What are DiSC Products?

DiSC Products are based on the research by Dr. William Moulton Marston and are focused on one’s preferred behavioral tendencies. He devised a system to understand and describe human behavioral styles.  Dr. Marston based his model on two perceptions:  the environment as favorable or unfavorable and the person as more or less powerful than the environment.  The DiSC Model divides behavior into four distinct dimensions:  Dominance, Influence, Steadiness and Conscientiousness (DiSC).  The DiSC Classic Profile is based on William Moulton Marston’s two-axis, four-dimensional model. 

DiSC Classic Profile, and other DiSC Profiles and DiSC Assessments are self-administered, self-scoring and self-interpreting instruments designed to help adults understand themselves and others.  It is one of the most successful and widely used personal and professional development instruments.  DiSC Products are the leading edge approach to improve performance, and deal more effectively with conflict and value differences. 

Using the research-based DiSC model, DiSC Classic Profile helps you better understand why you act the way you do.  It is not a test, there are no right or wrong answers, no good or bad results, and no behavior style is better than another.  DiSC products give people the chance to learn about themselves, value differences in others and map their own ways to improved communication, fewer conflicts, top performance, career growth and personal satisfaction. 

DiSC Products can help your group communicate better and focus on issues rather than personality conflicts.  One of the greatest benefits of DiSC Products is a common language for talking about feelings, thoughts and behavior in language that is objective and nonjudgmental—describing what is, not what should be.  Group understanding fosters cooperation, acceptance and trust—keys to top performance. 

Versions of DiSC Products are available in Paper and Online Web-based (Online via EPIC) forms; in word or phrase input formats; and for youth and adults separately.

^top

Do I need to be "certified" to use or work with DiSC products?

No!  You do not need to be certified.  The respondents are considered the experts on themselves and the instruments are self-scored and self-interpreted.  No other educational requirements are made.

DiSC Facilitator Kits are available to those who wish to expand their knowledge on the use of the instrument as a trainer, counselor, or consultant.

The Everything DiSC Facilitation System is the best training kit for training the widest range of DiSC products.

DiSC Trainer Certification is available but not required!

^top 

How would DiSC Products be used appropriately?

^top 

Are people expected to change their behavioral styles?

DiSC Products are not intended to encourage people to change their behavioral styles.  Instead, it focuses on helping people identify their strengths and possible limitations.  Also, pressure for radical change implies that someone’s Dimension of Behavior or DiSC Classical Profile Pattern (the way in which a person’s four dimensions of Dominance, Influence, Steadiness, and Conscientiousness combine creates a profile pattern that is different for each combination) is inadequate.  Most people willingly accept the description of their behavioral styles and are eager to develop skills to make themselves more effective.

^top
 

Is there a “best” or “ideal” Dimension of Behavior or DiSC Classic Profile Pattern?

Many people incorrectly assume there must be one best way of accomplishing tasks.  For example, someone may ask, “What DiSC Classic Profile Pattern should a manager have?”  There is no one DiSC Classic Profile Pattern that is better for a manager than any other DiSC Classic Profile Pattern.  Managers with different patterns may approach their managerial duties differently, and then may react differently to a particular situation or to an individual employee, but each may be just as effective as a manager. 

Success often has to do with a person’s motivation to succeed.  Another factor that contributes to success is that people often modify their environment to suit the way they like to do things.  A High "S" salesperson may focus on developing a sincere, trusting relationship with clients instead of going for the quick close.  People’s success is not connected to having certain behavioral styles.  Instead, people are effective if they know themselves, understand others, and can adapt to the needs of the situation.

^top 

Someone else and I have the same DiSC Classic Profile Pattern, but we are very different personalities?  Why?

Each of us has different genetic inheritances, life experiences, beliefs, values and attitudes.  All of these contribute to our core personality and impact our behavioral styles.  As a result, we may differ in the expression of the same DiSC Classic Profile Pattern.

