The History Behind the DISC® Model

The most recent iteration of the behavioral styles concept is DiSC but the theory currently underpinning DiSC dates back to 1928. That was the year that William Molton Marston wrote a book called The Emotions of Normal People. In his book, Dr. Marston proposed a system of psychology that used the acronym of DiSC for the first time.

Marston’s idea was to prove brilliant but not many people actually remember that he was the father of the DiSC concept. One reason is that Marston was a Harvard trained psychologist working at Columbia University. He may have proposed the DiSC concept but, because it came out of academia, no one owned it.

Another reason Marston’s groundbreaking work in the area of human psychology is often neglected is because there was someone else working in the same field, at the same time Marston was.

Carl Jung developed, wrote about and created his theory about archetypes – early models of personality description. His research, which formed the basis for the Myers Briggs Type Indicators (MBTI), was published around the same time that Marston developed and wrote about DiSC. Jung was a well-known Swiss psychiatrist with much higher visibility than Marston but both made significant contributions to the area of study that would become known as psychometric research and the use of psychometrics relative to personality.

Jungian archetypes and Marston’s DiSC theory are the foundation on which just about every four quadrant model on the market today are based on, many of which don’t even carry the DiSC name.

Jung and Marston may be prominent scholars whose names are associated with DiSC theory but, surprisingly, they were not the first to develop this idea. In fact, the ideas behind four quadrant behavioral models had been around for centuries when these 20th century scholars did their groundbreaking work.

The First Physicians Are Fathers of DiSC Theory

It may be hard to believe but the original four quadrant behavioral model was first postulated in 3 BC, in Greece by the so-called “father of medicine,” Hippocrates.

Although Hippocrates applied most of his theory about the Four Temperaments to medicine, he also applied what he learned to peoples’ behaviors making this one of the oldest personality profiling systems.

It was another Greek physician, Claudius Galenus of Pergamum (AD 131-201), better known as Galen, who interpreted Hippocrates’ earlier ideas. Galen was chief physician to the Roman gladiators and Roman emperor Marcus Aurelius, among others.

Changing the name from Four Temperaments to Four Humours, Galen’s descriptions were still focused on human biology but also included some behavioral traits. Although the names are different, the characteristics Galen called out thousands of years ago are very much like those used in DiSC programs.

Sanguine – the personality of an individual with the temperament of blood, the season of spring (wet and hot), and the classical element of air. A person who is sanguine is generally light hearted, fun loving, a people person, loves to entertain, spontaneous and confident. However they can be arrogant, cocky, indulgent and impulsive, possibly acting on whims in an unpredictable fashion. (Influence)

Choleric corresponds to the fluid of yellow bile, the season of summer (dry and hot), and the element of fire. A person who is choleric is a doer and a leader. They have a lot of ambition, energy, and passion, and try to instill it in others. They can be mean spirited, angry and suspicious and can also dominate people of other temperaments or behavioral styles. (Dominance)

Melancholic is the personality of an individual characterized by black bile. The temperament is associated with the season of fall (dry and cold) and the element earth. A melancholic is also often a perfectionist, being very particular about what they want and how they want it in some cases. Often kind and considerate, melancholics can be highly become overly preoccupied with the tragedy and cruelty in the world, thus becoming depressed. (Conscientious)

Phlegmatic – this person is calm and unemotional. Phlegmatic means “pertaining to phlegm”, corresponds to the season of winter (wet and cold), and connotes the element of water. Phlegmatics are consistent, relaxed, rational, curious, and observant, making them good administrators. Their shy personality can often make them lazy and resistant to change. (Steadiness)

Each of Galen’s words describing the four humours have altered with the passing of nearly two thousand years but the theory behind these concepts lives on in the work of some of the greatest scientists and behaviorists in the world from David Keirsey’s interpretation to British psychologist Hans Jurgen Eysenck personality inventory.

