DiSC Profiling FAQ's

The DiSC model has been used for decades, to help people understand themselves and others, Assists with bringing a common language to a team or an organisation.

Reducing the potential of conflict, improving communications and enhancing teams to better achieve and perform.

Often referred to as behavioural profiling. When used correctly this instrument leads to the understanding of others and is certainly the furthest point away from equipping people to make judgments

This learning solely serves to enhance relationships in the workplace and to help individuals and personal relationships to reflect.

See what DiSC can tell you about yourself

Everything DiSC® assessments go by the following descriptors: 

• Dominance (D) 🟢
• influence (i) 🔴
• Steadiness (S) 🔵
• Conscientiousness (C) 🟡

Note the lower case i along with the trademark in DiSC® this is pertinent to the original Wiley product – Everything DiSC®, and is the instrument we supply.

More: The difference between DISC and Everything DiSC®

An Everything DiSC® assessment will allow for differentiation among styles than just these four labels.

Examples could be:

• a D, i style
• an S,i style
• a C, D style
• a D,i style
• an S,C stye
• Etc

Why not undertake an Everything DiSC profile and get to know you.

By conducting a DiSC assessment a 20 plus page report will be generated, personalised to you.

You will learn more about your
behavioural traits along with your tendency’s and preference in line with the workplace.

By becoming more aware this naturally leads to being inquisitive about others and their DiSC styles learning how they may react to your approach
and theirs to yours.

What a DiSC profile can tell you about yourself.

Importantly:

A team with a mix of styles is no better or worse than a team of all one style. The key to a well-rounded team is awareness:

the group needs to be
able to recognise its challenges and work to overcome them rather than focus only on its strengths.

In the case of an individual taking an assessment then the personalised report will learn about your traits which in turn helps raise self awareness and ultimately self acceptance which in turn raises self confidence

As a team you can opt to engage on
one or more facilitated sessions with a certified Everything DiSC practitioner, or via your own in house trainers.

Or:

A 1:1 coaching session to present a more in-depth examining of your report.
Either way, deeper translation of your personalised reports helps you get the absolute best from the experience.

If you decide to deploy us at My Training Shop, the process will be as follows:

After the assessment stage a certified Everything DiSC facilitator will facilitate your workshop which will be an enlightening experience to all in attendance. Activities will be meaningful and experiential learning will commence providing the beginnings of a change of culture in your workplace. 

Book a time to meet remotely.

You can then keep DiSC alive in your workplace in several ways:

An example of which is: 1:1 appraisals and performance reviews.

HR / Managers learn how understanding behaviours can transform practice.

Need to outsource your training?
We can customise your workshop towards your organisation's aims and objectives. , If the experience required is outside of DiSC or not within our expertise we are well positioned to recommend a company that is. 

Done for you training

Wiley, the publisher of Everything DiSC®,  are committed to maintaining the highest standards of instrument development and application through careful research and development processes.

Validated for use in the UK
Everything DiSC® underwent rigorous testing with over 100,000 participants worldwide. This research ensures the assessment measures what it claims to measure. Traditional DISC tools don't always have this level of scientific backing.

You can be sure each Everything DiSC assessment has gone through rigorous evaluation for validity, reliability, and ease-of-use.

All Everything DiSC® instruments
offer valid scores and accurate feedback to the respondent. Each instrument is designed to provide reasonably accurate interpretations or feedback based on individual scores.

Read about the differences between DISC and Everything DiSC

 Everything DiSC Manual: Extracts:

People agree with the narrative
descriptions of their styles.

“Overall, participants report that the DiSC fit is good or excellent approximately 90% of the time.

As documented under the Forer effect (1949), however, it is not unusual for participants to show a high level of agreement with psychological test results, especially when those results include broad interpretations that could accurately describe most individuals in the population.”

Observers also show agreement.

“… a study was conducted to examine the relationship between DiSC assessment results and observer ratings of leadership behaviour. … The results of the analysis were largely as expected
under the theoretical DiSC model. For 71% of the [leadership] practices, the expected style had the highest mean.

For 88% of the practices, the expected
style was among the top two highest means.”

Activate your own self reflection assessment and receive your personalised report here.

Everything DiSC® Workplace® (English) from Wiley publishers has been DNV-GL certified as an occupational test tool in the UK.

