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12 DiSC Style Podcasts


These DiSC podcasts will help the listener to dive deeper into DiSC styles to understand how different behaviors impact others in the workplace. You can use these podcasts as an after-training activity for participants to hear about their style more in-depth and build effective relationships with all different personality styles.

These podcasts were created by Wiley’s Director of Research Dr. Mark Scullard who has overseen a majority of the creation of the DiSC profiles.

You can listen to or download the podcasts by clicking on these icons.

Happy listening!


Navigating the DiSC® Model


We realize that a lot of people might hear “DiSC” and have no idea what it even is or does (conversely, if they do know of DiSC, they might not understand the history and validity behind it). With this in mind, let’s talk about Everything DiSC theory – explained in a way that is clear, thoughtful, and concise. 

Everything DiSC 101

Everything DiSC® is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. But, what is the DiSC model? The DiSC model is a simple yet powerful model that describes four basic behavioral styles: D, i, S, and C, and serves as the foundation for each distinct Everything DiSC application.

  • D: Dominance
  • i: Influence
  • S: Steadiness
  • C: Conscientiousness

Everyone is a blend of all four DiSC styles – usually one, two, or even three styles stand out. Each person has a unique behavioral profile with different styles and priorities – no one style better or worse than the next. We believe that these differences in style can be extremely valuable. Once you assess these differences and harness their value, better workplace communication AND healthier organizations become possible. Seems simple, right? It is. But it’s not simplistic.

Here’s why:

Wiley has been researching and analyzing DiSC for over 40 years. In fact, our DiSC Classic Paper Profile was the first DiSC assessment ever! (You’ll always know it’s our DiSC by our signature lower-cased “i” in DiSC.) As technology has evolved, DiSC has too. Our online DiSC assessments use the most advanced assessment method (adaptive testing) and sophisticated algorithms to quickly analyze a person’s responses and deliver the most precise feedback possible. The profile translates these assessment results into a personalized narrative that’s both actionable and memorable. All of our Everything DiSC personality assessments are application-focused, so the feedback is presented to you as a leader, manager, individual contributor, or salesperson.


DiSC Theory

Two Dimensions of Human Behavior

Although DiSC describes four styles, the model is, at its core, two-dimensional. These two dimensions reflect fundamental aspects of human nature and can be viewed as independent constructs.

Everything DiSC Vertical Dimension

The vertical dimension is best described as the level of activity, ranging from active to thoughtful. People with DiSC styles at the top of the circle tend to be fast-paced and are often described as assertive, dynamic, and bold. Conversely, people with styles that fall toward the bottom of the circle tend to be more moderate-paced and are often described as calm, methodical, and careful.

Everything DiSC Horizontal Dimension

The horizontal dimension runs from questioning to accepting. People with DiSC styles that fall toward the left side of the circle are naturally more skeptical in nature and are often described as logic-focused, objective, and challenging. On the other hand, people with styles on the right side of the circle are naturally more receptive in nature and are often described as people-focused, empathizing, and agreeable.


The Four Quadrants of DiSC

The D (Dominance) style is active and questioning. This describes people who are direct, forceful, and outspoken with their opinions.

The i (Influence) style is active and accepting. This describes people who are outgoing, enthusiastic, and lively.

The S (Steadiness) style is thoughtful and accepting. This describes people who are gentle, accommodating, and patient with others’ mistakes.

The C (Conscientiousness) style is thoughtful and questioning. This describes people who are analytical, reserved, and precise.

Although the DiSC dimensions form four distinct styles, it is probably more useful to think of the DiSC circle in continuous terms. Consider that each of the four styles blends into their neighboring styles much the same way that colors blend into one another on the color wheel. So while there are four distinct styles, because a person can be a blend of styles, Everything DiSC actually encompasses 12 unique DiSC styles (see graphic below for each style’s designated zone on the map). For instance, people with a Di style are more likely than people with the D style to describe themselves as daring and convincing, and a person with an iD style is more likely than someone with the i style to describe himself as charismatic and dynamic. In both cases, these two styles (Di and iD) share something with the D and i styles, but they also have characteristics that differentiate them from those singular styles.