^top
 

How is the DiSC Dimensions of Behavior model different from other behavioral models?

 The DiSC Dimensions of Behavior Model stresses that no Dimension of Behavior or DiSC Classic Profile Pattern is better than any other and that all individuals use all four Dimensions of Behavior in varying degrees.  DiSC Products offer a self-assessment of an individual’s own behavioral style in a specific environment called a response focus.  This means that an individual is assessing his or her behavioral style with a specific focus like work, a relationship, or social situation.  The instrument is based on the respondent’s own perception of themselves without feedback from others.  This self-report format has gained wide acceptance because of its face validity. 

The instrument provides them with feedback that describes their behavioral style in their selected focus.  It is more difficult to say, “This is not me,” when the individual is the only one who has responded to the 28 forced-choice items, it is easier to reject the results when they are based on input from others.  DiSC Classic Profile is self-scoring and provides immediate feedback.  Many users say they find DiSC Classic Profile to be better packaged, more user-friendly, and more easily presented than other learning tools because of its self-scoring format, immediately usable interpretation, and Classical Profile Pattern interpretive information.

^top
 

How does DiSC Classic Profile compare to Myers-Briggs Type Indicator?

 Both DiSC Classic Profile and the Myers-Briggs Type Indicator are currently used in business settings for the purpose of employee development and team building.  Each has its origin in theories developed during the early decades of the twentieth century. 
 
DiSC Products are based on the theories of Dr. William Marston while the Myers-Briggs Type Indicator is based on the theories of Dr. Carl Jung.

The Myers-Briggs Type Indicator is primarily suited to increase self-awareness for the purpose of getting along with others more effectively.  It is also used to identify the source of problems in relationships with the guidance of a skilled counselor and to prepare a therapeutic plan for growth or change.

They were designed for different purposes and based on different views of human behavioral styles.  Because these two instruments provide different kinds of information, they augment each other as separate views of the same individual.

^top
  

When would the Team Dimensions Profile be used?

The Team Dimensions Profile is a self-scoring, self-assessment tool that helps individuals identify their unique approach to teamwork and innovation.  It also helps team members understand their roles in the team process.  

^top
 

How does the Team Dimensions Profile work?

The profile identifies four distinct approaches to thinking and behavioral styles among people involved in a team process:

• Conceptual Approach – People who take a Conceptual Approach like to come up with new ideas.  They’re good at exploring alternatives and discussing concepts when presented with a problem or an opportunity.
  
• Spontaneous Approach – People who take the Spontaneous Approach want freedom from constraint.  They tend to move from one subject to another, focusing on many things at once and sometimes showing impatience.

• Normative Approach – People who take a Normative Approach prefer to put ideas in a familiar context.  They tend to let their past experience guide them, and they like to see the consequences before they act.
  
• Methodical Approach – People who take a Methodical Approach prefer order and rationality.  When presented with a problem or opportunity, they tend to follow a step-by-step process, examining the details and carefully considering things before acting.Typically, people tend to use two or more Approaches when working on a team.  The integration of approaches defines the roles of team members.   There are Four Basic Roles:

• Creator – The Conceptual and Spontaneous Approaches combine to form the Creator role.  The Creator generates fresh, original, out-of-the-box concepts and ideas in ways that defy generally accepted structures or rules.  The Creator perceives “the big picture.”
  

• Advancer – The Spontaneous and Normative Approaches combine to form the Advancer role.  The Advancer recognizes ideas and new directions in the early stages and develops ways to promote them.  The Advancer uses insightful planning based on past experiences and proven methods to advance ideas towards implementation.

• Refiner – The Conceptual and Methodical Approaches combine to form the Refiner role.  The Refiner challenges concepts, often playing the devil’s advocate.  Using a methodical process to analyze things in an orderly manner, the Refiner will detect flaws, identify potential problems, and suggest alternative solutions.

