Understanding DISC and the BSA: A Comprehensive Guide

In the world of personality assessments, the DISC model has been a cornerstone for understanding human behavior and improving workplace dynamics. Over the years, this model has evolved, giving rise to various assessments, including the innovative Blind Spot Assessment (BSA). This blog will delve into the history of DISC, the evolution of the BSA, and why the BSA stands out as the best choice for hiring and training.

A Brief History of DISC

The DISC model was first introduced by psychologist William Moulton Marston in his 1928 book "Emotions of Normal People." Marston was intrigued by the ways people express their emotions and interact with the world around them. He identified four primary behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness, which form the acronym DISC.

- Dominance (D): Focuses on results, confidence, and action.

- Influence (I): Emphasizes communication, enthusiasm, and sociability.

- Steadiness (S): Values patience, calmness, and loyalty.

- Conscientiousness (C): Prioritizes accuracy, structure, and dependability.

These traits have been used in various contexts, from personal development to organizational training, offering valuable insights into how individuals interact with others and approach tasks.

The Evolution of the Blind Spot Assessment (BSA)

While the DISC model has been widely accepted and utilized, it became evident that a more nuanced approach was needed to address the complexities of modern workplaces. This is where the Blind Spot Assessment (BSA) comes into play.

The BSA was developed by Kevin McCarthy, a seasoned expert in leadership development, cognitive psychology, and organizational behavior. Kevin’s journey began more than twenty years ago with a personal experience that profoundly shaped his understanding of human behavior and blind spots. After spending 33 months in federal prison for a crime he didn't knowingly commit, Kevin immersed himself in studying Cognitive Psychology and began researching the blind spots that led to his predicament. This research became the foundation for his bestselling book - Blind Spots: Why Good People Make Bad Choices - and the creation of the Blind Spot Assessment. 

In 2016, Kevin designed the BSA questionnaire and algorithm. The BSA builds on the DISC model by offering a more comprehensive, faster, and easier-to-understand assessment. It provides actionable insights into a person’s innate talents, addressing the common challenges faced by traditional assessments, such as assessment fatigue, complexity paralysis, and cost prohibition.

The Eight BSA Styles and Their DISC Counterparts 

The BSA introduces eight unique styles, derived from the DISC model but with a modern twist to better capture the nuances of today's work environment. Below is a comparison of the BSA styles and their DISC counterparts:

1. Energizer (DI)

• DISC Counterpart: Dominance + Influence 
• Description: Energizers are dynamic and persuasive, combining the drive for results with a knack for influencing others.

2. Connector (IS)

• DISC Counterpart: Influence + Steadiness 
• Description: Connectors are sociable and supportive, excelling in building relationships and fostering teamwork.

3. Stabilizer (CS)

• DISC Counterpart: Steadiness + Conscientiousness 
• Description: Stabilizers are reliable and detail-oriented, providing consistency and accuracy in their work.

4. Controller (CD)

• DISC Counterpart: Conscientiousness + Dominance 
• Description: Controllers are disciplined and assertive, ensuring that projects are completed to high standards.

5. Competitor (D)

• DISC Counterpart: Dominance 
• Description: Competitors are results-driven and confident, always striving to be the best.

6. Motivator (I)

• DISC Counterpart: Influence 
• Description: Motivators are enthusiastic and inspiring, often taking on leadership roles to guide and motivate others.

7. Peacemaker (S)

• DISC Counterpart: Steadiness 
• Description: Peacemakers are calm and supportive, focused on creating harmonious environments.

8. Analyzer (C)

• DISC Counterpart: Conscientiousness 
• Description: Analyzers are precise and methodical, excelling in tasks that require attention to detail and careful planning.

Why the BSA is the Best Choice for Hiring and Training 

The BSA stands out as a top choice for organizations looking to enhance their hiring and training processes for several reasons:

6. Speed and Ease of Use: The BSA can be completed in under three minutes, making it accessible and convenient for candidates and employees alike. Despite its brevity, it offers rich insights that are immediately actionable. 
7. Actionable Insights: Unlike traditional assessments that can be overwhelming and difficult to interpret, the BSA provides clear, actionable results that can be applied directly to hiring decisions and employee development programs.
8. Cost-Effective: The BSA addresses the issue of cost prohibition by offering a flat-rate subscription with unlimited assessments. This makes it an affordable solution for organizations of all sizes, particularly those looking to scale their assessment processes. 
9. Customization: The BSA is highly adaptable, allowing organizations to tailor the assessment to their specific needs. Whether it’s for hiring, team-building, or leadership development, the BSA can be customized to fit the context.
10. Talent Identification: One of the standout features of the BSA is its ability to identify innate or natural talent, as defined by Gallup. This focus on strengths helps organizations place employees in roles where they can excel, leading to higher job satisfaction and retention. 
11. Overcoming Blind Spots: The BSA helps individuals and organizations identify blind spots that may hinder performance. By understanding these hidden challenges, leaders can take proactive steps to mitigate risks and improve outcomes.

Conclusion 

The Blind Spot Assessment is more than just an evolution of the DISC model; it’s a revolutionary tool designed to meet the demands of modern organizations. With its roots in cognitive psychology and leadership development, the BSA offers a fast, easy, and actionable approach to understanding human behavior in the workplace. Whether you’re looking to enhance your hiring process or improve team dynamics, the BSA is a powerful tool that delivers results.

By leveraging the insights provided by the BSA, organizations can not only identify the best candidates but also create training programs that cater to the unique needs of their workforce. In a world where talent is the key to success, the BSA is the best choice for unlocking the full potential of your team.