About DiSC®

DiSC® is a model of human behaviour that helps people understand “why they do what they do”. The DiSC model is a simple tool that has been helping people to connect better for over 30 years. Our reports use your individual response data to provide a wealth of information about your workplace priorities and preferences. In addition, you also learn how to connect better with colleagues whose priorities and preferences differ from yours.

CORNERSTONE PRINCIPLES OF THE DISC MODEL

  • All DiSC styles and priorities are equally valuable and everyone is a blend of all four styles
  • Your work style is also influenced by other factors beyond DiSC, such as life experiences, education, and maturity
  • Understanding yourself better is the first step to becoming more effective with others
  • Learning about other people’s DiSC styles can help you understand their priorities and how they may differ from your own
  • You can improve the quality of your workplace by using DiSC to build more effective relationships

DiSC is a very simple—and memorable—model made up of four basic styles: D, i, S, and C.

Everyone is a blend of all four DiSC styles—usually one, two, or even three styles stand out. Unlike simple personality tests, there is no perfect DiSC style. Since each person has a unique behavioural profile, people are walking around all over the world with different styles and priorities. We believe that these differences are extremely valuable. Once you assess these differences and harness the value, you’ll have better workplace communication AND healthier organisations. (who doesn’t want that?!)

SEEMS SIMPLE, RIGHT? IT IS. BUT IT’S NOT SIMPLISTIC. HERE’S WHY:

Wiley have been researching and analysing DiSC for over 40 years—in fact, the DiSC® Classic Paper Profile was the first DiSC assessment EVER! (You’ll always know it’s our DiSC by our signature lower-cased “i” in DiSC.)

As technology has evolved, DiSC has too. Our online DiSC assessments use the most advanced assessment method (adaptive testing) and sophisticated algorithms to quickly analyse a person’s responses and provide the most personalised DiSC feedback possible. And it only takes about 15 minutes to complete.

All of our Everything DiSC behavioural assessments are application-focused, so the feedback is presented to you as a leader, manager, individual contributor, or sales person.

WHAT’S IN IT FOR YOU AND YOUR TEAM? EVERYTHING DISC:

  • Provides a common language to help teams understand one another and work better together
  • Acts as a springboard for conversation and team building
  • Improves employee and workplace communication
  • Helps you to understand people who aren’t like you… or are too much like you
  • Reduces conflict and avoids misunderstandings

Introduction to the DiSC® Styles

If you’ve recently completed an Everything DiSC assessment, your profile has a much more in-depth and personalised explanation of what each style means for you than what is presented here. But the following can be used as a handy “quick reference” page to link to and let others learn a bit more about you. Or you can use it to better understand someone you work or live with.

The D style tends to prioritise getting immediate results, taking action and challenging themselves and others

You will recognise people who are high in Dominance quadrant by their high self-confidence, assertiveness, goal orientation, competitiveness, and high sense of urgency. This is not to say other styles aren’t competitive, just that people high in the D dimension tend to show their competitiveness outwardly, to the extent of being verbally competitive, and enjoying getting into debates or arguments.

  • Priorities: getting immediate results, taking action, challenging self and others
  • Motivated by: power and authority, competition, winning, success
  • Fears: loss of control, being taken advantage of, vulnerability
  • You will notice: self-confidence, directness, forcefulness, risk-taking
  • Limitations: lack of concern for others, impatience, insensitivity

When communicating with “D” style individuals, give them the bottom line, be brief, focus your discussion narrowly, avoid making generalisations, refrain from repeating yourself, and focus on solutions rather than problems.

The Golden Rule: be Brief, be Bright, be Gone!

The i style tends to prioritise expressing enthusiasm, taking action and encouraging collaboration

People high in the Influence quadrant can be identified as talkative; filled with enthusiasm, optimism, energy; and as having vivid imaginations. They have many ideas and feel a need to share those ideas with as many people as possible in order to gain support. They neither hide nor spare their feelings and tend to be very expressive with their tone of voice, their facial expressions, and in their mannerisms.

  • Priorities: expressing enthusiasm, taking action, encouraging collaboration
  • Motivated by: social recognition, group activities, friendly relationships
  • Fears: social rejection, disapproval, loss of influence, being ignored
  • You will notice: charm, enthusiasm, sociability, optimism, talkativeness
  • Limitations: impulsiveness, disorganisation, lack of follow-through

When communicating with “I” style individuals try to approach this person informally being relaxed and sociable. Listen to how they feel and keep the conversation light and add some humour. Give them praise. Don’t go into lots of detail during your conversation, but feel free to provide them with written details.

