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.
Here’s what we learned:
- People who responded inconsistently averaged 35% improvement on scale reliability
- The AT measurement is 12% more accurate than the 79-item assessment
- The AT measurement is 32% more accurate than DiSC® Classic
Will the Everything DiSC® Profiles change?
The only profiles that will be different on July 21 are the Everything DiSC® Supplements for Facilitators. The adaptive testing data allows us to include additional information to help the facilitator better understand when participants have atypical profile results.
The Everything DiSC Supplement for Facilitators will now include an “umbrella graph” (left) that is used to calculate DiSC style and dot placement. Two other new graphs (below) show scores on the Priority Subscales for the eight priorities (subscales) specific to the Everything DiSC product taken.
Everything DiSC Priority Subscales
These subscales indicate whether the respondent has any extra priorities. While the majority of respondents will still have only three priorities, our improved measurement allows us to show up to two extra priorities. The extra priorities will be shown using advanced shading. In the examples below, there are four priorities: the three typically associated with the i style (Action, Enthusiasm, and Collaboration) as well as one extra priority (Results) shown by the striped shading on the circular map.
Also, since participants will be responding to product-specific questions, a unique Supplement for Facilitators will be generated for each Everything DiSC product using data and priorities specific to the product. So, it’s possible to have a high priority subscale in one product but not another, depending on the responses to the application-specific questions. Otherwise, nothing will change in the profiles at this time—more data means a participant’s dot placement will become even more precise, though this isn’t something the average participant will notice.
Please refer to these two documents for more information:
Everything DiSC Research Report for Adaptive Testing Assessment
Everything DiSC Adaptive Testing Information and FAQ’s
About Steve Giles
Co-owner/Co-founder of Intesi! Resources. Educated as an architect I transitioned to technology during my career in architecture. Intesi! Resources was founded in 2004 and my focus is everything Web/eCommerce related from the design and development of our site to all the marketing activities involved. I also provide significant support for our clients on all our products and how they are used to deliver assessment-driven learning solutions that develop self-awareness and interpersonal skills.
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Anyone who runs a successful business knows that the key is to delegate the many responsibilities to competent persons. Since the hierarchy of responsibility goes down the chain of command, it all starts with correctly evaluating your potential employees and hiring the right personalities for the positions they are best qualified for. So personality type is critical in this process and this system could prove critical for many companies.
I noticed that some companies use personality testing to help determine whether an applicant is a good match for a particular job. For example, an assessment might show that the individual has the traits needed to be a successful salesperson. That’s why some businesses go one step further and use assessments to test for cultural fit, or the likelihood that the individual’s temperament will mesh with the organization’s culture.
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I just started my business and I am going to start using the DISC program for training your new hires that I was reading another blog about but this sounds like a great way to determine who is hired as well. Thank you for posting this I am looking forward to getting started with my new employees. Keep up the good work you rock!
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I don’t exactly have an in depth knowledge of this methodology, but it seems to be a sophisticated way to assess talent, particularly, potential employees. The reason many head hunters / recruiters are hesitant to give applicants a chance is because it’s costly to train new employees. And if that person is prone to quit and jump from a job so quickly, it becomes detrimental. If this system helps to prevent that, then it’s worthwhile.
This advanced technology uses a new computerized scoring algorithm that adapts each question to how the respondent answered previous questions. It’s possible that you have already experienced Adaptive Testing (AT) as it is used in a variety of academic standardized tests.
This sounds like it would be very beneficial for my company I will show this post to my bosses and see what they have to say about it. I personally think it is something we could have used about five years ago so to get it now would make all the more sense. Thank you for posting this I look forward to updates on it.
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The level of depth and detail with regard to the evaluation of personalities of this system rivals that of FBI profiling sciences. And I don’t think that is an exaggeration. I would not even be surprised if this system of evaluation is based on the principles of profiling. If you are a big company about to spend big money on a high salary employee, you want to be sure about your assessment of that person.
This is very interesting, I missed your first article back in May so this is the first thing I have heard about it. I am going to have to dig little further into it though so that I make sure to understand what this is talking about for sure. Thank you for posting this, is there a way to look up the first article again? I hope to get up to speed real soon.
I had no idea what this was until a couple of weeks ago when I read another blog about it. Thank you for these updates and changes, you have done a terrific job getting this information out there and I hope you will continue to post things like this as they become available. You really seem to know your stuff when it comes to things like this.
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