You may also notice that when discussing DiSC, we go out of our way to say “a person with the C style” rather than simply calling someone a “C”. This subtle difference in language is meant to mitigate the natural temptation to pigeonhole people. For example, it is likely that a person with the C style is quite capable of patiently listening to a coworker describe their hurt feelings, even though this is more of an S quality.



Okay, so those are the building blocks of DiSC theory: the two dimensions of human behavior, the four quadrants of DiSC, and the 12 unique DiSC styles. Of course, this post is only lightly scratching the surface (as you can see, there’s a lot that goes into Everything DiSC – we delve deeper in our other blog posts!), but it’s helpful to get some grounding on the foundation of this powerful assessment. DiSC has a rich, substantial background, and we’re excited to keep sharing it with you. Because Everything DiSC is so much more than a personality assessment or a dot placement on a colorful map; it’s a way to inspire self-awareness and lasting behavior change.


This blog content belongs to Everything DiSC, a Wiley brand.


Catalyst™: A new Everything DiSC learning platform


Great News – Wiley has come out with a new engine/operating system of DiSC!

Catalyst™ is a new platform designed to make it easier for organizations to integrate DiSC into their work on an ongoing basis. It connects independent learning and facilitated sessions in a single, personalized space.

Everything DiSC on Catalyst is a game-changer. Your DiSC Profile is no longer just a PDF file – it is in a dynamic, live platform called Catalyst where you can see all of your workmates, how you are similar and different, and how you can work together more effectively. It truly is a “catalyst” for culture change.

Each Everything DiSC on Catalyst learning experience starts with our best-selling Everything DiSC Workplace application. From there, learners can continue their DiSC journey with other more specific DiSC profiles (Agile EQ, Management, Productive Conflict – stay tuned for more applications of DiSC coming in the future!). Wiley’s future vision is to migrate and create more applications of DiSC to Catalyst so that DiSC will become a continuous learning experience. Whether it’s learning to transform conflict or manage with impact, you will be able to continue adding value to your clients and learners over time using Everything DiSC on Catalyst.

Here’s How It Works.

The Everything DiSC Assessment – each person is invited to take the online Workplace assessment which is powered and proven by 40+ years of research. This self-assessment informs the content and builds the foundation for an ongoing, personalized learning experience. As soon as the assessment is completed, participants will have immediate access to the Catalyst platform.


Catalyst – an interactive learning platform gives immediate access to the results of the assessment which allows learners to delve into their style and develop new skills. The platform houses all of the DiSC results for everyone in the learner’s organization which means that it is quick and easy to get real-time tips and strategies about how to build better working relationships with others.


Workplace on Catalyst Facilitation. Brings the learner’s DiSC results to life in an instructor-led experience that engages and educates. Possible to conduct as in-person training or as virtual training. Modules include scripted content, new learning videos, and activities. Short-format, modular design that is easily tailored to any group size or time constraint.


P.S. Catalyst currently works only in English and with English language profiles.

Introducing the Catalyst learning platform

Catalyst takes your Everything DiSC experience to the next level by making the hard work of lasting behavior change possible—even fun!


On Catalyst, learners will:

1. Take the Assessment

As the original DiSC provider with over 40 years of expertise, Everything DiSC offers a proven, scientifically validated assessment with a 90%+ accuracy rating from learners worldwide. Learners respond to behavioral statements on a five-point scale to measure their preferences and tendencies based on the DiSC model.