Meaning that the Everything DiSC® Workplace assessment has passed the test Review Model developed by the European Federation of Psychologists’ Association (known as EFPA). 

The DNV GL is an approval of manufacturers (AoM) who confirms that a product such as this has been found in compliance with international standards, regulations or their recognised DNV GL rules. This provides a company with proof of high quality and safety
standards.

Read about the difference between Everything DiSC® and DISC

The DISC Model of Behaviour was first proposed by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard.

His 1928 book, Emotions of Normal People, explains his theory on how normal human emotions lead to behavioural differences among groups of people and how an individual’s behaviour might change over time.

Moulton's work focused on directly observable and measurable psychological phenomena.

There’s a long history from DiSC model to Everything DiSC profiles.

Walter V. Clarke, an industrial psychologist, was the first person to build an assessment instrument (personality profile test) using Marston’s theories. He developed an assessment instrument for John Cleaver called ‘Self Description’.

‘Self Description’ was used by John Geier, Ph.D., to create the
original Personal Profile System® (PPS) in the 1970s.

Inscape Publishing improved this instrument’s reliability by adding new items and removing non-functioning items. The new assessment was named the Personal Profile System 2800 Series (PPS 2800) and was first published in 1994.
This self-scored and self-interpreted assessment is now known as DiSC® Classic.

The Everything DiSC® product family was launched by Inscape Publishing in 2007, was created to make the DiSC assessment even more valuable to its users. It introduced more highly personalised reports, customizable facilitation tools and electronic access to unlimited follow-up reports.

Please note the trademark lower case( i )in DiSC as this represents the authentic Wiley Everything DiSC product., which is the model we supply.

Know more about the difference between DISC and Wiley's Everything DiSC.

Absolutely, whether you are an in-house or an independent trainer, coach or consultant and wish to integrate DiSC in to your programmes, We can readily supply you with DiSC reports along with some support if required.

We are proud to be a UK Authorised Partner of Wiley's Everything DiSC. This means we can provide you with all the information you need about the various options available.

See the buyers guide. (includes a free download)

It is important to point out that certification is not a mandatory requirement to administer Everything DiSC profiles, we are at My Training Shop are her to support you.

See this dedicated page where you can purchase on demand.

If you wish to self administrate and manage DiSC reports or within your organisation then you might want to consider access to your own platform for a one of payment. EPIC Platform.

Or .Contact us to tell us your requirements.

Alternatively if you wish to become DiSC certified Wiley (the publisher) runs official courses on a regular basis. Easily book for Everything DiSC on Catalyst workplace certification, delivered remotely over a two week period. See more here

For certification program you will require a DiSC on Catalyst Facilitation Kit. Currently there is a saving when purchasing both certification and the kit together, you will see that in the drop down via the link above.

Facilitation kits are available for all DiSC profiles assessments. Where you can utilise their scripted modules, videos, and other resources to create your own modified training program.

Other facilitation resources:

Behavioural Profiling – article

Everything DiSC – article

DiSC activities for experienced trainers

Most definitely and thanks to Wiley's development of the DiSC on Catalyst Programme designed in response to world changes and where individuals are often working remotely.

There is strong evidence that leaders
need to manage and motivate teams in a completely different way now. 

DiSC on Catalyst can assist leaders with optimising and elevating their teams even working from home . 

As leaders take on the necessary yet challenging task of improving their teams’ remote work situation. Everything DiSC Workplace on Catalyst can serve as a solid foundation to help build a strong culture and connection with one another by uncovering insights that help
deepen self -awareness, inspire appreciation of others, and offer ‘no nonsense’ tips to start conversations to  build better relationships—all based on  DiSC styles.

More recently Wiley have introduced Worksmart for Managers as an addition to DiSC on Catalyst, an excellent resource for 1:1 appraisals, performance reviews etc

Trainers, Coaches Consultants visit our designated page to purchase directly.

See also: How to boost employee engagement

Read more about Remote Learning in this article

Need to outsource facilitation?

Done for you training

Absolutely, DiSC-informed performance reviews or any 1:1's can assist with celebrating what works while naturally addressing areas for growth.

