DiSC is the world's leading behavioral tool that has been used by over 45 million till date. Every year more than 1 million people use it to improve personal and interpersonal effectiveness.
The Everything DiSC tool comprises a number of assessments that are role specific. The assessments are administered through an online system called EPIC. Once you take the assessment, the tool provides you with a narrative report outlining your behavioral style, priorities strengths and weaknesses and specific insights that are related to your role of a manager, leader, a team member or an individual contributor
By understanding the DiSC model that is the basis of the questionnaire, you could improve interpersonal relationships at workplace. This may be expressed as your leadership style, your management style or even your selling style. DiSC can help you and your team in multiple ways.
The benefits include:
What does DiSC stand for? What do the letters mean?
- DiSC helps you become self-aware. By enhancing your self-awareness, you could circumvent your weaknesses and play on your strengths. Behavioral effectiveness comes from your ability to flex your style based on the people and situations and DiSC can help you do just that.
- DiSC can contribute significantly to the recruiting process, making it practical. It gives instant insights on the behavioral challenges a candidate may face in the context of the role and the organization culture.
- DiSC helps you create a positive language. Its affordable to implement personality profiling across the board. By having the entire team take the DiSC assessment, you could change the "grapevine" from negative to a positive.
- DiSC helps you define the leadership inventory in the organization in an objective way. It also points out the gaps and helps you either develop or recruit those competencies. Leadership is contextual to the business of the organization and DiSC is broad enough to cater to different needs and situations.
- DiSC helps you define differences and commonalities of behavioral priorities between any two people and the possible challenges when these personalities will interact together. DiSC can objectively identify the positive features of any working relationship, as well as potentially problematic areas. It can further suggest approaches to improve a working relationship.
Popular Everything DiSC Assessments
DiSC describes a person’s behavioral priorities, and applies this knowledge to predict how they are likely to act in the future.There are four behavioral “styles” that DiSC describes:
D – Dominance — Describes how a person responds to problems and challenges. The person places emphasis on results and in getting the job done.
Direct and Decisive, High Ego Strength and Problem Solver, Risk Taker and Self Starter
I – Influence — Describes how a person influences others to his or her point of view. The person places emphasis on persuading others through charm. Places further emphasis on seeking social recognition.
Enthusiastic and Optimistic. Persuasive and Talkative. Impulsive and Emotional
S – Steadiness — Describes how a person responds to the pace of the environment. Person places emphasis on supporting others, sincerity, dependability. Takes an inclusive approach to decision making.
Good listener and Team player. Possessive and Steady. Predictable and Understanding
C – Conscientiousness — Describes how a person responds to rules and procedures set by others. Person places emphasis on doing the job right in relation to quality, accuracy and expertise.
Accurate and analytical, Conscientious and careful, Fact-finder and precise.
Everything DiSC Questionnaire
- Everything DiSC Workplace - For all levels
- Everything DiSC Management - For people managers
- Everything DiSC Sales - For sale people
- Everything DiSC Five Behaviors - For teams
- Everything DiSC Work of Leaders - For leaders (one to many relationships)
- Everything DiSC 363 for Leaders - For Leaders
How and When is DiSC Used?
The Everything DiSC questionnaire is based on Adaptive Testing. Adaptive testing is a method of testing where the tool adapts the questions based on how the person has respondent has answered the previous questions. It is a contemporary method that ensures higher reliability and validity of the tool.t
Cornerstone Principles – The basis of DiSC
- 1. Improving teamwork
DiSC helps you improve teamwork and create a “well-oiled machine.”
- 2. Handling workplace conflict and interpersonal issues.
Promotes effective communication and flexibility in behavior to improve interpersonal relationships.
- 3. Job role-candidate matching and effective interviewing.
Helps you hire the right person. Further supplements behavioral interviewing process.
- 4. Building development plans
Provides insights on where strength and limitation of an individual lie and what needs improvement. Encourages honest dialogue about job expectations, aspirations and in building a personal development plan.
- 5. Priorities and inefficiencies
Helps you identify areas where the individual may end up wasting time or breeding inefficiency
- 6. Improving manager-team relationship
Helps managers improve workplace relationships by creating an appropriate environment for each team member by understanding their behavioral style.
- 7. Improve work output
DiSC assists managers to understand and leverage the strengths of their team members and ensure optimal work efficiency.
- 8. Employee motivation
Improves employee motivation by providing an insight into their motives.
- 9. Sales training
Provides insights into the buying style of customers. This can greatly improve sales conversations. Often used for sales training.
- 10. Executive Coaching
Provides individualized insights and helps build self-awareness in coaching situations. Helps to make client get "unstuck" and realize the importance of developing new behaviors specially in transition coaching.
History of DiSC
- 1. People are a mix of all four styles. While they may prefer to respond from one style more often than others.
- 2. All styles are equal. There are no good or bad styles. All styles have strengths and limitations.
- 3. By being aware of our own style, and understanding the needs of others we can adapt to situations and become more effective.
In the early 1920’s, a psychologist named William Moulton Marston presented a hypothesis to explain people’s emotional responses. In his book named “Emotions of Normal People”, he described the model by focusing on what he termed as the behavior of “normal” individuals (rather than the common focus of others on the mentally ill). Marston discovered that people respond differently to the same stimuli due to own / internal reasons. He was further able to present these reasons or preferences into 4 quadrants and named them D, I, S and C. The DISC model has continued to be researched and today is recognized as the most valid and reliable behavioral profiling tool. More than 45 million people have used to model as a part of their learning journey.