2. Discover Their DiSC Style

Catalyst delivers each learners’ assessment results using a personalized, narrative-style behavioral profile. The personalized profile content:

  • Deepens self-understanding through the lens of each learner’s unique DiSC style
  • Gives learners insights into their own preferences and tendencies
  • Lays the groundwork for a transformational learning experience full of “aha!” moments

3. Connect with Colleagues

The Find Colleagues feature enables learners to integrate DiSC into their day-to-day work lives. Learners can use this feature to:

  • Compare DiSC styles and gain tips for more effective interactions
  • Easily navigate through the platform to view comparison continua, actionable tips, and more
  • Adapt to the unique needs of each person and situation they encounter in real-time

4. Learn about DiSC·ology

This section guides learners through modules that familiarize them with the DiSC model and the theory behind it. The modules are:

  • The DiSC model
  • The 12 styles
  • DiSC research
  • DiSC theory
  • DiSC history

5. Access other DiSC assessments for Ongoing Learning

Catalyst offers a range of DiSC application content designed to help learners develop the social and emotional know-how for more effective interactions at work. After completing the first DiSC module (Workplace), the learner can continue their learning with the next DiSC profiles along with new facilitation from a certified DiSC trainer. This will help to keep DiSC alive in the organization and offer great follow-up training options for those who have already experienced DiSC once.

Investing in organizational culture should have a lasting impact – and now it can!

Pricing Table New Learner Past DiSC Learner
Workplace on Catalyst (Base experience) 15 Credits FREE UPGRADE
Agile EQ on Catalyst (Add-on experience) +10 Credits +10 Credits

*Past Everything DiSC (any profile) and DiSC Classic in English learners are eligible for a free Everything DiSC Workplace on Catalyst upgrade through December 31, 2021.

For more information, download the Everything DiSC on Workplace brochure.

If Catalyst sounds interesting and you would like to know more, please let us know here and we can introduce you the platform personally!


Empathy in the Workplace: Overcoming Three Common Misconceptions


It’s no secret that many people love working from home. Over this past year, we were all tossed into a grand experiment in which many of us learned how to work remotely. Remote work comes with many advantages: suddenly, you are free to roll out of bed in the morning and join a meeting, pick up your child in the middle of the afternoon, or work out immediately after the workday ends.

However, many of these perceived benefits to the employee come at an almost imperceptible cost: we feel less connected to our workplace and coworkers. And this is not surprising! When we trade these natural times to connect for virtual interaction, the opportunities for colleagues to connect on a personal level—let alone express empathy—are few and far between. We think a decline in workplace empathy could tell part of the story of why people are feeling disconnected right now.

A 2020 State of Workplace Empathy report by Businessolver found that the number of employees who feel their workplace is empathetic has declined from 78% to 68%, down 10% from previous years. Furthermore, the percentage of HR professionals who felt their organization is empathetic declined even more dramatically from 95% to 77%.

At its core, empathy is about understanding someone else’s point of view, and it is essential for creating cooperative and productive relationships in the workplace. Research also shows that developing an empathetic workforce contributes to increased motivation, productivity, and lower turnover. If empathy is essential to workplace success, why might it be on the decline? We hypothesize that three common misconceptions can prevent leaders from prioritizing this important business imperative:

  • Building an empathetic workforce takes more time than it’s worth.
  • Expressing empathy requires a certain level of vulnerability and being vulnerable in the workplace can be seen as a weakness.
  • It’s tough to know how people are feeling when you aren’t face-to-face, so practicing empathy isn’t essential in a remote/hybrid workplace.

However, you can overcome all three of these misconceptions with strategic investments in your workplace culture. Let’s take a look at each misconception and reframe our thinking.


Misconception #1: Building an empathic workforce takes more time than it’s worth

One of the keys to creating strong and healthy workplace morale is good communication. You’ve likely had meetings where people talk over one another, so only the loudest ideas in the room gain traction. Conversely, you may have seen the opposite, where no one talks, and the collective silence is taken as a tacit agreement to the prevailing idea. This is where a skill like empathy really matters, it allows people to read situations and respond accordingly, which fosters human connection, allowing people to work better together.

Empathy is considered a soft skill, also known as a social and emotional skill. These skills allow us to improve our relationships with our co-workers, develop more productive teams, and resolve conflicts when necessary. However, soft skills are hard work and require a time investment to be effective. Many of us don’t always think we have the time to invest in soft skills development because they can’t be directly tied to business objectives. But, research suggests that investing in employee well-being and soft skill development increases retention, engagement, productivity, and overall job satisfaction. With a time investment on the front end, your team will learn how to stretch beyond their natural tendencies to express empathy in every situation, ultimately getting to great ideas more quickly.