• Executor – The Methodical and Normative Approaches combine to form the Executor role.  The Executor lays the groundwork for implementation, ensuring that the process moves forward in an orderly manner to achieve high-quality results.

A fifth role, the Flexer, appears when an individual uses a combination of all four innovative approaches.

• Flexer – The Flexer monitors the contributions of all team members and steps in to fill gaps in the team during the various stages of the process.

^top 

If an individual has responded to The DiSC Classic Profile and knows their DiSC Pattern, can they accurately predict their Team Dimensions Profile results?

No.  Research indicates that the Team Dimensions Profile and DiSC Classic Profile offer two separate and distinctive measures of human behavioral styles.  DiSC Classic Profile does not predict an individual’s Team Dimensions Profile results, but each has information that can help individuals and teams function more effectively.

^top
 

What are the benefits of the Work Expectations Profile?

Research has demonstrated a direct relationship between the extent to which employee work expectations have been discussed and/or met, and employee tenure, job satisfaction and job commitment.  Over the last decade, dramatic and continuous change has impacted nearly every kind of industry, large and small, public and private.  In the traditional workplace, a psychological contract represented an unspoken expectation that, in exchange for loyalty and hard work, an employee would be compensated fairly and would have a job for life.  Employees now face much more uncertainty in the workplace.  In today’s fast-paced, ever-changing business climate, employees may not fully understand what they expect at work and even if they do, they don’t often take the time to communicate their expectations to their employers.

The Work Expectations Profile provides a method for employers and employees to establish a process for identifying, understanding and managing work expectations.  When employees are encouraged to openly discuss their expectations and make updates to their unspoken psychological contract, working relationships become more effective.  Research shows that the key to managing expectations is that they be spoken.  Even if an employee’s expectations are not met, having the opportunity to learn why can decrease or eliminate the negative consequences for both the employee and the organization.  The process of helping employees become aware of and communicate their expectations is clearly linked to improved attitude toward work, increased productivity, job satisfaction and reduced turnover.  The Work Expectations Profile is key to this process.

^top
 

Does a relationship exist between the Work Expectations Profile scales and the DiSC^® Dimensions of Behavior?

Research was conducted to determine what relationships, if any,  existed between the ten work expectations that impact today’s employment relationships—structure, diversity, recognition, autonomy, environment, expression, teamwork, stability, balance, career growth—and the four DiSC Dimensions—Dominance, Influence, Steadiness, and Conscientiousness.  

Finally, because respondents with both High "i" and "S" tend to focus on their interactions with others, they have high Teamwork Expectations.

^top
 

How can the Time Mastery Profile help participants improve their mastery of time, both professionally and personally?

The Time Mastery Profile is a professional, informative, effective time management assessment tool, reference resource and contract for change.  By helping people manage their time more effectively, the Time Mastery Profile enables them to increase their productivity on the job or at home, enhance the quality of their work with less stress, and gain a sense of personal satisfaction and accomplishment as they achieve more with their time. 

^top
 

Can the Time Mastery Profile be used as a development tool?

The Time Mastery Profile is so flexible that it can be used in a variety of training programs with objectives other than time management.  These are a few examples of the training and development needs it can meet:

This Product could also be used in Time and Territory Management programs for salespeople and Total Quality Management programs.

^top

Why is Diversity an important business issue?   

United States demographics are shifting, impacting the mix of individuals employed by organizations.  Workers’ cultural backgrounds and expectations—social, political and occupational—have the potential to enrich our national life and make our organizations more competitive.    But before such benefits can be realized, business practices must be updated to reflect the changes in workers, and workers must learn to deal effectively with the differences in the workplace.  

Understanding diversity helps facilitate personal growth and organizational change.  However, comfort and ease in a workplace does not happen overnight.  Every day we make assumptions about others.  These assumptions may be based on past experiences, current perceptions, media stereotypes, or a friend’s opinion.  We attempt to make sense of our world with the limited information we have at a given moment.  If our assumptions are incorrect, we may run into trouble.  When we are aware that people have different perceptions of the same issue, situation, or event, we can begin to focus on understanding the other person’s point of view and creating an environment that supports everyone.  

