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 D.I.S.C model (the DISC assessment) to prove his theory of the emotions of people within their environment, he never copyrighted his disc profile test. 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 pay for profiles.

To understand the EPIC credit system, think of it like a gift voucher. You can decide what you want to buy and in what combination up to the sum of the voucher. The EPIC system works in much the same way. Each profile has a credit value and you purchase the number of credits you need for the profiles you plan to use.

EPIC Credits can be used for any report at any time and they never expire. You can lower your profile costs by purchasing credits in 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 Assessment 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 gage as are their implications.
  • Understanding adaptation and stressor is easier to understand 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.