Misconception #2: Expressing empathy requires a certain level of vulnerability and being vulnerable in the workplace can be seen as a weakness


Empathy in the workplace requires you to be, to a certain extent, a little bit vulnerable. And you might be thinking, “be vulnerable at work? No thank you!” But being vulnerable at work is important because it helps to create a culture of trust. And if you’re a manager, creating a culture that allows space for vulnerability is critical. For instance, would you rather have your employees ask for help when they are having problems because they trust you will respond with empathy, or would you prefer to become aware of issues when deadlines are missed because your team does not feel comfortable opening up to you when concerns arise?

According to Harvard Business Review, “managers who display high levels of empathy have three times the impact on their employee’s performance than those who display low levels of empathy.” When leaders have high levels of emotional intelligence, they create an atmosphere where their employees feel supported and thus more engaged.


Misconception #3: It’s tough to know how people are feeling when you aren’t face-to-face, so practicing empathy isn’t essential in a remote/hybrid workplace


Your working environment has likely shifted due to the universal challenges of the past year. Virtual meetings and communications have become a part of your new normal. As a result, you are often not in physical proximity with your coworkers, making it easy to forget that you are working with people who also have their own communication styles, behaviors, and natural tendencies. Some coworkers thrive while working from home, while others miss all the daily interactions that come from working in an office. According to Virtual Vocations, there are four concrete ways to show empathy with a remote and hybrid team:

  1. Incorporate unstructured face time into virtual meetings.
  2. Allow each person time and space to contribute.
  3. Listen and encourage different perspectives.
  4. Always remain open to communication.

By implementing these concepts, empathy can increase in the remote or hybrid workplace, and what follows is a more inclusive, harmonious, and efficient remote team. That’s a result worth the effort.

Empathy is an investment in building an environment that people want to be a part of—the kind of place that inspires people to do what they do even better. The good news? You can reverse the decline in workplace empathy by providing your entire team with the opportunity to learn the social and emotional skills that are critical for creating lasting change through positive and productive day-to-day interactions.

Because empathy is a skill that doesn’t come naturally to everyone, and it takes effort to learn and develop, it’s imperative to provide your people with the right tools for self-discovery. That’s where Everything DiSC® can help. Everything DiSC utilizes the DiSC model to describe four basic behavior styles: dominance, influence, steadiness, and conscientiousness. While identifying your DiSC style is a step towards richer personal growth and understanding, it is only one piece of the relationship puzzle. Taking that knowledge, a step further and putting it into practice leads to tangible transformation.


Can a DISC Profile Measure Both Adaptive and Natural Behaviour?


Some DISC tools claim to measure “natural behavior” vs “adapted behavior”. These are typically older DISC tools similar to our DiSC Classic® profiles. The questionnaire in these types of assessments consists of groups of four words where you have to choose a word that is most like you and a word that is least like you. As a result, you see two graphs – one with the words you picked that are most like you and one with the words that are least like you. The sum of these two graphs shows your DISC style.

Some DISC tool providers claim that the graph with your “most” choices shows “adapted behavior” (because it is a very conscious choice), while the graph with your “least” choices shows your “natural behavior” because it is a less conscious choice.

“Our researchers have not been able to find any scientific evidence that supports this interpretation, and when reviewing research reports from assessment providers who make this claim, we cannot find any research that documents that one graph shows natural behavior and the other adapted behavior.”


While you can have a lot of good conversations around natural and adapted behavior, we don’t see any evidence that DISC actually measures this.

Most other DISC providers claim that the first and second graphs measure adaptive and natural behaviour. This is a myth. The British Psychological Society, in the early 90s, performed its own validation study on the 24-item DISC questionnaire and concluded that Graph I and II were measuring nothing more than different views of self-perception. Current DISC providers continuing to make this assertion are working with outdated and unsupported facts.

When a person is responding to the basic 24-item questionnaire they are simply focusing on their self-perception – a singular focus. It is implausible to then believe that they could get two different results from that single focus such as adaptive and natural behaviour.

