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.
DiSC learning experience is designed to deepen the learner’s understanding of themselves and others. The ultimate goal is that this new level of understanding and self-awareness improves their relationships and their (workplace) performance in a variety of contexts.
But achieving this powerful impact requires the appropriate use of DiSC. While DiSC is a tool that supports a variety of social and emotional contexts in the workplace, it’s possible to misuse the tool. This article gives some guidelines for how DiSC should—and shouldn’t—be used so you and your organization can get the most out of your experience.
DiSC Don’ts
An excuse for poor behavior: It can be tempting to excuse bad habits or an unwillingness to adapt and stretch outside behavioral comfort zones by blaming one’s DiSC style. But doing so results in missed opportunities to recognize destructive habits or behaviors and work toward improvement and growth.
If you’re familiar with DiSC, it’s possible you’ve heard comments like, “Robert’s a D-style, so you just have to deal with how blunt he is!” Or maybe, “It’s my i-style…I just have to speak my mind.” Unfortunately, these types of statements often wind up stunting development and encouraging stereotypes, which is the antithesis of what DiSC stands for.
Categorizing people or making snap judgments on individuals: Arguably the most-common misuse of DiSC is “labeling” a person based on their DiSC style. But labeling a person or their abilities based on DiSC style can cause unfair generalizations and stereotypes. For example, “You can’t take an i-style seriously—the workplace is all fun and games!” or, “All C-styles get too bogged down in the details to see the big picture.” Just because a person prioritizes a certain behavioral tendency doesn’t mean they cannot stretch. It just may be more uncomfortable or take more of their energy.
DiSC Do’s
Apply a framework for understanding behavioral tendencies: Learners have a new way to organize and think about their own behavior as well as that of others. DiSC can illuminate learners’ patterns to help predict and navigate relationships more effectively.
Use as a conversation catalyst to get to know, adapt to, and value others: DiSC can be used as a jumping-off point to build relationships and maximize each interaction. It builds empathy for others, knowing that the powerful insights learned about oneself are just as true and powerful for others—regardless of how different they might be from your own.
Instill a common language in an organization: DiSC gives a common language to complex, sometimes sensitive topics. It’s simple without being simplistic and offers pragmatic, actionable ways to better connect and collaborate.
These are just some of the ways DiSC should and shouldn’t be used in the workplace (or in general). DiSC gives us a framework for understanding behavior, but the real value of DiSC is not in simply knowing a person’s DiSC style—it goes much deeper than that.
The real magic happens when DiSC becomes part of an organizational culture where people have an open dialogue about their priorities and preferences and use DiSC as a springboard for discussion. This dialogue is an opportunity to learn more about a person’s style, and then figure out ways to adapt to their needs.Because DiSC is used as a catalyst for conversation—versus a tool to categorize people—it becomes more about growing and building effective working relationships. Beyond this, learners are empowered to take what they learn from DiSC and stretch outside their comfort zone, manage their team more effectively, or actively improve their emotional intelligence, depending on which solution is being applied. And that’s when we see real, lasting growth for organizations and individuals alike.
This blog content belongs to Everything DiSC, a Wiley brand.
Lots of attempts have been made to find simple logical models that would allow people to be more effective in any collaboration. Effective relationships and behavior mean:
More adequate understanding of oneself and one’s influence on others
Being able to consciously increase one’s personal strengths
Understanding and valuing other people’s differences
Adapting one’s behavior to better meet the needs of other people and situations
DiSC deals with human behavior – the visible and more easily adaptable part of a person. The DiSC profile as an assessment tool does not deal with assessing personality or abilities but focuses on how a person perceives the world and how it affects his or her behavior and preferences.
The purpose of DiSC is not to label people. In fact, it’s the opposite – to get them out of their box and increase their behavioral amplitude. Thus, it is necessary to know oneself as well as have the ability to “read others” and respond to other people’s priorities in the right way.
DiSC is the most widely used behavioral tool in the world. Over the past 40 years, more than 50 million people have benefited from the DiSC model and training tools. DiSC partners and certified trainers form the largest network of HR experts in the whole world. DiSC partners and certified consultants form the world’s largest network of personnel experts. The most widely used areas of DiSC are teamwork, leadership, coaching, personal development, sales and recruitment.
In order to understand how DiSC methodology can benefit people, it is first necessary to understand the model itself.
It all started 90 years ago with William Moulton Marston’s theory of human behavior. Marston noticed that effective people behave according to the environment, i.e. they can anticipate the expectations or demands of the environment and choose the behavior accordingly. In his opinion, any human behavior could be described through 4 dimensions – dominance, sociality, submission, acceptance. He argued that people are a mixture of all four styles, there is no ‘best’ style – all styles have their strengths and weaknesses and they can all be more or less effective. It is important to be aware of when it is wise to use natural and consciously adapted behaviors.