^top

What forms of Diversity exist?  

Diversity has many forms and layers.  Diversity is present not only when we see physical differences—such as skin color, types of dress, or physical disabilities—but also in our different cultural backgrounds.  Diversity includes differences in age, gender, race, sexual orientation, and ethnic background.  We were all born and raised within a cultural context, for example, in the northeastern United States, the deep South, or Latin America.  These cultural contexts create differences in family structure, peer relationships, education, and other influences that contribute to who we are today.   

Cultural differences influence the way we think, interact, and make choices.  These characteristics may cause group members to interact in ways that enhance their relationships.  They may also interfere with a team member’s ability to achieve his or her individual or group objectives.

^top  

What do attitudes about Diversity have to do with behavioral styles and how is the Discovering Diversity Profile relevant?   

A diverse and multicultural workplace is becoming the goal of United States’ social and economic policy.  There is a growing realization in this country that we need the talents and contributions of persons from all walks of life in order to maintain our economic health and competitive positioning in a global market.  These diverse people are brought together in work situations and may need assistance to function effectively as a group.  Workplace productivity is being defined increasingly in terms of the output from specific task groups, profit centers, or other team type arrangements.  Working together in such organizations places a high premium on people who are able to support, trust, and respect each other. Workplace peers are key in establishing this trusting, respectful climate.  Companies concerned with diversity modify interactions among workers from different backgrounds.  Employers can also help workers address ideas and feelings about others from diverse backgrounds to ensure effective interaction.   

Values form the basis for attitudes, and attitudes form the basis for behavior. 
People who work together must be willing and able to understand their own values and attitudes about people from different backgrounds.  In order for workers to understand the values and attitudes of others, they must understand their own attitudes and values towards other people.  The Discovering Diversity Profile is designed to help employees better understand themselves in relation to the areas that are important for workplace success.  The Discovering Diversity Profile helps individuals learn more about functioning effectively with people with different backgrounds and orientations. 

^top 

What are the benefits of the Discovering Diversity Profile?   

The Discovering Diversity Profile offers a rating scale for assessing attitudes.  The respondent indicates how often he or she agrees with statements addressing four important areas of attitude about diversity and the workforce.  These four areas are Knowledge, Understanding, Acceptance, and Behavior.  Based on their assessment, respondents learn the following in regard to workplace diversity:  how much knowledge they have about themselves and others; how much understanding they have about others; how much they accept others; and, how skillful they are when interacting with others.  

By helping people identify their opinions and feelings relative to workforce diversity, the Discovering Diversity Profile offers several benefits:  

• Increased self-awareness of one’s beliefs about workforce diversity
  It is important to first be aware of our own opinions and feelings about diversity and diverse groups of people.  Once we have developed our own awareness, we have a greater ability to develop understanding toward others who may have different perceptions.  

• Increased awareness of how beliefs and values impact behavior
  Once we recognize own value structure, it may be easier to see that we do not all subscribe to the same set of values.  By understanding the value structure of others, we find their behavior less threatening.  Since there is less fear or negative emotion, there is more opportunity to adapt or modify our behavior to fit the situation appropriately.  

• A strong foundation for working together
  Today’s business world finds its greatest assets in its human resources.  By recognizing, embracing, and valuing individual differences, individuals have the opportunity to develop productive work relationships.  The more valued a person feels, the more he or she will be committed to the organization.  

• Increased creativity and innovation in problem solving
  It is easy to get stuck doing the same things over and over again, particularly when they may have worked in the past.  A diverse workforce adds different perspectives, approaches, techniques, and styles to the workplace.  At times, these differences can lead to frustration, but by approaching diversity as an asset, we have an opportunity to benefit in new and creative ways.

^top