Who Uses DiSC® Profiles?

Learn More About DiSC Profile Users

 Our DiSC Profiles are The Market Leader - Who Uses DiSC Profiles?

The DiSC Profile is the most widely used, most researched and well validated behavioral assessment tool on the market:

  • Used by 70% of Fortune 500 companies.
  • Used by thousands of small businesses.
  • More than 44 million profiles completed since 1970.
  • Used by companies and organizations to improve productivity.
  • Used by independent trainers and coaches.
  • These companies used DiSC to solve specific problems.

DiSC Profile Users come in a wide variety of shapes.  Who uses DiSC Profiles?  Practically every type industry and organization are DiSC Profile users.  They find DiSC Profile use valuable to build better teams and company wide communication. 

 TWO CASE STUDIES HERE (Who Uses DiSC Profiles?)

CASE #1: Increased Harmony Makes a Discordant Office Work

CLIENT: A client's law firm was dealing with conflict between the office manager and the rest of the staff.  The attorneys had “no problem” with the office manager, but the paralegals hated her condescending attitude.  The legal secretaries were less affected because their primary concern was with their 'own' attorneys.

BUSINESS NEED: The firm's staff needed to work together more effectively.  In addition, the firm needed to lower turnover among paralegal staff — two of whom were threatening to quit — without losing the office manager.

SOLUTION: The managing partners said the office manager worked well with the attorneys.  She ran a tight ship and was very respectful to each of the attorneys, be they partners or associates.  Her relationship with the legal secretaries was acceptable, but she didn't work well with the paralegals; they did not like taking direction from her and felt she was condescending.  The members of the firm were offered 360-degree feedback for the office manager before facilitating the DiSC Classic Profile with the entire firm.

DELIVERY METHOD: During the 360-degree review of the office manager, her perceptions were validated and acknowledged specific concerns.  It was learned that individuals' perspective of the office manager depended on their position in the firm.  When people wrote specific examples on their 360-feedback form, it became apparent that her behavior and perceptions of her behavior were different for the various people in the firm.  When group analyses were done, the differences broke along role and title parameters.  This helped open the office manager's mind to new attitudes, as she previously said, "I treat everyone the same."

The DiSC Profile was presented to the entire law firm and reviewed the results to the group as a whole, thus everyone heard the DiSC interpretation together.  This was done in a retreat atmosphere off-site.  There was a quick realization that there were a good number of high D’s among the paralegals who did not appreciate the loss of control that they were experiencing with the office manager.  A majority of the legal secretaries had high S and C tendencies and wanted to avoid conflict and do their jobs without confrontation.  The legal secretaries were, however, still negatively impacted by the 'feud' between the office manager and the paralegals.

At a later time, there was a meeting with the office manager and the paralegals.  The office manager was an IC (Appraiser) pattern and accessed her high I tendencies with the attorneys.  She used more C behaviors with the paralegals and the secretaries.  That was fine for the secretaries, but the high D paralegals were resentful.  They felt the office manager was constantly checking up on them. Because of the profile information, however, they began to realize that the checking in was a need of the office manager, and her purpose was to gain information, not to control them.  The paralegals were willing to try again. Once these differences were aired in a safe environment, things started to improve, and we spent time going over roles, responsibilities, and authority limits.

RESULTS: After checking back about six weeks later and again in three months, the situation was “improving daily.”  The organization ran much more smoothly and there were fewer turnovers of the paralegals.  Only one had left and it was not because of her relationship with the office manager.

CASE #2: Reducing Tension; Promoting Strength

CLIENT: The executive board members of a national organization.

BUSINESS NEED: The board had been productive with regard to tasks, but tension existed among members because they didn't understand one another's work styles.

SOLUTION: Board members needed to increase their understanding of team roles, work styles, and team member contributions to discuss issues and tackle tasks more effectively.

DELIVERY METHOD: The Team Dimensions 2.0 Profile was emailed to board members prior to the annual board retreat.  During the first two hours of the retreat, board members participated in small groups team activity to "demonstrate" their roles and styles on a team project.  After the team activity, the Z-Process roles were discussed.  Board members identified the role they played during the activity, and the profile was reviewed with the entire group.  Areas of team strength and developmental areas were identified using the Team Dimensions 2.0 Profile Group Report.

RESULTS: Today, board members are still talking about the benefits of the information they learned about themselves and others.  Additionally, board members are using the language from the profile as they "question" and "challenge" each other during the meetings. As a result, meetings are less confrontational and tension has been reduced.

So Who Uses DiSC Profiles?

Any company, organization, or individual that wants to improve their efficiency and effectiveness.