In 2012, Everything DiSC was honored to join the prestigious Wiley publishing group (John Wiley & Sons, Inc.). Wiley publishing has been helping people and organizations develop the skills and knowledge they need to succeed for over 212 years.
Today, Wiley develops digital education, learning, assessment and certification solutions. This helps universities, businesses and individuals advance from education to employment and achieve their ambitions. Check out the numerous Wiley brands here.
To date, Everything DiSC is the world’s most recognized, administered and research-validated DiSC assessment. Everything DiSC solutions are promoted by 2,300 independent partners on 5 continents including Discernys for France.
Everything DiSC Model
Everything DiSC® is a training experience in personal and professional development. The tool measures individual preferences and trends based on the DiSC model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the entire DiSC® Applications Suite.
Participants receive personalized analyses that enable them to deepen their self-knowledge and to better understand others. This understanding helps make both professional and private interactions more enjoyable and effective. This results in a more engaged workforce and an increased capacity for collaboration. The outcome is often significant improvement in the corporate culture.
Everything DiSC® solutions offer customization features that make it easy to design bespoke programs. Depending on your specific objectives and needs, you select the assessments, reports, contents, activities, media and guides. Everything DiSC solutions will adapt to your business, your goals and your time requirements.
A set of follow-up resources makes it possible to sustain the learning and optimization achieved with your DiSC events. Everything DiSC® can become a process of daily professional development. Participants can deepen their knowledge of DiSC styles with concrete advice on building relationships or overcoming conflict. It is also possible to learn more about the company or team’s DiSC culture
With Everything DiSC® solutions, you implement comprehensive training with immediate and lasting effect on the motivation and performance of employees as well as the corporate culture.
The DiSC Model of Behavior was first proposed by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard. His 1928 book, Emotions of Normal People, explains his theory on how normal human emotions lead to behavioral differences among groups of people, and how a person’s behavior might change over time. His work focused on directly observable and measurable psychological phenomena. He was interested in using practical explanations to help people understand and manage their experiences and relationships. Marston theorized that the behavioral expression of emotions could be categorized into four primary types, stemming from the person’s perceptions of self in relationship to his or her environment. These four types were labeled by Marston as Dominance (D), Inducement (I), Submission (S), and Compliance (C).
Because Marston himself had little interest in theoretical concepts of personality or temperament, he never created a psychological tool to evaluate his model. The contemporary understanding of the DiSC has retained some of the fundamental principles advanced by Marston, but the current presentation of the model also incorporates many additions and changes fueled by advances in the field of psychology measurement and theory.
Walter V. Clarke, an industrial psychologist, was the first person to build an assessment instrument (personality profile test) using Marston’s theories, even though that was not initially his intent. In 1956 he published the Activity Vector Analysis, a checklist of adjectives on which he asked people to mark descriptors they identified as true of themselves. The tool, used by Clarke as of 1948, was intended for personnel selection by businesses. The four factors in his data (aggressive, sociable, stable, and avoidant) were based on Marston’s model.
About 10 years later, Walter Clarke Associates developed a new version of this instrument for John Cleaver for business use. It was called Self Discription. Like the Vector Analysis of the activity, this evaluation was based on a list of adjectives. Then it is transformed into a forced choice instrument of 24 tetrads. Factor analyzes of Autodescription produced two factors that closely resembled the fundamental axes of the Marston model. This provided considerable empirical support not only for the structure of the model that he had proposed, but also for Clarke’s earlier assertion of the possibility of creating a DiSC®-based instrument.
In the 1970s, John Geier, a faculty member at the University of Minnesota’s School of Human Sciences, used Autodescription to create the first-ever Personal Profile System® (PPS). He founded a company called Performax (which was to become Inscape Publishing, now Wiley’s Learning Solutions Group), the first to publish a DiSC evaluation, and the PPS using the same 24 tetrads and elements as those listed in the Original Autodescription.
Geier’s main contribution was not so much in the development of the instrument, but in improving the understanding of the 15 basic patterns discovered by Clarke. Geier collected schema descriptions in clinical interviews with hundreds of people, extracting behavioral information from these interviews, and refined the description of these 15 schemas that are now known as Classical Profile Patterns. The Personal Profile System® (PPS).