Adjusting Results for Social Bias

It is standard practice in the world of psychometric testing to recognize that when a person is assessing themselves, they have a tendency towards social bias – to choose items that are more socially desirable as being like them, such as “friendly”, and to not choose socially undesirable attributes such as “aggressive”.

The original 24-item questionnaire developed by John Cleaver offered attributes that describe the different behaviours that DISC measures and asked which of these attributes are most like you, and which are least like you. Then the least scores were subtracted from the most to determine the difference. This formed three graphs – most like, least like, and the difference. The reason for this type of questionnaire design was to reduce the impact of people tending to answer with responses that were more socially desirable.

This showed up in the psychometric analysis in that Graph 3, the difference scores, were always more internally reliable than Graphs 1 or 2.

For some reason, many providers of DISC profiles do not provide the results of Graph 3 – the only graph that can show the person’s overall self-perception with the removal of the social bias.

There is a myth that “you don’t need graph III, only using Graph I and II is more accurate”.



First, Wiley does not use Graph I, II and III anymore in their new generation tools (they were only used in DiSC Classic), since the new generation Everything DiSC instruments use a “circumplex”, which is a circular map, with 8 priorities around it. This “new” model goes all the way back to the origins of DiSC where it used to be drawn on a circle. So why the fuss about Graph I, II and III? Because some people claim Graph III is more accurate while others claim you should not consider Graph III, since using Graph I and II, “showing natural and adapted behavior” as some claim, is more effective.

Historically, Graph III is the result of adding up the scores of Graph I and Graph II.

Why was that done? Because the instrument (the 24 question forced-choice) was unprecise, and the research report written in 1996 proves that. By upgrading the questions and adding 4 new questions, Wiley strongly improved the accuracy of the instrument (called Personal Profile System 2800, and later on DiSC Classic II), which has been the DiSC profile of choice for decades.

In the early days of DISC, Walter Clarke and John Cleaver used the “vector analysis tool”, which consisted in a set of cards that would describe a person’s behavior, “as seen by herself and as seen by others”. William Moulton Marston also mentioned “natural and adapted behavior” in his writing. However, since John Cleaver designed the first 24 question assessment, there have been no specific questions measuring “adapted or natural” behavior. This was established by Wiley when they lead extensive research and by the British Society of Psychology around 1994. This does not mean that people do not adopt “natural” or “adapted” behavior, it just means that the 24 and subsequent DISC assessment questionnaires are not designed to measure that specifically.

There are many significant differences between the Everything DiSC® assessment and other DISC tools available in the marketplace, including our use of the little ‘i’ to differentiate our bestselling assessments from the others.

But what sets Everything DiSC apart as the most valid and reliable tool on the market?

The Assessment Questionnaire

The first DISC profile developed was a 24-item questionnaire developed by John Cleaver in the 1950s and most of the other DISC profiles available today still use a version of that original 24-item forced-choice questionnaire.

The Everything DiSC questionnaire that sets our profile apart is our use of a five-point Likert scale and our use of adaptive testing technology. There is no forced choice – respondents respond to all items. When the respondent answers inconsistently on any scale, the program asks additional questions to get a more accurate plot of their position on that scale.

This methodology increases the accuracy of the Everything DiSC assessment significantly over the 24 item version. This technology behind Everything DiSC profile is light years ahead of the technology behind other DISC profiles in the marketplace.

Four Scales versus Eight

Everything DiSC is the only DISC profile that measures more than the basic four scales of D, I, S and C. What our research has found is that the combination scales, Di, iS, SC  and CD are not an addition of the two styles they represent – they are an integration of the two dimensions.

For example, the Di style has strengths that are unique to the combination that are not shared by the D or i styles independently.


Research and Quality Standards

Everything DiSC is published by John Wiley & Sons, Wiley is a 208-year-old multinational publishing company with a strong reputation in the academic and professional world.

You probably had several Wiley-published textbooks during your university days. Wiley does not publish anything that has not met the most rigorous standards of validity and reliability.

