How DiSC Assessment Works

What does it take to administer DiSC?

The power of a tool is determined by its simplicity of use and relevance of application. While a lot has gone into research and development of the DiSC assessment tool, the output is simple to understand and easy to apply. More so, administering a DiSC profile is easy. You need not be a certified Everything DiSC Trainer to administer a DiSC assessment to a colleague or a client.

If you are a freelancer or a human resource professional, you may want to invest in buying access to an EPIC sub-account. You could buy access from Once you have access to the EPIC sub account, which works intuitively, you could administer the assessment by feeding in the email id of the respondent. Online tutorials are available on EPIC administration. On your confirmation, the EPIC system would send a link to the respondent. The respondent reads the questions and chooses the most appropriate answer. Once completed, the system generates a circa 25-page report that not only describes your DiSC profile in detail but also provides a narrative about the DiSC characteristics.

How long does it take to complete a DiSC assessment?

When you receive a link to the DiSC assessment, you get access to a contemporary, well researched and highly reliable questionnaire. As you click on the link you will notice that there are a set of questions with answers with a rating scale - I strongly agree, agree, am neutral, I disagree, I strongly disagree. This is true for Everything DiSC Sales, Everything DiSC Workplace and Everything DiSC Management profile.

If you're using DiSC Classic you will need to answer a forced choice questionnaire - where the neutral choice is missing and options range form " I am most like” to “I am least like". It takes about 20-25 minutes to take the assessment. While there is no time limit to take the assessment, it is suggested that you complete the assessment in one seating. Over analysis of the questions is not helpful. The questions are intuitive in nature and are easy to answer.

How do I score more in a DiSC assessment?

There are no high or low scores. DiSC is not a test. It's an assessment. Which means that you answer the questions to help us determine a pattern and not compare to any ideal style. This is a self-assessment as you are regarded as the expert on yourself. There are no right or wrong answers. Scoring is done electronically by the system using a predetermined algorithm or by hand, depending on the profile you choose - all Everything DiSC profiles are online profiles while DiSC Classic gives you an option of a paper-pencil questionnaire.

On completion of the questionnaire, a report is created in pdf format. You'll be able to read about your behavioral tendencies, needs and motives, preferred environment and strategies for adapting effective behavior. You'll learn more about your strengths and limitations. The reports are detailed and easy to read as they are narrative in nature and have a conversational style.

Each profile report also includes information about the preferences of other DiSC styles. Everything DiSC reports come with many follow up or supporting reports - Facilitator reports, Comparison Report, Group Culture Report - these reports help you design and deliver both individual level coaching sessions and group level workshops.

What does DiSC measure and what it does not?

DiSC measures your tendencies and preferences — your patterns of behavior. With a DiSC report in hand you could predict a person’s response to various situations with accuracy. Psychology is not an algorithm based science and therefore it’s not 100% accurate - it’s not like a mathematical formula. It’s predictive of tendencies and preferences only. It is important to know what DiSC cannot do. It does not measure intelligence (e.g. IQ), skills, knowledge, education, aptitude or reasoning capability, mental health or beliefs and values. It cannot measure passion, interest or cultural biases.

Relevance of assessments in the corporate world

A well administered psychometric assessment, that is constructed with high reliability and validity and when interpreted correctly can assist in the selection, engagement and retention of top talent for organizations. Talent is typically the number one driver of business success and assessments can play a significant part in identifying, benchmarking, developing, engaging and retaining the same.

With a plethora of tests and assessments to choose from, it can often become an arduous, costly and a time-consuming exercise in determining the best assessment tools for your organization. The important thing is that you must know the functional characteristics and constraints of each instrument to be able to make the right choice. In corporate setting, tests that measure ability, personality and occupational interest are what you should be looking for, to enable job role matching. For development, personality tests are more relevant. For functional skills, custom built tests are best suited.

Mental ability tests are designed to assess one’s innate abilities such as verbal ability and reasoning; numerical ability and reasoning and are usually performed against the clock. They consist of several questions with multiple choice answers where only one is right. This is appropriate for a selection or a rejection process in a recruitment and internal mobility process. They help the organizations to make judgments about ability to cope with the mental demands of the job.

On the other hand, personality inventories are used to determine one’s ability to cope with the environment and their attitudes to a variety of workplace situations. It is used to identify how well an individual can get along with others or their normal reaction to diverse situations – or simply their feelings about their work environment, work culture and the people in it. DiSC profiles fall in this category. The questionnaires are therefore not timed and don’t have right or wrong answers. And this makes it unwise to try to fake the answers. DiSC by Wiley has a robust internal checking mechanism, where the same question is asked multiple times in the test to circumvent any tendencies to manipulate the results.