The Golden Rule: be Fast, be Fun, be Flexible!

The S style tends to prioritise giving support, maintaining stability and enjoying collaboration

You’ll notice calmness and patience with people high in the Steadiness quadrant. They are cooperative and friendly, although because they are more subdued, their friendliness is more low-key than the effervescence of the “i” dimension. You may need to pay closer attention to their mannerisms to see their friendliness, until you get to know them.

Persistence is another one of their strengths.

  • Priorities: giving support, maintaining stability, enjoying collaboration
  • Motivated by: stable environments, sincere appreciation, cooperation, opportunities to help
  • Fears: loss of stability, change, loss of harmony, offending others
  • You will notice: patience, team player, calm approach, good listener, humility
  • Limitations: overly accommodating, tendency to avoid change, indecisiveness

To communicate effectively with “S” style individuals, arrange for a secure environment (their office or some other familiar place). Be logical and systematic in your approach and if your message involves any type of change, tell them about it early on and let them adapt to it slowly. Emphasise their importance and show sincere appreciation.

The Golden Rule: be Steady, be Supportive, be Sincere!

The C style tends to prioritise accuracy, maintaining stability and challenging assumptions

What you may notice first about people high in the Conscientiousness quadrant is their concern for accuracy and high standards. They have an analytical mind, an eye for detail, and typically enjoy solving problems. They usually keep their feelings to themselves, which can make it more difficult to get to know them. They are more cautious in answering questions and communicating information because they need to think through what they say and make sure it is accurate before they say it.

  • Priorities: ensuring accuracy, maintaining stability, challenging assumptions
  • Motivated by: opportunities to use expertise or gain knowledge, attention to quality
  • Fears: criticism, slipshod methods, being wrong
  • You will notice: precision, analysis, scepticism, reserve, quiet
  • Limitations: overly critical, tendency to over-analyse, isolates self

To communicate effectively with a high C try to be precise and focused in your message. Give clear expectations and be prepared to answer many questions. Be tactful and reserved, refrain from getting emotional. Demonstrate loyalty and value for high standards.

The Golden Rule: be Precise, be Logical, be Thorough!

Research, Reliability & Validity

John Wiley and Sons, Inc (publishers of DiSC® assessments) are committed to maintaining the highest standards of instrument development and application through careful research and development processes. All DiSC instruments offer valid and accurate feedback to the respondent.

Research and rigorous validation studies by Wiley have made DiSC psychometric assessments products you can confidently use in training, coaching or consulting situations. Research reports are publicly available here.

All reports are provided as PDF files.

OUR MOST POPULAR RESEARCH REPORTS

Everything DiSC Research Report
Everything DiSC Research Report
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How My Graph Became a Dot
How My Graph Became a Dot
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363 Validation Report
363 Validation Report
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This report provides the validity research for the Everything DiSC assessment profiles, including the Comparison Report.

 

 

 

How the newer Everything DiSC circle and dot representation was developed to make the model simpler, more intuitive, and more relevant than the Classic graph model.

 

 

 

The research behind the first DiSC 360. Includes both extensive validation research and a white paper on how the model fits in with other popular leadership theories.

FAQ’s

WHAT DO THE LETTERS STAND FOR?

THE DISC® MODEL CLASSIFIES FOUR DIMENSIONS OF BEHAVIOUR COMMONLY REFERRED TO AS:

  • Dominance – tends to prioritise getting immediate results, taking action and challenging themselves and others
  • influence – tends to prioritise expressing enthusiasm, taking action and encouraging collaboration
  • Steadiness – tends to prioritise giving support, maintaining stability and enjoying collaboration
  • Conscientiousness – tends to prioritise accuracy, maintaining stability and challenging assumptions

WHO CREATED THE DISC® MODEL?

The original DiSC model was originally based on the 1928 work of Dr. William Moulton Marston at Columbia University.

The four quadrant behavioural model was developed to examine the behaviour of individuals within their environmentally specific situation. DiSC looks at behavioural styles and behavioural preferences. It was Marston’s 1928 book, “The Emotions of Normal People,” which introduced the DiSC model to the public. Marston, a contemporary of Carl Jung, defined four categories of human behaviour style, type, or temperament which are Dominance, Influence (Inducement), Stability (Submission) and Compliant, Conscientious or Caution. Marston used Compliance.