Today, the terminology of the Marston model has been updated according to the vocabulary and requirements of modern psychology. The abbreviation DiSC is formed from the initials of the English names of these four main natural behavioral dimensions – dominance, influence, steadiness, conscientiousness.
There are many varieties of the DISC assessments on the market, using somewhat different terminology as well as different types of questionnaires and profiles. The most significant success over the last 20 years has been achieved by Everything DiSC® by Wiley (previously Inscape Publishing).
So what is behind the remarkable popularity and practicality of the DiSC methodology?
– Simple but not simplistic. Each profile tells a story that the learner can easily connect with; the learner can act immediately to put the insights and strategies into practice with anyone. We keep this story simple while offering rich content that learners can understand and remember to keep the lessons from DiSC applicable in the long term.
– Reliability. Although the world around us is in constant change, some things always stay the same. One of those is human nature and psychology which has not changed much for millennia. This is also the reason for the DiSC method being timeless. Of course, DiSC tools are constantly being developed, improved and updated, which makes them relevant and easy to implement in today’s world.
– Transformational learning. We often hear that once people experience DiSC profiles, they see the world and others through a new lens. These tools have the power to transform learners’ understanding of themselves and others, offering new choices for how they interact with the people around them. This recognition is a truly eye-opening and powerful experience, but for many, it comes surprisingly late without the right tools.
In current times we all have an increased need for better communication. Continuing work and maintaining relationships through social distancing is challenging for all of us. How to make working from homework for us?
The DiSC concepts of “adapt” and “stretch”, which mean flexing into behaviors and mindsets not typically associated with our natural personality types, are skills that are even more important now. Some of us work happily from home and others need more support to make it work. However, every personality has the ability to be productive from home, but what works for one person might not work as well for another.
Consider how different personalities will respond to a video meeting with no agenda. Will the D-style feel like it will be a waste of time if there’s no agenda? Is the i-style excited about the chance to see everyone and their home setups? Will the S-style worry about how they should prepare? Is the C-style wondering why there’s any need for a video meeting when all of this could be done via email?
Being aware of personality differences and adapting to each other takes commitment and practice. But taking the time to set yourselves up for success is time well spent. You’ll be building team trust and relationships with each other – all positive signs of a cohesive team.
D style
As a D-Style person, you will probably be eager and ready for the challenge of working from home. You feel like you’ll get lots done; you’ll be able to focus your energy. But you probably wonder about being able to work with your team from a distance.
Strengths
You’re results-oriented and driven, so you’ll get done what you need to get done.
You will ask for what you need to be successful from home.
You’re willing to try new collaboration and communication tools.
Challenges
You might be tempted to take shortcuts to complete something that’s been recently stalled.
You might move ahead on something too quickly, or ahead of the rest of the team.
Your communication style might feel cold to others and leave colleagues feeling unappreciated or even hurt.
i style
You’re usually ready to try something new, so working from home might seem exciting at first. You understand that you’ll need to find new ways of staying connected with your colleagues and friends from work. You’re probably more likely than others to keep your extended work networks alive and active.
Strengths
You are naturally positive and enthusiastic and can use that energy to rally your team and maintain a feeling of camaraderie.
You won’t forget that human interaction is a human need and can make sure that time is created for socializing.
You like to experiment and will probably have ideas to share with the rest of the team about how to make working from homework for all of you.
Challenges
Working alone can be stressful for you and you’ll be easily distracted.
Routines can feel stifling, but they can also be very helpful in supporting the self-discipline you’ll need to stay focused and on task.
You might want to charge ahead when you should be asking for more specific instructions or for clarification around communications.
S style
You enjoy friendly, cooperative workplaces and will miss the ease of collaboration that physical nearness enables.
Strengths
You like clear, complete, yet concise and friendly communication. You can model that for your team.
It might be easier for you to contribute your ideas and share your knowledge when given the extra time communicating online can provide.
Working alone isn’t stressful for you. You’re unlikely to get distracted from your focus on the team and its goals.
Challenges
Lack of frequent check-ins at a personal and professional level might leave you feeling disengaged or anxious.
New communication technologies might unsettle you. You’ll need to practice with them with someone you trust.
Others in your home, including children and pets, might want to demand your time during work hours and you’ll have to say “no” or shut them out of your room.
C style
You enjoy your independence and the space to think things through thoroughly. You might not understand the frustrations others feel about not seeing each other at your workplace.
Strengths
You probably have the discipline and focus to make working at home easy.