A taste of what can happen:

Better Understanding:
Personalised Feedback:
Reduced Conflict:
Focused Development

See Using DiSC within Performance reviews

We are proud to be a UK Authorised Partner of Wiley's Everything DiSC. This means we can supply you with all the DiSC reports you need.

We are here to support you every step of the way. If you're interested in learning more about this insightful profiling tool, feel free to ask us for more information.

Trainers, Coaches, Consultants. HR purchase directly from this page.

We'd be happy to chat at a time that works for you.

Need to outsource DiSC training sessions?

Done for you training

yes, indeed, many individuals undertake an assessment independently without a training session.

We would often recommend having at least one follow up session to help examine, translate, and dig deeper in your report. Especially helpful if there is a team or an organisational development need.

On the plus side, an individual assessment can assist with self-realisation/ learning and can help with how to best deal with others by being confident with your own style. 

READ more in this article: CV's that shine

Similarly your personalised DiSC report can be really helpful when compiling your CV to make it more impactful and authentic. 

Knowing yourself, your attributes and how they could be applied well at interview is always helpful too. Additionally, to help you plan careers move in relation to your preferred behaviours and comfort zone.

Here, you can generate an assessment for yourself.

MORE:

See this this article: on Improving your Communication Skills

How DiSC helps with embracing your true identity

Very well. DiSC provides insights into behavioural competencies, helping organisations work towards more balanced teams and developing tailored training sessions that factor in both technical skills and working styles.

Read the Rise and Fall of The Skills Based Business

We would always advise organisations to track various metrics this could include:

• Team performance
• Employee engagement
• Skill development progress
• Business outcomes,
• Monitor data and adjust strategies as needed.

See also Using DiSC within Performance reviews

We are proud to be a UK Authorised Partner of Wiley's Everything DiSC. This means we can supply you with all the DiSC reports you need. .

Trainers, Coaches, Consultants. HR purchase directly from this page.

We'd be happy to chat at a time that works for you.

Require us to deliver your DiSC workshops?

Done for you training

It takes around 15-25 minutes to take an Everything DiSC Workplace® assessment.

You will be presented with around 80 questions. This could be more as the software utilises adaptive testing hence not everyone receives the same questions or
number of questions.

It is best to answer what comes natural and be truthful to yourself. Not to rush but then again don't overthink, or relate to the job role you are in, simply go along with your instinct.

Start your Everything DiSC Workplace assessment here

Or

Start your team on the DISC on Catalyst platform.

Or

Trainers, Coaches, Consultants, HR, see our designated page for purchasing.

Indefinitely, our DiSC reports are designed with lifelong learning in mind as our mantra is ‘return and learn’ our assessments and reports stay with you to assist with experiential learning in the workplace.

Ultimately DiSC on Catalyst permits easy access to anyone from anywhere across your organisation, providing on the spot comparisons, along with tips and conversation starters.

Need to outsource DiSC training?

Done for you training

In general, the average person’s
behavioural profile tends to stay fairly consistent over time.

While small differences in results from one time to the next can occur, major swings in style are unlikely.

When you repeat a DiSC assessment it is improbable that you will answer in exactly the same way and hence your dot placement is likely to move marginally.

The median change Wiley (the publisher) sees after a repeat assessment is 12 degrees which is nominal

However, if it has been two years or more since you last took the assessment or a major life or work event has occurred, it is recommended that you retake again to for you to gain the most
accurate, up-to-date picture.

You can take an Everything DiSC Workplace Assessment here

Additionally It is good practice to
administer DiSC assessments every two or so years to keep on top of new recruits, how they fit in to the company culture or indeed as a part of the on boarding process allowing your organisation to preserve its effective DiSC culture.

Extracted from The Everything DiSC Manual:

“Stability refers to the assessment’s
ability to yield the same measurements over a period of time. … A sample of 599
respondents took the DiSC assessment twice with a two-week interval between testings. … [D]ata suggests that the DiSC scales are stable over repeated administration. Consequently, test takers and test administrators should, on average, expect no more than small changes when the instrument is taken at different times. As the period between administrations increases, however; the divergent results of these administrations will become more and more noticeable.”

Read more Understand How Behaviours Transform HR and Management

It is sometimes observed one dimension over another can appear to be so when working with different categories of groups.

Examples could be:

Seemingly the construction industry appears to have more D Styles.

Similarly accountants and tech employees seem to have many C-styles.

