How should people answer the questions? Should they think about themselves in the workplace, in a social situation or in general?
Many factors affect a person's profile results and the response focus is most likely not a significant one. However, if you're administering the assessment in a work setting there's no harm in asking the respondent to answer questions with that setting in mind. Our environment (e.g., at work, at home, with friends) does play an important role in our understanding of DiSC. But how we apply insights gained from profiles is much more the issue, not in how the profiles are constructed from respondents' answers.
What does the questionnaire look like?
The question format varies depending on the DiSC product family. Learn more about the questionnaire.
Can my profile change over time?
In general, the average person’s profile tends to stay fairly consistent over time. While you may find small differences in your results from one time taking the assessment to the next, you’re unlikely to experience major shifts in style. However, if it has been two years or more since you last took the profile, we recommend taking it again to ensure the most accurate and up-to-date information.
Do I need to be certified to administer the DiSC profiles?
No, you do not have to be certified to administer DiSC profiles. However, the publisher does offer certification for those who wish to be certified.
Which assessment should I use for part of the hiring process?
DiSC assessments do not predict success in employment or in particular job classifications, so they should be only one data point in an array of information used to select a candidate. However, the most popular test used during the hiring process is Everything DiSC Workplace. The most often used package in hiring and recruiting is the combination of Everything DiSC Workplace and Team Dimensions. For an assessment designed to be used for pre-emplyment screening we recommend using PXT Select™.
Is DiSC available in other languages?
Yes. See DiSC Spanish Language Profiles. Contact us if you have a need for profiles in other languages.
What's the distribution of styles?
Everything DiSC is normed so there is an even distribution of styles.
Source: Everything DiSC® Manual, page 95.
What about difference based on heritage or gender?
The "relationship between heritage and inclination is of little practical importance. An ANOVA comparing men and women on inclination also produced statistically significant results at p <.01. Gender differences, however, accounted for less than 1% of the variance."
Source: Everything DiSC® Manual, page 97-98
What is a DiSC Group Culture Report?
The DiSC Group Culture Report describes all profiles in your selected group of participants. The report includes an illustration of the group's distribution of DiSC styles and detailed information on how each individual's style may affect the culture of the group or organization. You can add respondents to your Group Report up to three times. Review sample group and facilitator reports
What is the difference between DiSC Classic paper and DiSC Classic 2.0?
DiSC Classic Paper is an all-in-one 20-page booklet to respond, score and interpret results. The booklet describes the person’s primary DiSC style and helps identify one of the 15 DiSC Classical Patterns. The product was formerly known as DiSC Personal Profile System® 2800 Series.
DiSC Classic 2.0 is a 23-page, online report. It includes all the information of the paper booklet. In addition, it offers personalized feedback written in an informal and conversational style that helps people understand the strengths and challenges of their behavioral styles. A Group Culture Report is available when using DiSC Classic 2.0.
What is the best profile to use for leadership development?
We offer several profiles and a 360 assessment that might be good for your organization. See Everything DiSC leadership profiles and resources for more information.
Validity of assessments
How valid and reliable are DiSC® instruments?
Inscape Publishing--A Wiley Brand, the publisher of all of our DiSC assessments, is committed to maintaining the highest standards of instrument development and application through a careful research and development process. They ensure all of the instruments offer valid scores and accurate feedback to the respondent. Each instrument is designed to provide reasonably accurate interpretations or feedback based on your scores.
Isn't there an adaptive style?
Wiley's ran two studies that did not show any support for the theory that we can measure both a natural and an adaptive style. Their research report states, "In essence, there has never been well-documented support that any of the graphs are indicators of the private, public, natural, or pressured self or that they are anything other than measurements of general self-concept." (Read more at What about adaptive styles?)
Though everyone is a blend of all four styles, most people tend strongly toward one or two styles. A dot’s distance from the edge of the circle shows how naturally inclined a person is to encompass the characteristics of his or her DiSC style. Being adaptable, or flexing one's style, is something every style can do.
Where can I find research, reliability and validity studies of DiSC®?
How reliable is the tool? Does the instrument measure in a way that is consistent and dependable? How valid is the tool? The more that a tool measures what it proposes to measure, the more valid the tool is.
The following research reports provide more information on the most popular DiSC assessments:
DiSC® Classic Validation Research Report
DiSC® Classic to Everything DiSC®: How my graph became a dot
De DiSC® Classic a Everything DiSC®: Cómo mi grafo se convirtió en un punto
Everything DiSC 363™ for Leaders Research Report
Research Report for Adaptive Testing
You can also buy and read the book, Everything DiSC Manual, which goes into more detail and includes case studies.