On Tue, 20 Jun 1995, Pete Heineman wrote:
> I have been following the discussion on personality profiles and their
> application in the educational/training setting with some interest. My
> doctoral dissertation is a statistical analysis of a temperament-based
> learning indicator, so I am familiar with the literature regarding
> personality inventories as well as temperament indicators.
[snipped...]
> Just a word of caution with this and numerous other instruments.
> I found no "research" to support the validity or reliability of the
> DISC instrument and its various versions. As a trainer, I have used
> the isntrument as an "indicator" - nothing more. The MBTI mentioned
> is the most statistically sound "personality type" instrument,
> however it requires certification in administering and evaluating
> the scores. Like other instruments, it can be and is misused. At
> best, any instrument will provide you with a snapshot in time.
> Choose your instrument(s) wisely and carefully.
>
> Pete
I want to underscore what Pete is saying from a practical standpoint as
well. When using this instrument or others, it is very important to state
this caveat at the time of use. Apart from the obvious statistical issue,
it is important for the participants to feel that this is _not_ a
"diagnosis" of any sort, but just an "indicator" which could be of help in
understanding themelves and others. The accuracy of the result is not as
important as the perspective which it suggests--that people are different
in ways which can be of_ value_ to the success of an organization, and
that, to the extent we understand those differences and respect them, we
can improve our interaction and performance.
In my use of the Personal Profile over many years, the _self-report_
feedback of those who have taken it has been in the 80 to 90% accurate
range for the most part. Even in the cases where a person doesn't agree
with the outcomes, just raising the issue and discussing the difference of
perception can be of value if the person's perspective is clearly
acknowledged and respected. At _no_ time should the instrument be more
than a potentially helpful tool for a participant to consider.
For those who understand such matters, a company sponsored research report
for the Personal Profile is available on its recently updated 2800
version. I am not competant to evaluate it, but perhaps others are. The
information and the instrument are only available from someone who has
been trained by the Performax Learning Network (part of the Carlson
Learning company in Minneapolis, MN.) I have no personal investment in
this instrument or company other than having found it useful in a variety
of settings....
-- Tobin Quereau quereau@austin.cc.tx.us