Research was undertaken to improve the DiSC instrument which had had very little development from 1959. New elements were added, inoperative elements were removed and the overall reliability of the instrument was improved. The new PPS has been called Personal Profile System 2800 Series (PPS 2800). It refers to the new number of tetrads (28). It was primarily used for increasing self-awareness in a setting where an individual could use the insights in their interactions with others.
Published for the first time in 1994, this version of the PPS is still used today. However it has been renamed DiSC Classic®, available in 27 languages. In 2003 Inscape took DiSC Classic a step further by launching DiSC® Classic 2.0, an online version of the paper profile that includes a richer narrative feedback.
In the early 2000s, researchers associated with Wiley’s Workplace Learning Solutions Group (Inscape) began experimenting with ways to represent DiSC. A circumplex model rather than a linear graphical model was created. In this one, the DiSC style of a person was represented by a dot in the DiSC representation. The advantage of this representation was its ease of interpretation and implementation.
The researchers found that this circomplex approach to the evaluation and presentation of the DiSC substantially covered the theory of the Interpersonal Circumplex of Academic Psychological Studies. It is from these studies and this theory that the Everything DiSC® report series was born as it exists today. The Everything DiSC® product family introduced more highly personalized reports, customizable facilitation tools and electronic access to unlimited follow-up reports.
Everything DiSC® Sales was the first Everything DiSC® application launched on the market. This profile presents the participant’s DiSC profile with the Circomplex DiSC representation. Unlike the PPS, this profile was intended to help the learner understand the appropriateness of his DiSC style to a particular position within a company. This report contains three main sections:
• Understanding of your DiSC Sales Style;
• Perception of your customers’ buying styles;
• Adapting your Sales Style to your customer’s buying style.
Everything DiSC Management was the second Everything DiSC® application launched on the market. This profile is intended to help managers understand their own DiSC style as well as the people they manage. It also helps managers to build bridges when there are differences in styles. The report contains five main sections:
- Your DiSC management style;
- Management and delegation;
- Developing others;
- Working with your manager
Everything DiSC Workplace was the third Everything DiSC® application launched on the market. This profile has been designed for use by a wide range of participants, regardless of their role within the organization.
The report contains three main sections:
- Discovering your DiSC style;
- Understanding other styles;
- Creating more effective relationships.
Everything DiSC® Comparison Reports were launched in parallel.
These reports allowed two people to compare their DiSC style. As well as according to a series of basic personality traits, such as cautious versus daring or skeptical versus conciliatory.
The Everything DiSC 363 for Leaders profile was launched after three years of research. This 360 ° evaluation uses the DiSC model as a backdrop. During the assessment, observers are asked to rate a leader based on 24 behaviors, such as seeking opportunities or exercising diplomacy.
The Everything DiSC® Work of Leaders profile was launched. Based on extensive research, this report divides the work of leaders into three phases: vision, alignment, and execution. Using self-assessment of 18 different traits, participants learn that some leadership behaviors come naturally, while others require more deliberate effort.
Based on best practices and four years of development effort, Everything DiSC Work of Leaders is the most researched Everything DiSC assessment. With it, you can discover your DiSC leadership style and learn a simple three-step process to help you approach the fundamental work of leaders: Vision, Alignment and Execution.
In a continuing effort to make DiSC a more valid and reliable instrument, all Everything DiSC assessments were updated in 2013 to a computerized adaptive testing format. Adaptive testing enables an assessment to be modified based on the respondent’s previous responses. This method is useful when the results of a standard evaluation are not decisive.
The Everything DiSC® assessment will ask the interviewee additional questions to reduce the ambiguity of the results and add more personalized and relevant feedback for users. Adaptive testing showed a 35 percent improvement of reliability scale for people who respond inconsistently.
Everything DiSC Productive Conflict was released in 2017 with an understanding that conflict is inevitable in the workplace. Rather than focus on a step-by-step process for conflict resolution, this profile helps learners curb destructive behaviors so that conflict can become more productive, ultimately improving workplace results and relationships.