Unlike many training programs and instruments, where there are questions about validity, DiSC stands on solid ground of these researchers, academics and psychologists. When it comes to the concept of the four behavioral styles, you might say, it was validated by some of the most revered names in the history of the world.

This idea has truly stood the test of time. But it’s long history and the large number or scholars, philosophers and researchers who have worked on this concept created a problem in the today’s marketplace that was not easy to overcome. Just Google DiSC training and you will get more than 21 million results.

How did this simple concept of four behavioral styles, defined by Hippocrates and Galen, grow so large and confusing? To find out, we have to fast forward from ancient history to the 1970’s.

This is the second in a series of four articles about the DiSC model, Everything DiSC Management, the history behind it all and how it applies. The first article is titled The Concept Behind DiSC – You do the Math. The third article is titled Putting DiSC Management to Work.

“DiSC” and “Everything DiSC” are registered trademarks of John Wiley & Sons, Inc.

What manager hasn’t said to himself, at least once in his professional life, that his job would be so much easier if it weren’t for all the people he had to deal with?

Odds are there isn’t one person who manages employees who hasn’t uttered that phrase. But getting work done through other people is what most managers are paid to do.

What if you could get everything you need to understand, manage and motivate your team and your customers in one small box? What if the key to harnessing human nature was in a package the size of a disposable lighter?

Never going to happen?

Well, it has. It is called DiSC and it sounds more like the magic decoder ring you used to get out of a box of breakfast cereal or something you would wear on your wrist than a powerful management tool that can change the culture and productivity of a company.

What Is DiSC?

DiSC is an acronym for four behavioral styles that all human beings possess in varying degrees.

Dominance: People who have high scores in D like to be in control and are active problem solvers who like challenges. They are frequently described as driving, determined, forceful, enthusiastic, and persuasive but can also be described as aggressive, dictatorial, opinionated and overbearing.

Influence: Influencers persuade through talk and are often emotional. They are described as convincing, magnetic, enthusiastic and persuasive. Influencers need recognition and are seldom at a loss for words but don’t always check their facts.

Steadiness: Someone with a high S score likes routine, a steady pace and security. Strong team players, they stand behind their commitments. Calm, relaxed and patient, they often are reluctant to initiate. Sudden change can cause anxiety and result in withdrawal.

Conscientiousness: High C’s like accuracy, follow rules and standards, make decisions based on facts and like to do quality work. Precision is important. They want details and they need time to decide. Try to force an answer and they may simply go along for the ride or withdraw completely.

DiSC gives supervisors and managers a roadmap to these behavioral styles, providing insight into what each employee needs in his or her job – whether they want the facts or just the idea, whether they want to be part of a team or would rather work alone.

That’s the first surprise DiSC offers.

New DiSC-Based Sales and Management Applications

The second surprise is the new DiSC-based applications available for sales and management that provide integrated packages that contain everything a business needs to improve their sales results, unlock the skills of its employees, build powerful management teams and change the way business gets done.

Called the Everything DiSC© Application Library, with modules available now for Sales and Management, these training programs were created by one of the premier training companies in the world – Inscape Publishing.

Inscape Publishing is a leading provider of assessment-driven, classroom learning solutions and a company with more than 35 years experience working on and with DiSC. It says the Everything DiSC approach helps make employees, “…more effective, more productive and more satisfied.”

“Inscape’s research shows that personality diversity is independent of gender, age and ethnicity. While those traits are important, managers frequently overlook the personality styles of their employees,” says Jeff Sugerman, CEO of Inscape Publishing. “The most effective managers know how to read this diversity of style. Everything DiSC Management, the newest addition to the Everything DiSC Application Library, teaches managers how to identify and adapt to their employees’ diverse styles. Managers can use these insights to be more effective with each employee.”

“The trick in management is not to treat all your employees the same; DiSC Management is a very simple way to help managers understand how to look at every employee as an individual and how to treat him or her in a way that is going to be the most effective,” says Barry Davis, the Vice President of Product Development and Marketing at Inscape Publishing. “Everything DiSC Management is a very simple way to bring out the best in every employee.”

