Frequently Asked Questions
What is DiSC?
DiSC is a model of human behaviour that helps people understand “why they do what they do”. The DiSC dimensions of behaviour make up the DiSC model and interact with other factors to describe the typical behavioural styles of individuals.
DiSC is an acronym for the four primary dimensions of behaviour:
• Dominance – direct, results-oriented, strong-willed and forceful.
• Influence – outgoing, enthusiastic, optimistic and lively.
• Steadiness – even-tempered, accommodating, patient and humble.
• Conscientiousness – analytical, reserved, precise and systematic
How many DiSC profiles are there?
There are over 19 different profiles, reports and facilitator supplements currently available. They are tailored for all areas and levels of business. Exciting new profiles and products are also under development.
Are all Everything DiSC profiles the same?
No, each DiSC profile has its own questionnaire and generates distinctively different reports.
Do I need to be certified to administer the DiSC profiles?
Yes, you do have to be certified to administer DiSC profiles. We are able to provide this service, or alternatively we run certification programmes.
How do I purchase DiSC profiles?
Please contact us and we will arrange this for you.
How valid and reliable are DiSC Instruments?
Wiley, the publisher of all of our DiSCassessments, 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.
Can DiSC be used for recruitment and selection?
Yes, many DiSC model products are sold primarily, if not exclusively, to be used for selection.
DiSC can be used as one part of a recruitment and selection process. It is important to remember that 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. We recommend using DiSC to inform an interview enabling the interviewer to probe areas of the DiSC profile further. As with any interview, the interviewer is looking for evidence and examples, DiSC can be valuable assisting the interviewer to delve deeper and gain the evidence they are looking for.
NB. 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.
Can my DiSC profile change over time?
Generally speaking, your DiSC profile should stay fairly consistent over time. That isn’t to say that your “dot” will not move within a relatively small range even from one day to the next – you are constantly adapting to the environment and people around you. However, a major shift of your “dot” placement indicates a big change in your personality, which is unlikely – you are who you are. When there is a significant shift in a profile, we like to look at a number of possibilities before concluding that you have made a huge shift in your personality. Some of these possibilities are:
You may think your job expects certain behaviours, and you try to answer the questions accordingly, vs. who you really are.
You may answer the questions based on your desire to be a certain type, or according to your development plans, as opposed to who you really are.
You may be experiencing a severe life crisis and may therefore be confused and disoriented.
If it has been two years or more since you last took the DiSC assessment, you may like to take it again to ensure the most accurate and up-to-date information.
What is EPIC?
EPIC is the electronic platform that allows you to send out access to profiles via the internet. It stands for Electronic Profile Information Centre.
How does DiSC compare to MBTI (Myers Briggs Type Indicator)?
People who know MBTI and DiSC agree that they both are valuable learning tools. To select the best tool for the job, you need a clear understanding of the organisation’s goals. People often prefer DiSC when: a) their goal is to get people to work more effectively together; b) training time is limited; and c) they want follow-up to ensure the training gets used.
What are EPIC credits?
EPIC credits describe the “currency” used in the EPIC system. Credits are needed to issue access codes for individual reports and to generate group/facilitator reports.
To purchase your epic credits click here.
Why should I use Everything DiSC , given that there is lots of choice in the marketplace?
With a global network of nearly 1800 independent distributors, Wiley solution-focused products are used in thousands of organisations, across the world. Every year, more than a million people worldwide participate in DiSC programmes. Everything DiSC have been translated into 30 different languages and are used in 70 countries.
How did my graph become a dot?
Although the circular representation of DiSC is designed to be simple and intuitive, it also conveys a great deal of information about a person’s DiSC style at a glance. Both the graph and the circumplex have distinct advantages, however, the circumplex is gaining widespread popularity for many reasons. To learn more, take a look at the research report.
How will DiSC benefit my organisation?
By improving relationships and by understanding different personalities and the associated priorities, people are able to better adapt their communication, and increased productivity will naturally follow. DiSC is easy to understand and get working with, so your organisation can create a common language and culture that is fulfilling and rewarding, with happy, engaged people. Find out more by reading our case studies.
Who uses DiSC?
More than 44 million people have used DiSC profiles, since 1970. This includes individuals who are trying to understand themselves and others to improve relationships, or organisations who are focused on leadership development, sales effectiveness, teambuilding, project management, strategic planning, and overall workplace improvement, for more details read our case studies and testimonials.
When answering the questions should people think about themselves in the workplace or at home?
Research tells us that the response focus is most likely not a significant one so whether someone thinks about their workplace or home-life makes little difference to their DiSC profile. Our environment (e.g. work, home) does play an important role in how we apply the insights gained from a profile, not in how the profiles are constructed from respondents’ answers.
However, if you’re administering the assessment in a work setting it is a good idea to ask the respondent to answer questions as if they were at work.
What is a DiSC group report?
The DiSC group 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.
When should I choose Everything DiSC Management vs Work of Leaders Profile?
If the initial goal is to establish a new language about behaviour, or to focus on relationships, it would be often recommended to use the Workplace Profile .The focus of the Workplace Profile and facilitation kit is on building relationships. This would be the same if working with employees at every level, including senior leaders.
The priorities in the Workplace Profile are relevant to the 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.
The 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.