What is DiSC?
DiSC is an easy-to-use, research-based model of behaviour at work. It describes four styles: Dominance, Influence, Steadiness and Conscientiousness. Everyone uses all four, but most people lean towards one or two, and that shapes how they communicate, decide and handle pressure.
Two simple questions about behaviour
The DiSC circle is built on two dimensions. Is a person more fast-paced and outspoken, or more moderate-paced and reflective? And are they more questioning and sceptical, or more accepting and warm?
- D is fast-paced and questioning
- i is fast-paced and accepting
- S is moderate-paced and accepting
- C is moderate-paced and questioning
No style is better than another. Each one brings strengths to a team, and each one has blind spots.
D, i, S and C at a glance
What each style tends to bring, what happens under pressure, and how to work well with them.
Dominance
Direct, decisive and focused on results.
At workMoves fast, speaks plainly and likes a challenge. Wants the bottom line first.
Under pressureCan come across as blunt or impatient, and push past other people.
Working with themBe brief and specific. Lead with the result, give them options and control.
Podcast: the D style, 57 min
Influence
Outgoing, enthusiastic and focused on people.
At workBrings energy, builds relationships and gets others on board with an idea.
Under pressureCan lose track of details, overpromise or talk ideas through for too long.
Working with themBe friendly and open. Give them room to talk, recognition and a bit of fun.
Podcast: the i style, 55 min
Steadiness
Calm, patient and dependable.
At workListens, supports the team and keeps things running steadily.
Under pressureCan avoid conflict, say yes too easily and resist sudden change.
Working with themBe patient and sincere. Explain changes early and show how people are affected.
Podcast: the S style, 48 min
Conscientiousness
Analytical, precise and focused on quality.
At workChecks the facts, thinks things through and cares about getting it right.
Under pressureCan seem distant or critical, and hold back until everything is certain.
Working with themBe accurate and logical. Give them data, time to think and clear expectations.
Podcast: the C style, 60 min
Read the complete guide to the DiSC styles →Official information about DiSC →
“Seek first to understand,
then to be understood.”
Stephen R. Covey, author of The 7 Habits of Highly Effective People
Everyone is a blend
Most people aren’t just one style. Everything DiSC® shows each person as a dot on the circle: the closer the dot is to the edge, the stronger the style. That gives 12 blended styles, such as Di, iS or CD, and a personal set of priorities.
- All styles are equally valuable. DiSC describes, it does not rank.
- Style is not a box. People can and do stretch beyond their natural style.
- Style is fairly stable, but experience, culture and role shape how it shows.
- Understanding yourself comes first, then understanding the people around you.
Everything DiSC® vs generic DISC tests
DiSC as a theory is public, so many tests use the name. Everything DiSC® is published by Wiley, whose assessment business began as the first publisher of a DiSC assessment in the 1970s. You’ll recognise it by the lower-case “i”.
Generic DISC tests
- A fixed questionnaire with forced choices
- Four scales
- A letter or a bar chart
- A short, general description
- Rarely reviewed independently
Everything DiSC®
- Adaptive: asks extra questions when answers are unclear
- Eight scales on a circle, 12 styles and priorities
- A precise position on the DiSC circle
- About 20 pages of personalised, practical advice
- Workplace certified by DNV to the EFPA test-quality standard
How the DiSC model developed
1928
The theoryPsychologist William Moulton Marston describes four patterns of behaviour in Emotions of Normal People.
1970s
The first DiSC assessmentJohn Geier builds the first DiSC questionnaire. The company behind it later becomes Inscape Publishing.
2007
Everything DiSC®The circle model, adaptive testing and personalised reports replace the old bar-chart profiles.
Today
Wiley and Catalyst™Wiley publishes Everything DiSC®. The Catalyst™ platform keeps DiSC in daily work after the report.
Try DiSC for yourself, or with your team
Everything DiSC® profiles
The full, validated assessment and a personal report of about 20 pages. 10% off your first order.
How DiSC helps
What changes in teams, for managers and in sales when people use DiSC.
DiSC® certification
Learn to run DiSC sessions yourself, in about ten hours online.
About the DiSC model
What does DiSC stand for?
DiSC stands for the four styles in the model: Dominance, Influence, Steadiness and Conscientiousness. The lower-case “i” is the signature of Everything DiSC®, published by Wiley.
Which DiSC style is the best?
None. Every style has strengths and blind spots, and teams work best with a mix. The point of DiSC is to understand the differences, not to rank them.
Is DiSC a personality test?
It is more accurate to call it a behavioural assessment. DiSC describes how people tend to behave at work, not their intelligence, values or abilities.
Can DiSC be used for hiring?
No. Everything DiSC® is designed for development, and its independent review does not recommend it for selection. For hiring decisions, use an assessment built for it, such as ProfileXT®.
Can my DiSC style change?
Your basic style is fairly stable, but it can shift with experience, role and life events. There is usually no need to retake the assessment within two years.
How is DiSC different from Myers-Briggs?
They answer different questions. The MBTI® describes personality preferences as 16 types. DiSC focuses on observable behaviour at work and gives practical tips for working with each colleague, which makes it quick to apply in teams.
How accurate is Everything DiSC®?
Everything DiSC® uses adaptive testing, and its scales show test-retest reliability of .85 to .88, well above the .70 research threshold. Everything DiSC® Workplace is certified by DNV to the EFPA test-quality standard.
Want to use DiSC with your team?
Tell us about your team or your plans. We’ll suggest an approach that fits.