DiSC…Simple, Not Simplistic

Unlike some training programs or approaches, learning the concepts around DiSC is easy. Davis says the short learning curve and the power of the concept make DiSC one of the most important tools a business can buy. “Its power is in its simplicity. It works because it is simple but not simplistic. It is powerful. It something you really have to experience. DiSC works.”

Scott Messer agrees. Messer, who is the President of Sales Evolution in Broomall, Pennsylvania, has been using DiSC for sales training for eight years but he says it applies in every business situation. “Understanding your own, natural behavioral communication style, being able to recognize the style of the person you are speaking to and then adapting your natural style to theirs is a secret weapon,” says Messer. “It allows you to get past the person’s filters and past the alligators in the moat that other people cannot get past.”

Messer says if you do the math, you recognize immediately, how important it is to understand the behavioral style of the person who is sitting across the desk from you.

“If the population were divided equally into 25% DISC – Dominance, Influence, Steadiness and Conscientiousness – 25% of the time you are perfectly attuned to the person you are speaking to,” Messer says that’s the good news. “The bad news is that 75% of the time, you are not. If you want a better result, you have to change your behavior.”

Messer and Sales Evolution are in good company. More than 135 Fortune 500 companies use Inscape DiSC products and more than a million people every year experience DISC. Companies are tapping employees’ potential and putting it to work in offices and businesses around the world. This is one training program that gets results.

Maybe it’s because the theory behind it is 2500 years old.

This is the first in a series of four articles about the DiSC model, Everything DiSC Management, the history behind it all and how it applies. Be sure to read the second article in this series, Digging into DiSC History.

“DiSC” and “Everything DiSC” are registered trademarks of John Wiley & Sons, Inc.

Many of our customers call or e-mail and want to know if they need to complete a certification course to purchase and use DiSC or other Wiley Publishing facilitator materials. Our answer is always, “It depends.” Few courses mandate facilitator certification, but that doesn’t mean you don’t “need” to be certified.

To help you evaluate whether certification is right for you, ask yourself these questions:

1. Do I need the insight that a dedicated DiSC Certification course offers?

You need to prepare differently to teach DiSC to a group of new customer service representatives than you would for a retreat with senior management. Everything DiSC Certification courses can give you greater insight and a deeper understanding of the material and its relevance with different learners.

2. Do I need the additional credibility that certification offers?

If the industry that you work in values credentials – Some companies and industries, like healthcare, place heavy emphasis on 3rd party credentials while others emphasize personal and industry experience. Look at your internal and external customers. What is most important to them?

3. Will certification increase my self-confidence?

You may have tremendous confidence in your training ability but a low comfort level with the content. Certification can increase your knowledge and give you new knowledge and skills.

4. Do I learn best in a virtual setting?

Everything DiSC Certification courses are live virtual sessions and taught by experts. If this is your preferred style of learning, you will enjoy the learning experience and get up-to-date DiSC theory and product knowledge.

5. Do I need a refresher?

If you haven’t used DiSC in over 5 years ago then you definitely need a refresher! That doesn’t mean you have to take a certification course, but you will need to devote some time to studying the materials and understanding the changes!

6. Are you interested in expanding your network of training professionals?

One advantage of Everything DiSC Certification is that participants come from across the world! That means a new network of people you can connect with for training questions, advice and even job opportunities.

7. Is the certification “portable”?

Few people stay in the same career with the same company forever. Your certification is yours, not your company’s. This means your certification credentials will follow you wherever you go in the future.

If you answered “yes” to 3 or less of these questions, then certification is probably not for you. However, if you answered “yes” to 4 questions, then you probably need to do some more investigation. Think about where you want to be in 2-4 years and whether or not certification will help you reach your goals faster. Finally, if you answered “yes” to 5 or more questions, then certification can benefit you now.

For more information on Everything DiSC Certification and other profiles, please contact Corexcel by calling 888.658.6641 or use our contact form.