Your attention to detail will help you evaluate the resource needs of the team and to select the most reliable technologies.
You don’t require a lot of face time or feedback to know you’re doing a good job.
Challenges
Your quick-and-dirty or to-the-point communication may make others feel alienated from you.
You might be tempted to just do a task yourself, rather than delegate it or collaborate on it.
Maintaining warm personal relationships with colleagues could be challenging and you’ll need to find new strategies for doing so.
Do you recognize the strengths and challenges of your style? What other challenges have you faced in adapting to remote work?
Thank you for some of the ideas https://www.discprofiles.com/blog/2020/03/disc-working-from-home
As we all experienced first-hand now, we live in rapidly-changing and challenging times and workplaces. Some even call today the “era of always-on transformation.” I’m not sure about you, but to us “always on transformation” sounds exhausting! And it IS exhausting for most people. According to Bersin by Deloitte’s 2018 “Meet the Modern Learner” report, people working in today’s modern workplace are overwhelmed, exhausted, and distracted.
Here are a few facts that stood out to us:
More than 80% of all companies rate their businesses as “highly complex” or “complex” for employees.
Yet, fewer than 16% of those companies have a program to “simplify work” or help employees deal with stress.
Today there is a growing population (40% of the population!) who believe it is impossible to succeed at work and have a balanced family life.
Beyond Deloitte’s report, Gallup’s recent State of the Global Workplace report highlights a very serious global engagement problem…fewer than 15% of the global workforce is actively engaged.
You see, the very same, rapidly-changing workplace that is draining people of their precious energy, requires more now than ever beforefrom those same people. As the global workforce becomes more VUCA (volatile, uncertain, complex, and ambiguous), it’s the people of an organization that fuels success and drives competitive advantage. As such, there has been a shift in perception around organizational culture, from nice-to-have to need-to-have. As quoted by Gary Vaynerchuk, “The most important thing for your speed, your company, and your service is your internal culture.”
But if we know anything about culture, we know it means very different things to different organizations. Culture, like almost anything else, is not one-size-fits-all. For some organizations, it’s “how we do things around here.” Others place a robust framework around a culture that articulates corporate values and behavioral policies. Still more, an unwritten behavioral code is learned over time. While the way we define and shape culture has infinite approaches, we know that there are three unifying characteristics of culture today:
Culture is unique to each organization
It is a critical driver of success
It’s one of the hardest things to change. Period.
So what do we do? If culture is critically important to an organization’s future success, yet one of the hardest things to change, how do we rally people and organizations to make the leap toward better? How do we enable organizations to make true cultural transformation possible?
True cultural transformation does not just happen on its own. It’s the collection of thousands of moments, interactions, and choices made by each individual that builds the dynamic nature of culture. True transformation is an ongoing effort that takes not just Human Resources, not just the leaders of an organization, but each and every individual of an organization making a conscious effort toward positively contributing to their culture. True cultural transformation, while ultimately the responsibility of an organization, needs a catalyst.
We believe DiSC can be that catalyst.
Today, we are thrilled to formally share the Everything DiSC promise with all of you our manifesto video titled, DiSCOVER THE POWER OF WE™. While we are proud of this video, we are even more proud of the millions of lives DiSC has impacted and the thousands of organizational cultures our solutions have helped start down the path from personalized insight to culture change. If you love this video as much as we do, share it with your friends! Because now more than ever, it’s time we empower all PEOPLE to engage, connect and thrive in today’s modern workplace.
This blog content belongs to Everything DiSC, a Wiley brand.
Whether you have used EPIC platform for many years, or you have started just recently – you might not be aware of these 3 great functions that can add value to your respondent journey with DiSC while also saving admin time for you.
1. Create Sample Reports from your own EPIC account – Great for getting sample DiSC profiles with your customization for any marketing or sales situation
Instructions:
Go to Create Sample Reports and choose the report you need. Once generated, download or email the report.
From the next page select the profile that you need and follow the instructions until you are able to download or view your freshly created sample report.
2. Resend Login Information – Great for sending access codes emails again to those who are late or for some reason haven’t received the first email
Instructions:
Go to Resend Login Info in EPIC homepage, click Search and then choose to which pending respondent you wish to resend the access code email. Confirm the action and the email has been resent.
3. View Report function – Great for deciding if the respondents get their result straight-away or not
Instructions:
On the last page of Create a New Report, under Add Respondents box you will see the View Report option. Choose Yes if you would like respondents to get the profile, or No, if not:
Generally, we recommend not to give respondents their results before they can get feedback from a certified DiSC user or trainer. However, in certain situations (recruitment, or to someone with previous DiSC experience) it might be needed to give results straight away.
