There are a lot of perceptions on and around DiSC®
Find some clarifications in this summary of the most frequent questions DiSC.
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Are all DiSC profiles the same?
Simply put, no. What is true is that they are all based on the same four dimensions or behavioural traits, namely Dominance, Influence, Steadiness and Compliance or Conscientiousness. However, most publishers of DiSC Model products have different questionnaires, even though some are very similar. They all originate from the same 24 item, four words per item, forced choice questionnaire that was developed by Geier and Hendrickson in the 1960’s and revised in 1971.
Most versions have since had word changes, and some have been adapted into phrases. The challenge is to find a validated, reliable profile. To date, only one supplier has published results of extensive validation and reliability studies since 1971. That is Wiley / Inscape Publishing Company, and we distribute their version of DiSC.
Is DiSC just a personality profile?
“Personality Type” is a term used to describe the results of a personality test such as the Myers Briggs Type Indicator (MBTI). The DiSC Model does not measure personality type , but it does measure aspects of personality. To be more explicit, the words individuals respond to are attributes or qualities of the person. What the DiSC profiles measure therefore is more stable than surface behavioural responses to external stimuli. They measure aspects of personality, but not personality type.
Should DiSC be used as a selection tool?
They are not actually designed to be used in selection. They were designed as self-assessment tools to give people an understanding of their behaviour so they could learn to increase their effectiveness. And yet many DiSC Model products are sold primarily, if not exclusively, to be used for selection. There are two significant dangers in using a DiSC profile as a selection tool.
The first is related to the fact that DiSC profiling does not measure a person’s behavioural adaptability. Research has shown that the most effective people are those who can adapt to the environment and use the most appropriate behaviour in each situation. This ties in with research on emotional intelligence (EQ) that people with higher levels of EQ are more productive and effective in different situations, regardless of their personality or behavioural style.
How do I order the online versions of DiSC Classic?
Purchase EPIC credits to be added to a new or existing EPIC account.
If you want complete control of profiles and reports, then you will want an EPIC Account.
The EPIC account can be accessed (small one-time first access fee) once you are certified, which is mandatory for any consultant wishing to send access codes and administer DiSC profiles to thier customers.
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.
Do I need to be certified to administer the DiSC profiles?
In all countries outside of the US you have to be certified to administer DiSC profiles. In the US, Inscape (Wiley) does offer certification for those who wish to be certified.
In all the other countries outside of the US, certification is mandatory.
Which assessment should I use for part of the hiring process?
DiSC assessments do not predict success in employment or in particular job classifications, so they are only one snapshot in an array of information used to select a candidate.
However, the most popular assessment used during the hiring process is Everything DiSC Workplace.
Is DiSC available in other languages?
Yes. As an international Partner, we can offer DiSC Classic in 28 languages and Everything DiSC assessments in English, German, French, Danish and other languages. Please contact us if you have a need for Everything DiSC profiles in other languages, since translation is in progress constantly and the number of languages available evolves every day.
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. You can add respondents to your Group Report up to three times. Review sample group and facilitator reports
What is the difference between DiSC Classic paper and DiSC Classic 2.0?
DiSC Classic Paper is an all-in-one 20-page booklet to respond, score and interpret results. The booklet describes the person’s primary DiSC style and helps identify one of the 15 DiSC Classical Patterns. The product was formerly known as DiSC Personal Profile System® 2800 Series. This version of the DiSC Classic assessment is used by people who do not have access to the internet.
DiSC Classic 2.0 is a 23-page, on-line report. It includes all the information of the paper booklet plus it offers personalised feedback written in an informal and conversational style that helps people understand the strengths and challenges of their behavioral styles. A Group Culture Report is available when using DiSC Classic 2.0.
What is the best profile to use for leadership development?
We offer several profiles and a 360 assessment that might be good for your organization. See Everything DiSC leadership profiles and resources for more information.
How valid and reliable are DiSC® instruments?
Inscape Publishing–A Wiley Brand, the publisher of all of our DiSC assessments, is committed to maintaining the highest standards of instrument development and application through a careful research and development process. They ensure all of the instruments offer valid scores and accurate feedback to the respondent. Each instrument is designed to provide reasonably accurate interpretations or feedback based on your scores.
Research, reliability and validity of DiSC®
How reliable is the tool? Does the instrument measure in a way that is consistent and dependable? How valid is the tool? The more that a tool measures what it proposes to measure, the more valid the tool is.
The following research reports provide more information on the most popular DiSC assessments:
How should I choose between the Everything DiSC or DiSC Classic Profile, and which Everything DiSC profile should I use?
If the initial goal is to establish a new language about behaviour, we would suggest using the Everything DiSC Workplace Profile with everyone to start with. The focus of the Workplace Profile and facilitation kit is on building relationships, one relationship at a time. That is just as relevant in the C-Suite as it is at the front line.
The choice between DiSC Classic and Everything DiSC depends on language and focus of the learning objectives.
DiSC Classic is available in more languages than Everything DiSC.
Everything DiSC (Workplace, Work of Leaders, Management or Sales), aims more specific application, influencing what you learn and how.
It’s important to determine focus when considering a learning initiative. We work with Senior Teams on increasing alignment and trust, and always use the Workplace Profile in that situation, because leaders need to focus on the relationships. Using Work of Leaders would not achieve that objective in that specific context. The Priorities in the Workplace Profile are relevant to issues involved in building relationships – what is each styles focus of attention, and how might conflicting priorities, e.g. Enthusiasm and Accuracy or Results and Support, get in the road of people working together effectively.
When the group is ready to move on, and concentrate on developing their management and leadership skills, looking at the priorities in the context of the application becomes more important.
The Everything DiSC Management Profile is focused on the one-on-one skills of directing and delegating, motivating and developing… the priorities reflect that focus. Likewise the leadership profiles (Work of Leaders and 363 for Leaders) are focused on leadership being a one-on-many relationship, hence the priorities are different.