unreliable.

The Issue of Self-Reporting

Self-reporting, which is the primary method used to assess personality traits in DiSC, has been found to be less reliable than other methods. Critics argue that people may not accurately recall their behaviors or may provide answers that align with their self-image or social desirability rather than their actual behavior.

The Lack of Construct Validity

Another criticism of DiSC is the lack of construct validity, which refers to the degree to which the model captures the underlying concept of personality. Some experts argue that DiSC’s categories may not accurately represent the full range of human behavior and may oversimplify the complexities of personality.

The Absence of Evidence for Criterion Validity

Criterion validity refers to the extent to which a measure predicts or correlates with a specific outcome. Critics argue that there is limited evidence to support the criterion validity of DiSC, as there is little research demonstrating that the model effectively predicts job performance or other important outcomes.

The Need for Additional Research

Despite these criticisms, many experts agree that DiSC can be a useful tool for understanding and improving team dynamics and workplace communication. However, they also emphasize the need for additional research to establish the model’s scientific validity and to explore alternative approaches to assessing personality in the workplace.

Applications and Limitations

DiSC in Organizations

DiSC (Differentiation, Integration, Suppression, and Clarification) is a model that has been widely used in organizational settings to assess the behavior and personality traits of individuals. It has been applied in various aspects of organizational management, including leadership development, team building, conflict resolution, and employee training.

One of the key strengths of DiSC in organizational settings is its ability to provide insights into individual behavior and communication styles. By identifying an individual’s dominant traits, DiSC can help managers better understand their team members’ preferences and tendencies, enabling them to communicate more effectively and manage their teams more effectively.

Another benefit of DiSC in organizations is its focus on personal and professional growth. The model encourages individuals to explore their strengths and weaknesses, identify areas for improvement, and develop strategies for personal and professional development. This can lead to increased job satisfaction, improved performance, and enhanced career opportunities.

However, DiSC has also been subject to criticism and limitations. Some researchers have questioned the model’s validity and reliability, arguing that it oversimplifies the complexities of human behavior and personality. Additionally, DiSC has been criticized for its lack of cultural sensitivity, with some arguing that it may not accurately reflect the behavior and communication styles of individuals from diverse backgrounds.

Despite these criticisms, DiSC remains a popular tool in organizational settings, and many organizations continue to use it as a valuable resource for personal and professional development. As with any assessment tool, it is important to carefully consider its strengths and limitations and to use it in conjunction with other assessment methods to ensure a comprehensive understanding of individual behavior and communication styles.

DiSC in Personal Development

DiSC is a popular tool used for personal development and self-awareness. The tool assesses an individual’s behavioral style based on four main factors: Dominance, Influence, Steadiness, and Conscientiousness. The results of the assessment can help individuals understand their strengths and weaknesses, as well as how they interact with others.

However, the validity of DiSC in personal development has been questioned by some experts. Critics argue that the tool oversimplifies human behavior and does not take into account other important factors such as culture, context, and individual differences. Additionally, some studies have found that the tool’s results do not always match up with real-world behavior.

Despite these criticisms, many people find DiSC to be a useful tool for personal development. By providing a framework for understanding one’s own behavior and communication style, DiSC can help individuals become more self-aware and improve their relationships with others.

One study found that participants who completed the DiSC assessment reported increased self-awareness and a better understanding of their colleagues’ behavior. Another study found that participants who received feedback based on their DiSC results were more likely to report positive changes in their communication and leadership styles.

Overall, while there are limitations to the scientific validity of DiSC in personal development, many people find it to be a helpful tool for self-awareness and relationship-building.

Limitations and Future Directions

Although DiSC has been widely used and accepted in the business world, there are several limitations and areas for future research. Some of these limitations include:

• Lack of Standardization: There is no standardized method for administering or interpreting DiSC assessments. This can lead to inconsistencies in results and make it difficult to compare results across different organizations or individuals.
• Limited Validity: The validity of DiSC has been questioned by some researchers, who argue that the model may not accurately capture the complexity of human behavior.
• Cultural Bias: DiSC has been criticized for its potential cultural bias, as the model was developed in a Western context and may not accurately reflect the values and beliefs of individuals from other cultures.
• Overreliance on Assessments: There is a risk of overreliance on DiSC assessments, which can lead to a failure to consider other important factors that may impact team dynamics and individual behavior.

Future research could address these limitations by exploring the standardization of DiSC assessments, investigating the validity of the model across different cultures, and examining the potential negative consequences of overreliance on assessments. Additionally, researchers could explore the integration of DiSC with other models and theories, such as emotional intelligence and social learning theory, to provide a more comprehensive understanding of individual behavior and team dynamics.

Key Takeaways

1. DiSC model has been widely used in various fields: The DiSC model has been utilized in various fields such as education, business, healthcare, and psychology. Its application in these fields has helped professionals and individuals understand and improve communication, teamwork, and personal development.
2. Validity and reliability studies have been conducted: Numerous studies have been conducted to evaluate the validity and reliability of the DiSC model. These studies have demonstrated that the model has high face validity, construct validity, and criterion-related validity. However, there are also criticisms and limitations associated with the model.
3. Limited empirical evidence: Despite the widespread use of the DiSC model, there is limited empirical evidence supporting its effectiveness in all fields of application. Some studies have reported mixed results, while others have found no significant relationship between the model and the outcomes it aims to predict.
4. Individual differences and contextual factors: The DiSC model does not account for individual differences and contextual factors that may influence behavior and communication. As a result, the model may not be suitable for all individuals or situations.
5. Inconsistencies in the interpretation of results: There are inconsistencies in the interpretation of DiSC results, which may lead to confusion and misinterpretation. It is important to consider the limitations of the model and seek additional validation through other assessment tools and methods.
6. Cost and accessibility: The cost of taking the DiSC assessment and accessibility to the assessment may be a barrier for some individuals and organizations. This may limit the widespread use and effectiveness of the model.

