Learn more about DiSC
Would you like to learn more about the DiSC method, sometimes called “color management” in France? Here, we will introduce you to the Everything DiSC model and profiles, the most advanced DiSC with over 40 years of research. DiSC is a psychometric assessment tool that is very commonly used in companies that want to reinforce teamwork, communication and management skills. It is also a favorite for the sales force training and leadership development. Let us explain everything DiSC.
- DiSC and William MARSTON
- The Everything DiSC method
- Scope of Everything DiSC applications
- DiSC : 2 dimensions
- Les 4 DiSC styles
- Case study
DiSC and William MARSTON
The origins of DiSC
William Moulton MARSTON, born in 1893 in Massachusetts, was a psychologist, inventor and writer. In 1921 he graduated from Harvard University with a doctorate in psychology. A year later he became the creator of the systolic blood pressure test, which led to the creation of the lie detector.
He carried out a variety of experiments on the behavior of individuals. It is from these studies that in 1928 his book called “Emotions of Normal People” came out. It analyzes how emotions elucidate behaviors. It identifies four components, dominance (Dominance), incentive (Inducement) that will later be replaced by influence (Influence), submission (Submission) replaced by stability (Steadiness) & compliance (Compliance) now called consciousness.
Marston did not create a psychometric tool, so Marston’s DiSC tool is a misnomer. The person who designed this tool for the first time was the psychologist Walter V. Clarke in the 1940’s, followed by John Cleaver and later John Geier. In 1994 the model PPS 2800 (Personal Profile System) which became the DiSC classic came out.
The different DiSC’s
To be clear from the beginning, the basic DiSC model does not use color. MARSTON deals with the four components. Everything DiSC is the true original which benefits from over 90 years of studies and more research and validation than any other. There is another major DiSC publisher, TTI Sucess Insights, see below, and dozens of less validated, less accurate DiSC knock-offs.
TTI Sucess Insights :
1984, creation of TTI by Bill Bonnstetter who owned Success Insights. DiSC references are used for this tool. There is also a wheel, represented with colors and roles:
Organizer, Driver, Motivator, Promoter, Facilitator, Supporter, Coordinator, Evaluator.
Colors play a culturally-limited role of identification for presentation purposes:
- Red for Dominance
- Yellow for Influence
- Green for Steadiness
- Blue for Conscientiousness
The adapted style and the natural style are represented by two graphs, like the DiSC Classic stemming from the dated forced choice questionnaire invented by John Cleaver. The profile is then represented on the “Success Insights” wheel by a star for the adapted style and a circle for the natural style. The profiles are named by roles.
Everything DiSC :
In the 1970s, John Geier used Autodiscription to create the very first Personal Profile System® (PPS). He founded a company called Performax, the first to publish a DiSC assessment, which was to become Inscape Publishing, Wiley’s current Learning Solutions Group. With this instrument an individual evolves in four dimensions, at different proportions, which gives a score on each scale. Since Marson, DiSC has continually evolved and new advances are applied to the model. The current 3.0 version is called Everything DiSC.
To learn more about the evolution of Everything DiSC.
The DiSC model is based on 4 main styles
The Everything DiSC method
DiSC research and analysis has been conducted for over 50 years. The DiSC Classic Paper Profile was the first DiSC evaluation! Everything DiSC is recognizable by its lower case “i“.
As technology has evolved, DiSC itself has developed. Our online DiSC assessments use the most advanced assessment methodology (adaptive testing) as well as sophisticated algorithms to quickly analyze individual responses and provide the world’s most accurate DiSC report.
It transforms assessment results into a personalized story that’s easy to remember and act upon. All of the Everything DiSC® profiles correspond to an application, so the report feedback is presented to you based on your role as leader, manager, colleague or sales representative.
More than 0,90
More than 0,80
More than 0,70
Lower than 0,70
Reliability of the Everything DiSC tool
To determine if a tool is reliable, researchers study the stability of the instrument and its internal consistency. Stability is easy to understand. In this case, a researcher will simply ask a group of people to go through the same assessment twice and correlate the results. This is called test-retest reliability. Internal consistency is a bit more complicated.
For this, we assume that all questions (or points) on a given scale measure the same trait. Consequently, all these points must, in theory, be correlated with each other. Internal consistency is represented by a metric called alpha.
The reliability estimates for the eight DISC® scales are shown in the graph. All values are well above 0.80 except one. This indicates that the DiSC measurement is both stable and internally consistent.
Why our DiSC does not allude to colors ?
A method based on categorizing personality traits according to the evocations of Red, Green, Blue and Yellow may feel a bit constraining. When the participants then say “I am Red ” or “Greens are useless”, you understand the training missed its mark and the take-away is putting people in boxes.
The purpose of DiSC is exactly the opposite! Yes, the model of 4 basic prototype styles is the same, although the letters D, I, S, C are emotionally neutral. But understanding the map is to helps us get around the territory – not confuse the two. Then, we pay special attention to the self-knowledge that each individual profile will contribute to. You are unique, you have different priorities, and you are not identified by a color. Your Everything DiSC profile starts with a dot on the map in one of 12 regions. Its distance from the center also informs your preferred style. And each individual’s map has some shading in all 4 main styles of DiSC, though of course proportions differ.
So the map helps us understand others, and we always highlight the fact that there are no good or bad profiles. Our individual profile helps us see similarities and differences in behavior compared to others in order to bridge the gap. It is an effective, intuitive and timesaving approach to building emotional intelligence and interpersonal skills
DiSC : 2 dimensions
Vertical dimension : Cautious – Bold
The vertical dimension, North or South of our circle, includes the Thoughtful and Bold dimension.
North on this map, are “D” and “i” styles, representing people who tend to be dynamic, fast, daring.
While on the South side, “S” or “C” styles tend to take more time in decisions, be more cautious.
Horizontal dimension : Questionning – Accepting
For the horizontal dimension, we have West to East: focused on challenges to focused on people.
East on DiSC represents traits involving more tolerance, more emotion and more affirming of others. People on the east side tend to like teamwork.
The West side represents behavioral traits involving more skepticism, logical analysis and wariness.
The 4 DiSC styles
The D (Dominance) style is active and questioning. This describes people who are direct, forceful, and outspoken with their opinions.
The i (Influence) style is active and accepting. This describes people who are outgoing, enthusiastic, and lively.
The S (Steadiness) style is thoughtful and accepting. This describes people who are gentle, accommodating, and patient with others’ mistakes.
The C (Conscientiousness) style is thoughtful and questioning. This describes people who are analytical, reserved, and precise.
This is the DiSC result of Jonathan, our Digital Marketing Manager.
His dot straddles the i and the S, with a preference in the latter which shows a DiSC Si style. It thus indicates a preference for collaboration and relationships. He shares with style i, the desire to communicate, to express himself in a positive and optimistic way although he is sometimes reserved. The point is in the middle of the axis, indicating a moderation in the expression of its styles.
- What if his dot was closer to the center? It would then be easier to switch from one style to another.
- What if his dot was on the edge of the circle? His style would be more pronounced, with a greater desire to work on a team.
The shaded areas
The shaded areas which are colored, represent his ease in the 4 styles. The behavior that requires the most energy is the style D. This reason is simple, it is not in his comfort zone.
He sees precision, however, as a priority. His 4 priorities are:
“DiSC Certification brings you expertise in interpreting results to help your customers work more efficiently and effectively“
The restitution of Jonathan’s profile makes it possible to highlight his assets for team work and to give him more awareness of his entourage’s perception. He better understands the different priorities of the team, and has learned to appreciate these differences. He communicates more pertinently.