That being said within more multi skilled teams the distribution of successful people in each dimension is still fairly evenly circulated. As often styles can also be located in the other quadrants.

It is suggested that Job profiles and DiSC research shows no strong correlation between styles and success in any job type.

DiSC is not recommended for
recruitment  screening as it does not measure a specific skill, aptitude or factor specific to a position,

DiSC is not a predictive assessment so assumptions should not be made regarding an applicant’s probability of success based solely on their style.

However to use DiSC for on-boarding into an organisation which already utilises Everything DiSC or us aiming to create a DiSC culture would be a win - win situation.

If you wish to use pre-employment profiling then see how to use DiSC in recruitment

Or purchase Everything DiSC assessments here

Quite simply it’s about what do you want to learn/achieve?

What problem are you trying to solve? Knowing the answer will help you choose the profile that best meets your needs.

To this point, Everything DiSC for the workplace is Wiley’s flagship assessment and focuses on gaining positive insights and improving communication across your workplace 

DiSC on Catalyst provides your organisation with an initiative online (inhouse) platform . Hosting Workplace (as above) with the option to add on Agile or Management reports or/and - Worksmart for Managers

Leadership reports presents your strengths and challenges. Following a 3-step process to help you examine how you approach:

• Creating a Vision
• Building Alignment
• Championing Execution of the vision

Management Reports are particularly helpful for working with their teams.

The data from this report, reveals your management strengths, preferences, and strategies for engaging with different personality types.
You gain actionable tips for:

• Directing
• Delegating
• Motivating,
• Developing your team
  

DiSC for sales leans towards the art of people reading to improve interactions..

Sales reports are is perfect for anyone in a position where they depend on people for their own performance. Valuable insights are gained on themselves and
importantly how to people read their prospects and customers in order to communicate in a meaningful way in turn increasing buy-in.

Conflict resolution -Productive Conflict Personalised Report, indicates strategies to harness healthy disagreements instead of letting them become destructive

All this being said:

If you are a leader or manager and looking to improved across team communication and building a more positive organisational culture we recommend by starting everyone with the Everything DiSC workplace profile or the brilliant Everything DiSC on Catalyst.

Trainers, Coaches Consultants. see our designated page for direct purchase.

Contact if you are unsure

Or

Complete the needs assessment then we can talk following this.

The needs assessment is helpful when there is a requirement for a ‘top down’ approach.

If you want to learn more about
yourself, we recommend Everything DiSC for Self Awareness

Learn more about why peronality profiling can be key.

Need us to facilitate?

Done for you training

Regarding geography and culture, Dr Mark Scullard, a psychometrician and DiSC researcher, had this to say in a LinkedIn forum:

“We don’t see much difference in DiSC results based on region of the U.S. In fact, I had just done a comparison using some representative states (CA, DC, FL, IA, NY, OH, TX, CO, GA) and found very few differences.

There was a very slight tendency for results like more S styles in Ohio or more D styles in Georgia, but these differences are so small that they have virtually no practical implications.

With regard to ethnic difference, we can also say that we don’t see any differences based on the traditionally defined five U.S. categories. In fact, when we look at a large sample of Australians (living in Australia) who have taken the U.S. profile, they look the same as the U.S. population. I would only expect to see a difference in
your sample with a large Latin-American population if participants are not very fluent in English. In such a case, the distribution of scores shouldn’t change, but the precision will drop a little"

Outlined in an Everything DiSC blog (formerly published by Inscape Publishing) noted the following in their “How many D’s are there in the population?” post:

A person is only D relative to the
people around her. A person is only C relative to the people around her.

For example, imagine that we a have a plane full of S-style folks and the plane crashes on a remote island. We, of course, would have an island full of very, very polite people. But imagine that isolated community of people 10 years later, once they got to know each other really well. Some of those people would now probably be considered D’s – because they are more dominant relative to everyone else. If DiSC is going to be useful, it must help us understand our individual differences, not what everyone has in common.

The Everything DiSC profiles show a dot for your style and shading to show your comfort zone. 

If a person scores high for priorities outside the three surrounding his or her style, shaded lines will be shown.

A person could have 5 priorities rather than the more typical 3. Approximately one-third of respondents will receive an extra priority or two in their report.

See more on DiSC Priorities and Shading.