DiSC® is a personal assessment tool used to improve work productivity, teamwork, leadership, sales, and communication.
DiSC measures your personality and behavioral style. It does not measure intelligence, aptitude, mental health or values. DiSC profiles describe human behavior in various situations, for example how you respond to challenges, how you influence others, your preferred pace and how you respond to rules and procedures.
The DiSC model discusses four reference points:
- Dominance–
- direct, strong-willed and forceful
- Influence–
- sociable, talkative and lively
- Steadiness–
- gentle, accommodating and soft-hearted
- Conscientiousness–
- private, analytical and logical
The test instrument and the profile results are designed so that they’re easy to understand and recall your behavioral style and insights. The writing is engaging and the visuals are memorable. Facilitation resources are available to guide and reinforce learning.
DiSC reports feature action steps for your individual style.
People interested in DiSC often want to see DiSC profile sample reports. You’ll find that there are several versions of the DiSC assessment based on what outcomes are desired. So you’ll find reports focused on the workplace, sales, management, leadership, and conflict.
More: What is DiSC?
History
The DiSC Model of Behavior was first proposed by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard. Later, others developed assessments based upon this model. The Everything DiSC® product family, launched by Inscape Publishing in 2007, was created to make the DiSC assessment even more valuable to its users. It introduced more highly personalized reports, customizable facilitation tools and electronic access to unlimited follow-up reports.
More about DiSC profiles
- How DiSC works
- How to read DiSC profile results
- I took the DiSC test. Now what?
- DiSC profile questionnaire
- Which Everything DiSC® assessment should I use?
- Which DiSC is DiSC? Different DISC tests explained
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3 Comments
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Helpful
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We did Individual analysis and did job profiles analysis. Now we have identified gaps. We have come up with areas for individuals for increasing D or decreasing D (likewise for all DiSC). Now to make batches to conduct their training in these behavioral area, do I generally club Increasing D with Lowering S together? Are there any predefined pairs identified, please share these with me.
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Author
Wiley’s research has shown very little correlation between DiSC style and job success. For example, people in sales tend to be show up in the i quadrant, but they are also found in the other three. For more information see pages 82-84 of the Everything DiSC Manual. I think you’re wanting to teach people to stretch outside their normal styles – something we all do every day. DiSC is there to help people value each other’s styles and understand their priorities. Asking someone to lower their S is asking for the impossible. Instead, ask for people to build the skills they need to be successful in their jobs. For example, expression of the S style will always be of value to any job, but there are times when moving fast will be necessary. What does the S style need to make that easier for them? How can the manager motivate each style?
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