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Tag Archives: DiSC Profiles

Interview: The DiSC Profile in Our Business

Debbie Giles, co-owner and co-founder of Intesi! Resources, was recently interviewed by Kristin Muller-Wenzel of London Global Consultants for her publication HR Psychos.  Here is a reprint of that interview.


Personality Assessments in Business with the DiSC Profile
An Interview with Debbie Giles

Co-Founder and Co-Owner of Intesi! Resources Debbie Giles is a Certified DiSC Trainer with over 30 years of experience in business management, human resource and management training. In our interview she is talking about her work and experiences with personality assessment tests in the last years.

Which method for personality assessments do you use in general and why?

We sell, support, and train using DiSC Profiles by Wiley (formerly Inscape Publishing) who created the original DiSC assessment and continues to lead the way in DiSC innovation. We are an Everything DiSC Authorized Partner and rank in the top 1% of all 1,800 partners worldwide.  DiSC is a powerful tool that is easy to understand and simplifies the complexity of human behavior.  DiSC assessments are not designed to provide clinical insights into people’s psyches.  They are designed to be self-scored and self-interpreted because the individual is regarded as the expert on themselves.  You do not have to be a trained psychologist to use DiSC.  It is accessible to anyone who has the desire to learn more about themselves and others using words found in everyday language.

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Adaptive Testing Activated For All Everything DiSC Profiles

This post is a follow-up to our original announcement, on May 30, 2012, about Adaptive Testing.

Beginning July 21, 2012, Everything DiSC assessments will use Adaptive Testing (AT) and a new, more sophisticated scoring algorithm to give participants the most precise DiSC® style assignment possible.

AT is more aligned with contemporary psychological testing—it’s frequently used in aptitude tests, so you may be familiar with the AT assessment method.  With AT, respondents are presented with questions and their responses determine the next questions they’re given.

How is the Everything DiSC® AT assessment better than the 79-item assessment?

In addition to thorough beta testing of the Everything DiSC® AT measurement, we hired two independent agencies to perform multiple rounds of analysis focused on construct validity.  Two of the most well-respected academic assessments in the psychological community were used to establish construct validity of the Everything DiSC AT assessment: NEO PI-R™ and 16PF®.  The agencies also compared the construct validity of the Everything DiSC AT assessment to the Everything DiSC 79-item assessment and the DiSC Classic 28-item assessment.

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Everything DiSC Profile Family Continues To Improve!

The foundation of the DiSC Model, as described by William Marston in his book, “The Emotions of Normal People,” was a circle as is represented in today’s Everything DiSC Profiles—the third generation DiSC Profile.   The dot placement and shading in the circular model provides a clear visual of the continuous nature of DiSC in a more simple and intuitive manner that is incredibly straightforward and powerful.

What Is Changing?

Currently the Everything DiSC Profiles ask the participants to respond to 79 items on a 5-point likert scale determining how frequently each item or adjective describes them.  That 79-item assessment will no longer be available after mid-July 2012 when Adaptive Testing (AT) will launch for any Everything DiSC assessment providing a new, more sophisticated scoring algorithm to give participants the most precise DiSC style assignment possible.  Adaptive testing will maximize the precision of the style assignment, participant confidence and personalized feedback.  Based on extensive validation research conducted by two independent agencies that specialize in psychometric testing, the AT measurement is 12% more accurate than the 79-item Everything DiSC profile and 32% more accurate than the DiSC Classic Profile.

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Develop A “Killer” Resume That Gets Interviews and Job Offers!

First: Some Words Of Wisdom From A Corporate Warrior

I can hear some of you now, words of wisdom for someone I don’t even know; but please bear with me for a moment.  The one thing I ask of you is to not succumb to the temptation to pad your resume so you can save time and take the first offer that comes and get off the rolls of the unemployed.  I know, I know it’s tempting…I’ve been there.  But take this for what it’s worth…the only thing worse than being unemployed is working day in day out at a job that makes you miserable.  It will be the hardest money you will ever earn and rarely leads to career success.  Stay with me here I’m trying to help you be both successful and happy.

Develop That “Killer” Resume and Get More Interviews and Prepare for Them More Effectively!

I will not be able to give you a complete guide to writing that “standout” resume because entire books are written with just that goal in mind.  But I can give you one or two golden nuggets that will likely not be found elsewhere.  For one great guide on resume writing visit: www.money-zine.com/Category/Resume-Writing/.

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Using The DiSC Profile to Train and Develop New Hires

What Makes Them Vital To Human Resources and Managers?

Use DiSC Profiles to Hit the Hiring TargetThe DiSC Profile remains a very valuable tool when developing training and development programs for newly hired personnel. By using these assessments prior to hiring candidates, organizations are ahead of their competition in understanding how candidates might fit into their culture and how they can cultivate them in the post-hire process of training and development.

While it seems impractical to believe that every person you hire will possess every skill necessary to be successful in their prospective position, you can plan to help these people learn and utilize new skills to help them grow in the future and succeed.

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