Here are some answers to questions you may have about DiSC.
- What Is DiSC?
- How does this model differ from other behavior models?
- Are people expected to change behavior?
- How did the DiSC Assessment originate?
- How reliable is the assessment over time?
- Are there legal issues concerning the use of DiSC for applicant screening or hiring purposes?
- What DiSC products do you recommend?
What is DiSC?
DiSC is an assessment that provides an in-depth perspective of behavioral style tendencies. This model helps people understand how they approach situations.
DiSC helps us to better understand behavioral tendencies in ourselves and other people. Once people understand these behavioral styles they can work more effectively with others individually and in teams.
How does this model differ from other behavior models?
The DiSC model stresses that there is no “right” behavior. People may use all four dimensions in varying degrees. The assessment provides feedback that describes how people see themselves in a selected focus, such as work or home.
Are people expected to change behavior?
The DiSC is not intended to encourage people to change their behavior. Instead, it focuses on helping people identify their strengths and possible limitations. When people become aware of how they behave, they can choose to adapt their style. Most people willingly accept the description of their behavior and are eager to adapt their style to make themselves more effective.
How did the DiSC Assessment originate?
The DiSC concept was originally created by Dr. William Marston, Harvard University and researched and updated by Dr. John Geier at the University of Minnesota. The DiSC model has helped over 40 million people in 20+ languages over the last 30 years. Inscape Publishing Company, formerly Carlson Learning and Performax, now distributes DiSC and several other assessment instruments.
How reliable is the assessment over time?
The results will be a valid description of how you see yourself in the focus (work or home) you have chosen. If you see yourself differently in one environment, your responses results are likely to be different.
If someone retakes DiSC within a few months using the same response focus, the results will probably be similar. If someone changes jobs, or uses a different response focus, results may change.
Are there legal issues concerning the use of DiSC for applicant screening or hiring purposes?
Inscape does not authorize the sale of its products for use as tools to predict success in employment or in particular job classifications. Employment practices are subject to laws that vary in different locations and which change from time to time. Inscape encourages its customer to seek legal advice if questions exist about employment practices and procedures.
What DiSC products do you recommend?
Classic 2.0
Written in an informal and conversational style, the DiSC® Classic 2.0 report offers personalized feedback that helps people understand the strengths and challenges of their behavioral style. In addition, the report teaches individuals about the powerful DiSC model, and it allows them to see how other types of people may have different but equally valid preferences.
Classic DiSC 2.0 Facilitator Report
The DiSC® Facilitator Report lets you build customized group reports using data from DiSC Classic 1.0, DiSC Classic 2.0, and DiSC PPSS on EPIC. The report includes an illustration of the group's distribution of DiSC styles, the group's Classical Pattern distribution, and detailed information on how each individual's DiSC style may affect the DiSC culture within the group or organization.
New Generation: Everything DiSC Application Library
Our newest solutions teach professionals to connect better with the people they work with in specific applications. Everything DiSC® Application Library training programs are specialized, in-depth and easily customizable.
- Everything DiSC Workplace
- Everything DiSC Management
- Everything DiSC Sales
- Comparison Report between any of the application.
- Group Facilitator Report
