DISC Test: What Is the I/S or Adapter Personality Type?

DISC Test: What Is the I/S or Adapter Personality Type?

What is the DISC test?

The DISC test is a self-administered, self-scoring personality assessment of how a person responds in predictable ways to time, tasks, and other situations at home and at work.

Technically, the DISC test it is not a ‘test’ because you won’t pass or fail when writing it.  There are no right or wrong answers, and there is no bad or good score.  Everyone is a mix of all four personality dimensions, and each mix is equally valuable.

While the DISC test provides insight into a person’s interaction with their environment, there are things that it does not measure.  Some of these include a person’s:

  • Intelligence
  • Morality/character
  • Levels of ambition or motivation
  • Self-esteem or lack of it

What are the origins of the DISC test?

Personality testing is not a new concept.  The word ‘personality’ itself comes from the Latin word ‘persona’ which referred to the masks worn by stage actors in Greek theatre.  These masks helped the audience identify which character played the tragic figure, which was the hero (or heroine), which was there for comic effect, and which was the antagonist.

The first recorded use of four quadrants of personality comes from Empedocles in the 5th century BC.  Hippocrates in the 4th century BC believed that the four personality characteristics came from four fluids within our bodies.  Galen (2nd century AD) first came up with the terms choleric, melancholic, phlegmatic and sanguine to describe the four dimensions of human personality.

1928 was the year when William Marston published his landmark book “Emotions of Normal People.”  Marston was a lawyer and a psychologist; he also contributed to the first polygraph test, authored self-help books, and even created the character “Wonder Woman!”

Industrial psychologist Walter Clark developed these ideas into the first DISC profile in 1956. Clark created the ‘Activity Vector Analysis,’ a checklist of adjectives on which he asked people to indicate descriptions that were accurate about themselves.  The assessment was intended to be used by employers trying to find qualified employees.

What does DISC stand for?

In 1928, William Marston would label the four personality types:

  • D: Dominant
  • I: Influential
  • S: Steady
  • C: Compliant

Based on administering personality assessments to approximately 10,000 people over a 25-year span, gettingpeopleright.com updated these four categories to:

  • D: Dominant
  • I: Inspiring
  • S: Steady
  • C: Conscientious

These categories have been updated to better reflect Marston’s original theory and are also more in step with modern culture.  Few people today wish to self-identify as ‘compliant’ for instance.  Nor is the ‘S’ personality type necessarily steady in all circumstances.

An overview of the I/S personality type

Your unique genius:  You bring warmth and genuineness to the team!

Brief description:

Adapters love to collaborate with other warm people.  They want others to feel part of the team and spend time helping them get involved.  They are highly intuitive and are very gifted in anticipating the needs of others.  They are well-liked by teammates.  They are versatile and can fit into most people-facing roles, at least for a while.  They value mental stimulation and so can become easily bored.

Strengths:

  • Versatile
  • Warm
  • Responsive
  • Upbeat
  • Respectful
  • Loyal
  • Enthusiastic

Challenges:

  • Over commitment
  • Giving trust too quickly
  • Time management
  • Too passive

Judges others by: How open-hearted they are, and the personal warmth they display

Motivated by: Collaboration with other warm-hearted people, getting others involved

Under pressure: Say ‘yes’ to too many projects, avoid conflict, take criticism personally

Fears: Being disliked, disappointing others, getting into conflict

Possible work fits: Social worker, teacher, promoter, salesperson, customer service worker

To increase effectiveness:

  • Work on time management skills
  • Develop boundaries and learn to say ‘no’
  • Work to meet deadlines and complete projects
  • Make fewer commitments and work hard to keep them
  • Instead of fearing conflict, think about engaging in ‘important conversations’

How is the DISC personality test used?

The DISC personality test is used for a variety of purposes including:

  • Learning how to communicate better with others
  • Understanding the motivations of others
  • Hiring the right person for the right job
  • Coaching people to recognize their natural areas of strength and weakness
  • Self-reflection and personal growth

Summary of the DISC Test

In summary, the DISC tool is a reliable, simple way to:

  • enhance communication on your team
  • increase your knowledge of your strengths and weaknesses
  • learn the strengths and weaknesses of those around you
  • understand the motivations of yourself and others
  • improve success in hiring and promotion
  • dramatically increase your effectiveness working with people

The DISC tool is simple, easy to use, and highly effective.  Complete it here for free:

https://gettingpeopleright.com/disc-personalities-assessment/

Related Resources

Certificate in Leadership Fundamentals Starts at $499

Access to 10 of Getting People Right’s Flagship Courses:

  • Discovering and implementing core values
  • Enhancing your career through delegation
  • Building a one-page strategic business plan
  • Coaching based performance reviews
  • Using DISC Personality testing at work and home
  • Dealing with under performers
  • Learning the process to hire a-players
  • How to fire with minimum pain and drama
  • Objectively assessing your team
  • Building your personal annual plan
Start Learning Today