(Indeed, understanding changes like this can be valuable in assessing a person's actual performance.) ValidityĪ more difficult challenge is assessing the validity of a set of profile results: that is, do the factors in a profile measure the personality traits they describe. Note, though, that people's attitudes and approach really do change over time, so we wouldn't expect to see a 100% reliability level from one profile to the next. We'd certainly not expect results to vary wildly from profile to profile over time, so for an effective profile, we're looking for a high reliability score. Reliability measures how much profile results change from one test to another (actually, we should mention that there are several different types of reliability, and the form we're discussing here is specifically test-retest reliability). The first measure is a question of consistency: if we test the same person several times, we'd expect to get similar results each time. We'll take a moment here to see what each of these measures means in practice, before going on to see how they relate to DISC testing. There are two important statistical values that help to measure this level of effectiveness, known as reliability and validity. Probably the most important question about about any personality test is: how well does it measure what it claims to measure? To be of any practical use, you need confidence that profiles accurately represent the actual personalities they describe. Reliability and Validity are two concepts that help to quantify the performance of any profiling tool. DISC Testing: Reliability and Validity Measuring the effectiveness of DISC

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