Even though Marston developed the model to prove his theory of the emotions of people within their environment, he never copyrighted his assessment. Thus DISC is available in the public domain.

Later, the work of Marston was researched and updated by Dr. John Geier and Inscape Publishing, (now a Wiley Brand) at the University of Minnesota. The DiSC model and its complimentary assessment tools have helped over 50 million people in 20+ languages over the last 40 years.

As an added bit of trivia, Marston is known in many circles for his work in developing the lie detector test. He was also the creator, writer and producer of “Wonder Woman” which introduced into comic strips, the role model of a strong female.

WHAT IS EPIC® ?
EPIC stands for Electronic Profile Information Center. EPIC is an online profile delivery system that provides a simple way to send, customise, print, and store your profiles.

 

WHAT ARE EPIC® CREDITS?
EPIC works on a credit system. You purchase credits for your EPIC Account and they become the currency used to generate your profiles.

Each profile has a specific number of credits required to generate the report and EPIC Credits can be used for any report at any time and they never expire.

You can either purchase the exact number of credits you need for the profiles you plan to use or lower your profile costs by purchasing credits in larger quantities, receive them into your account electronically and “bank” them to use with any profiles you generate in the future.

WHY IS THE "I" IN DISC® PRINTED IN LOWER CASE?

For those of you who are curious, the lower case “i” in DiSC is a Wiley trademark – originally a printer’s error. Being flexible and adaptable, Wiley and its predecessors; Inscape Publishing, Carlson Learning Company & Performax, decided to copyright the mistake and create their version of DiSC, using the small i.

Always look for the DiSC with the small i. If your version doesn’t have a lower case “i” it is not from Wiley.

HOW SHOULD PEOPLE ANSWER THE QUESTIONS? SHOULD THEY THINK ABOUT THEMSELVES IN THE WORKPLACE, IN A SOCIAL SITUATION OR IN GENERAL?

Many factors affect a person’s profile results and the response focus is most likely not a significant one. However, if you’re administering the assessment in a work setting there’s no harm in asking the respondent to answer questions with that setting in mind. Our environment (e.g., at work, at home, with friends) does play an important role in our understanding of DiSC. But how we apply insights gained from profiles is much more the issue, not in how the profiles are constructed from respondents’ answers.

CAN MY PROFILE CHANGE OVER TIME?
In general, the average person’s profile tends to stay fairly consistent over time. While you may find small differences in your results from one time taking the assessment to the next, you’re unlikely to experience major shifts in style. However, if it has been two years or more since you last took the profile, we recommend taking it again to ensure the most accurate and up-to-date information.

WHICH ASSESSMENT SHOULD I USE FOR PART OF THE HIRING PROCESS?

Everything DiSC assessments do not predict success in employment or in particular job classifications, so they are only one data point in an array of information used to select a candidate.

ARE EVERYTHING DISC PROFILES AVAILABLE IN OTHER LANGUAGES?
Yes. Contact us if you have a need for profiles in other languages.

WHAT IS A DISC GROUP CULTURE REPORT?

The DiSC Group Culture Report describes all profiles in your selected group of participants. The report includes an illustration of the group’s distribution of DiSC styles and detailed information on how each individual’s style may affect the culture of the group or organisation.

HOW VALID AND RELIABLE ARE EVERYTHING DISC® PROFILES?

Wiley, the publisher of Everything DiSC assessments, is committed to maintaining the highest standards of instrument development and application through a careful research and development process. Each instrument is designed to offer valid scores and provide accurate interpretations or feedback based on your scores. Take a look in our Research, Reliability & Validity section for more information.

WHAT ARE THE ADVANTAGES OF USING THE EVERYTHING DISC MODEL?
The Advantages of the Everything DiSC assessment vs other versions and models of DISC include:

 

  • More emphasis on interpersonal relationships and comparisons.
  • Group dynamics are easier to guage as are their implications.
  • Understanding adaptation and stressors are easier and more intuitive.
  • Better integration of the four styles. The circular model is truer to Marston’s original work, which found the four DiSC styles to be a blending of styles, as opposed to four silos.
  • The circular DiSC model is more intuitive. It is easier to understand, apply and remember.
  • The Everything DiSC model allows for application layers that provide participates with immediate relevance to their field or profession. Currently the model is used for the workplace, leadership, management, sales and team cohesiveness.
  • It is 33% more accurate than the DiSC Classic profile, which was already considered by many professionals to be the most accurate and valid DISC assessment available.