So Wiley developed items that measure these four combination scales in 2007 when the first Everything DiSC profiles were released. The addition of adaptive testing technology in 2012 took our DiSC profiles to another level.




Handling Difficult Participant Behavior in DiSC trainings


In any training there may be times when you have to deal with disruptive or difficult behavior, such as participants who like to share a lot, side conversations, interruptions, off-subject conversations, personal attacks, or negativity.

As a facilitator, you may need to intervene on occasion. Referencing the ground rules and guidelines may be all that is needed. Something as simple as eye contact or asking for input from another participant may stop undesirable behavior.

Below are a few typical difficult participant behaviors that a DiSC Certified Trainer may experience in their training.


The Quiet One.

Some people are naturally quiet, and others become quiet in a seminar setting. While you should not expect these people to change dramatically, you may be able to help them participate more than they would otherwise. As we mentioned earlier, watching for nonverbal clues is one method. For other people, you may have to use your judgment to gauge how comfortable they are with participating.


The Talker.

As a facilitator, you have to strike a balance between giving the participants the freedom and staying on schedule with your seminar topics. Once in a while, you may encounter a participant who tries to monopolize the group’s time. After allowing this individual enough time to make his or her point, firmly but courteously move along to the next topic. For example:

– “Maria, I’m sorry to interrupt you. We still have a great deal to cover. Perhaps we could continue this discussion after the session.”

– “Tom, you may not have realized that we still need to hear from Joe and Cate. If we have time, we’ll come back to you and hear more.”


The Bored One.

Boredom is usually expressed through people’s behavior and comments. Some people actually are bored, and others pretend to be bored to set themselves apart from the rest of the group.

Too many participants acting this way can have a negative effect on the morale and enthusiasm of the group. The best way to reduce this kind of behavior is to draw these people into the group by recognizing them and asking for their contributions.


The Arguer.

A disagreement among participants can be constructive or damaging, depending on the issue and how the disagreement is handled. At all costs, you should avoid letting someone cause you to lose your temper.

As the facilitator, you can set an example of how to argue. You can reduce tension if you disagree with the statement rather than with the person making the statement. Consider this retort: “Tom, I totally disagree with you.” Would this reduce tension?

A more constructive response would be “Tom, you present an interesting argument. There is one part that is still difficult for me to understand. Could you elaborate on…..”


The “Know-It-All.”

People may appear to have a lot of information because they are, in fact, knowledgeable or because they want to win attention or gain approval. Seminar participants will react to “know-it-alls” according to their own needs. Some will be grateful for the information, while others may feel threatened by a display of knowledge they do not have themselves.

People who have a lot of useful knowledge on the subject can be very helpful to the group as long as they do not use that information to monopolize the time. If necessary, thank these people for the information they have provided; then ask for additional comments from other people in the group.


The Glum One.

Have you ever noticed the kind of expression people have when sitting in a group listening to someone talk? You will notice when you are the one talking. Look around and you will notice that some participants have rather glum, unsmiling expressions on their faces. This is important only when you happen to be the one toward whom the glum expression is directed.

It’s natural to take the dour expressions personally. But remember that everyone has a mask they wear under certain conditions. That mask may not necessarily reflect how people are feeling at the moment. Accept that glum expressions are normal for many people in a seminar setting.

The previous descriptions are not intended to cover the full range of behaviors you may come into contact with on a seminar setting. They will help alert you, however, to the wide variety of behaviors you may experience from seminar participants.

As a facilitator, use your flexibility to adapt to each person in the group according to his or her behavior. The participants will appreciate your sensitivity, and the sessions will run more smoothly.


Know Yourself

Each participant has a certain style of behavior. You also have a particular way of behaving. Like others, you have been conditioned to react to your environment in certain characteristic ways. Your style will be one factor in determining the training methods you are most comfortable using.

You cannot totally change your style, but you can modify your behavior for limited periods of time when necessary. To be an effective facilitator, you may have to “flex” your behavior so that you can meet the needs of a broad range of individuals.

