Organizations worldwide have embraced the DiSC model to pave the way for more effective business relationships, better team work, and increased performance. DiSC has helped people value work style differences while understanding their own preferences, strengths, and growth areas. DiSC is a personality assessment, not a test. They are frequently used as stand-alone tools or integrated as part of an existing training or development program or paired with one of the Facilitator’s Kits. DiSC is a research-validated model that provides a common language to help teams understand one another and work better together. It helps reduce interpersonal conflict and improve employee and workplace communication.
The foundation of DiSC was first described by William Moulton Marston in his 1928 book, Emotions of Normal People. Marston identified what he called four primary emotions and associated behavioral tendencies, which today we know as:
- D=Dominance: direct, strong-willed, and forceful
- I=Influence: sociable, talkative, and lively
- S=Steadiness: gentle, accommodating, and soft-hearted
- C=Conscientiousness: private, analytical, and logical
Learn more about each of the DiSC Styles at the ATD Leadership & Development Blog, written by Wiley’s Robin Kellogg, Instructional Designer and Trainer.
- ATD Leadership & Development Blog – D Style: Bringing Out the Best in D Style Contributors
- ATD Leadership & Development Blog – i Style: i Style Contributors Bring Balance and Energy to the Workplace
- ATD Leadership & Development Blog – S Style: S Style Contributors to Build Healthy Workplaces
- ATD Leadership & Development Blog – C Style: C Style Contributors Offer Precision and Practical Solutions to Their Teams
Everyone is a blend of all four DiSC styles—usually one, two, or even three styles stand out. There is no perfect DiSC style. Each person has a unique behavioral profile, with different styles and priorities. These differences are extremely valuable. Once you assess these differences and harness the value, you’ll have better workplace communication and healthier organizations.
Since Marston’s time, many instruments have been developed to measure these four behavioral attributes. The DiSC Classic assessment uses a line graph, while the Everything DiSC assessment uses a circle graph as an intuitive way to represent the model.
The traditional way to represent the DiSC model is a line-graph format. This format is used with the DiSC Classic and DiSC PPSS assessment profiles, and provides separate scores on the four scales: D, i, S, and C. The interpretation of this graph within the profile is based on a Classical Pattern, which describes a person’s overall DiSC pattern as influenced by all four styles.
The line graph representation of DiSC is one way to discuss DiSC as it presents a participant with his or her DiSC style (figure 1).
The latest representation of the DiSC model, and as described by William Marston, is a circle. The circular graph (figure 2) is used in all Everything DiSC assessments. If one were to take the line graph in Figure 1 and represent it in a circular format, Figure 2 would be the result. In both cases, the line and circle graphs show a participant who tends toward the i or Influence style but also has a strong tendency toward the D or Dominance style. In each case, we have a person who is very high in the i and D styles and very low in the S (Steadiness) and C (Conscientiousness) styles.
To learn more about the conversion from DiSC Classic to Everything DiSC, read the latest research report, “FROM DISC CLASSIC TO EVERYTHING DISC: How My Graph Became a Dot”
View Research Report (PDF)
Each Everything DiSC assessment is based on an application-specific model, so the feedback is presented to you as a manager, individual contributor, or sales person.
Everything DiSC Applications:
Everything DiSC Workplace
The Everything DiSC Workplace® model, shown to the left, helps people better understand how they approach their work. In this model, the eight words around the map indicate the work priorities of people with different DiSC® styles. For example, the top priorities of people with a “C” style are Accuracy, Stability, and Challenge.
Everything DiSC Management
The Everything DiSC Management model helps managers understand how they approach their work. The eight words around the map indicate the priorities of managers with different DiSC styles. For example, the priorities of an “S” manager are Support, Reliability, and Collaboration.
Everything DiSC Sales
The Everything DiSC Sales model helps salespeople better understand themselves and their customers. The eight words around the map indicate the priorities of both customers and salespeople of different DiSC styles during sales interactions. For example, the priorities of salespeople and customers with a high “I” are Enthusiasm, Action, and Relationships.
Everything DiSC 363 for Leaders
The Everything DiSC 363 for Leaders circumplex model describes a rich spectrum of eight approaches and 24 practices to effective leadership. This 360-feedback tool gives leaders constructive feedback on their leadership approaches and gives them an accurate picture of their performance in the interpersonal realm of leadership.
Everything DiSC Productive Conflict
The Everything DiSC Productive Conflict model helps individuals understand how they might typically behave in conflict situations based on DiSC styles. The eight words around the DiSC conflict map highlight behavioral characteristics associated with each style. Each DiSC style holds both destructive and productive tendencies that are typical for each style.
Everything DiSC Work of Leaders
The Everything DiSC Work of Leaders helps managers reflect on their approach to the most fundamental work of leaders: creating a Vision, building Alignment, and championing Execution of the vision. The eight words around the map illustrate leadership priorities and how DiSC style influences ones approach to Vision, Alignment, and Execution.