DiSC® is a personal assessment tool used by more than one million people every year to help improve teamwork, communication, and productivity in the workplace. Organizations and facilitators use these profiles as tools to help ignite cultural change, inspiring lasting behavior changes that positively shape their workforce.
DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.
People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.
People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.
People with S personalities tend to be dependable and place an emphasis on cooperation and sincerity.
People with C personalities tend to place an emphasis on quality, accuracy, expertise, and competency.
Everything DiSC also measures priorities (the words around the circle), providing more nuanced and memorable feedback in profiles.
“Overall, participants report that the DiSC fit is good or excellent approximately 90% of the time. As documented under the Forer effect (1949), however, it is not unusual for participants to show a high level of agreement with psychological test results.”
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| Reliablity | How reliable is the tool? In other words, is it stable and is it consistent? If the results contain a lot of random variation, it is deemed less reliable. The stability of DiSC (i.e., test-retest reliability) was measured by asking a group of respondents to take a DiSC assessment and then asking those same people to take the same test again at a later time. This stability can be quantified in the form of a reliability coefficient. Analyses suggest that the scales’ reliabilities are in the good-to-excellent range, with a median coefficient alpha of .87 and a median test-retest reliability of .86. A reliability score of .70 and above is considered good reliability and higher is better. Everything DiSC assessments have internal consistency. In other words, there is a high correlation among questions that profess to measure the same thing. All the items on a given scale (e.g., the D scale) measure the same thing (e.g., Dominance), and a statistic called Cronbach’s alpha shows this consistency. |
| Validity | How valid is the tool? In other words, does the DiSC instrument measure accurately? The more that a tool measures what it proposes to measure, the more valid the tool is. Analyses examining the validity of the tool are very favorable. The correlations among all eight DiSC scales show strong support for the DiSC model. That is, moderate positive correlations are observed among adjacent scales and strong negative correlations are observed between opposite scales. The circumplex structure of the assessment conforms well to expectations, as assessed by multidimensional scaling, scale intercorrelations, and factor analysis. Correlations between the Everything DiSC scales and the scales of the Revised NEO Personality Inventory™ and the Sixteen Personality Factor Questionnaire® provide additional support for the validity of the assessment. Validation results for each of the Everything DiSC profiles are available in the Everything DiSC Research Report. |