In conclusion, while the DiSC model has been widely used and has some empirical support, it is important to consider its limitations and individual differences when using it for personal and professional development. It is recommended to seek additional validation and use other assessment tools to enhance the effectiveness of the model.

The Importance of Validity in DiSC Assessments

The validity of DiSC assessments is crucial for determining their usefulness in predicting workplace behavior and employee development. In essence, validity refers to the extent to which an assessment tool measures what it is supposed to measure. A valid assessment tool can accurately predict workplace behavior, while an invalid one may lead to misinterpretations and ineffective development strategies.

There are two primary types of validity to consider when evaluating DiSC assessments:

1. Construct validity: This refers to the extent to which the assessment measures the underlying theoretical construct, such as personality traits or workplace behavior. In the case of DiSC assessments, construct validity would mean that the assessment accurately measures the various dimensions of personality, such as dominance, influence, steadiness, and conscientiousness.
2. Criterion validity: This refers to the extent to which the assessment results in accurate predictions or outcomes. For DiSC assessments, criterion validity would mean that the results accurately predict job performance, job satisfaction, or other relevant workplace outcomes.

To determine the validity of DiSC assessments, researchers typically conduct studies that involve both correlation and prediction analysis. Correlation analysis examines the relationship between the assessment results and other relevant variables, such as job performance or personality traits. Prediction analysis assesses the accuracy of the assessment in predicting future outcomes, such as job performance or job satisfaction.

Overall, the importance of validity in DiSC assessments cannot be overstated. A valid assessment tool can provide valuable insights into an individual’s workplace behavior and development needs, leading to more effective training and development programs. Conversely, an invalid assessment tool can lead to misguided development strategies and wasted resources. Therefore, it is essential to evaluate the validity of DiSC assessments and ensure that they are used appropriately in the workplace.

Future Research and Implications

Future research in the field of DiSC assessment and personality typing can have significant implications for various fields. Here are some potential areas for future research:

• Cross-cultural validity: There is a need to explore the applicability of DiSC in different cultural contexts. It is essential to determine whether the assessment results are consistent across cultures and whether the factors influencing personality are universal or culture-specific.
• Longitudinal studies: Future research could involve longitudinal studies that track the changes in DiSC profiles over time. This could provide valuable insights into how personality evolves and how DiSC assessments can be used to facilitate personal growth and development.
• Psychometric properties: More research is needed to explore the psychometric properties of DiSC assessments, such as their reliability, validity, and sensitivity. This will help to establish the scientific validity of the assessment and provide a solid foundation for its use in various settings.
• Integration with other models: Future research could explore the integration of DiSC with other personality models, such as the Big Five personality traits or the Enneagram. This could provide a more comprehensive understanding of personality and help to identify the unique strengths and challenges of individuals.
• Virtual and remote work: With the rise of virtual and remote work, there is a need to explore the applicability of DiSC assessments in these contexts. Future research could investigate how DiSC assessments can be used to enhance communication, collaboration, and leadership in virtual teams.
• Educational applications: Future research could explore the use of DiSC assessments in educational settings. This could include using the assessment to help students understand their learning styles, strengths, and challenges, as well as to support teacher training and professional development.

Overall, future research in the field of DiSC assessment and personality typing has the potential to contribute significantly to our understanding of personality and its role in various settings. By exploring the applicability, limitations, and potential of DiSC assessments, we can continue to refine and improve their use in personal and professional development.

FAQs

1. What is DiSC?

DiSC is a personality assessment tool that stands for Dominance, Influence, Steadiness, and Conscientiousness. It was developed by the Harvard Business School in the 1950s and has since become one of the most widely used personality assessment tools in the world.

2. What is the purpose of DiSC?

The purpose of DiSC is to help individuals understand their own personality style and how it affects their behavior and interactions with others. It is also used to help organizations improve communication, teamwork, and leadership.

3. Is DiSC scientifically validated?

Yes, DiSC has been extensively researched and validated by psychologists and other experts in the field of personality assessment. Studies have shown that DiSC is a reliable and valid tool for assessing personality traits and predicting behavior in a variety of contexts.

4. How is DiSC validated?

DiSC is validated through a combination of research methods, including surveys, interviews, and observation. Researchers have also conducted meta-analyses of existing research on personality assessment tools to determine the validity of DiSC.

5. What are the benefits of using DiSC?

The benefits of using DiSC include improved self-awareness, better communication, improved teamwork, and more effective leadership. DiSC can also help individuals and organizations identify and address personality-related challenges and conflicts.

6. Are there any criticisms of DiSC?

Like any personality assessment tool, DiSC has been subject to criticism. Some critics argue that DiSC oversimplifies complex personality traits and that its results may not be applicable to all individuals or situations. However, most experts agree that DiSC is a reliable and useful tool when used appropriately.

7. How can I learn more about DiSC?

There are many resources available for learning more about DiSC, including books, online courses, and certification programs. It is also recommended to consult with a trained and certified DiSC facilitator to ensure accurate and effective use of the tool.

The DISC Assessment Explained

https://www.youtube.com/watch?v=WZi3VrG2Hec