The guidelines in this article can hopefully help you become a more effective facilitator. However, no one can instantly adapt to all types of participants and put these suggestions into practice. A major part of learning comes from doing. You, too, will learn by actually conducting the training sessions. An effective facilitator does not need to be perfect in every way. You do not need to be a speech major, psychologist, or an expert on personality and behavior. What you do have to be is sensitive to the requirements of participants in your group. Prepare yourself for the session and focus on the strengths and capabilities of the participants. Have confidence in yourself.


State of Hiring report – insights from 3000 hiring managers globally


Wiley surveyed 3,000 hiring managers to understand recruiting, interviewing, selecting, and onboarding needs. The results, explored in detail in The State of Hiring whitepaper, are clear: what enables organizations to hire the best talent is a consistent, data-driven hiring process—even if that means a complete revamp.

Download the report here.

Read more about PXT® recruitment- and selection tool:



IPB Partners is the 2020 Emerald Award Winner


We are excited to share that Wiley has honored IPB Partners with the prestigious title of Everything DiSC and The Five Behaviors Emerald Award Winner for our outstanding achievement and commitment to optimizing organizational culture and teamwork.

We want to thank all of our clients for your trust and great work!

I’m certified in DiSC®. Now what?


Congratulations on completing your DiSC® certification training and becoming a certified DiSC user!

You are now part of one of the biggest certified HR networks in the world as there are tens of thousands of certified DiSC users across the world who are all connected by a belief and wish to make the world a better place by helping to improve the communication and understanding between people.

You can find here some ideas and recommendations about the next steps to begin your journey with DiSC.

1. Apply what you learned

Test out your knowledge by giving feedback and analyzing the DiSC profile of your family member, friend or colleague. This should give you some experience and confidence before starting to give feedback professionally.

2. Get to know the Certification Package materials

After the certification, you received an onboarding welcome email with access to our DiSC Certification Package. Familiarize yourself with the materials there so that you know where is what.

3. Start marketing and sales process

Prepare materials to introduce DiSC to your clients/colleagues.

Customize presentation slides and brochures for your own use. Add DiSC credentials to your LinkedIn page and to your website (if applicable).

4. Listen to your DiSC style’s podcast

These podcasts were created by Wiley’s Director of Research Dr. Mark Scullard who has overseen a majority of the creation of the DiSC profiles. It’s also a good idea to listen to podcasts of other styles to better understand the mindsets and point-of-view of other people.

5. Do you need a DiSC Facilitation Kit?

It’s possible to purchase ready-made training programs for every Everything DiSC solution. DiSC Facilitation Kits give everything you need to confidently lead a training session on your own using Everything DiSC profiles. The Kits are available in English and include a facilitator guide, presentation slides, participant materials, engaging activities and over 60 minutes of learning videos. Choose from a host of learning modules, activities and videos or modify the materials for your own need. For further information about the Facilitation Kits, check this page or contact us at

6. What next? You might be interested in our other solutions too!

The Five Behaviors is a powerful assessment-based program that helps organizations to build truly cohesive and effective teams.

ProfileXT® helps to make the very human decisions about hiring simpler and smarter.

Prosci® is a global leading change management methodology that helps to prepare organizations and people for successful changes.


If you are interested to hear more about any of those solutions, feel free to contact us.

Welcome to the DiSC family and looking forward to very successful cooperation.


Everything DiSC Workplace is now a certified assessment tool by European Federation of Psychologists’ Association!


We are thrilled to announce that Everything DiSC Workplace® in English has been granted a DNV-GL Certification!

(Some of you might be thinking, “I have no idea what that is, but it sounds like a big deal…”)

It is! The European Federation of Psychologists’ Association (EFPA) has developed a widely used standard for reviewing psychological tests—which helps organizations, practitioners, and learners make informed decisions about the quality and utility of an assessment. And the DNV-GL, an accredited body, has certified the compliance of our assessment to the EFPA’s standard. When prospective client or learner sees that Everything DiSC Workplace has been awarded the DNV-GL certification mark, they can feel confident that our assessment is a quality choice.

See the detailed review report here.


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Paldiski mnt 29, corpus B, 6th floor
Tallinn, Estonia 10612

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