DiSC
DiSC Profiles and Various Characteristics of PersonalityDiSC Profiles have been used for over 40 years to help individuals improve job performance, increase their job satisfaction, and work more effectively with others.
These behavioral assessments help people identify how much of each of the four dimensions of behavior (Dominance, Influence, Steadiness and Conscientiousness) they tend to exhibit in a particular situation.
Inscape Publishing's research yielded a mathematical structure that consists of two major dimensions:
Perception of personal power in the environment
In the DiSC model the "D" and "i" DiSC personality types both tend to perceive themselves as more powerful than the environment. In other words, they feel that they have control over their surroundings and may be more assertive and proactive. Whereas the "S" and "C" types both tend to perceive that they are less powerful than the environment and have little direct control over the environment. They tend to be more adaptive and reactive.
The "D" and "C" styles tend to see their environment as unfavorable, so they may be resistant, skeptical, orunwelcoming. The "i" and "S" styles, however, tend to see the environment as favorable, so they are generally accepting, welcoming, or friendly.
The four DiSC styles are related to each other and each style has something in common with the styles adjacent to it as shown below.
"D" shares a common dimension with "i" (Active) and with "C" (Questioning), but none with "S." So for example, someone who is thoughtful and accepting of things tends to be patient and empathetic, which are common characteristics of the "S" style. At the other end of the axis, someone who is active and questioning is typically perceived as being direct and results-focused, which would indicate the "D" or Dominant style.
The combining of personality types in this employee assessment is particularly helpful as it forms a model that we can picture in our mind's eye. This allows employees to understand the essence of the four styles quickly and intuitively. They may then identify similarities and differences between their own behavioral tendencies and the tendencies of others. Based on behavioral queues, they'll be able to read the DiSC styles of others. They will also have an understanding of what they must do in order to adapt when working with various personality types.
These behavioral assessments help people identify how much of each of the four dimensions of behavior (Dominance, Influence, Steadiness and Conscientiousness) they tend to exhibit in a particular situation.
Inscape Publishing's research yielded a mathematical structure that consists of two major dimensions:
Perception of personal power in the environment
- Perception of relative favorableness of that environment
In the DiSC model the "D" and "i" DiSC personality types both tend to perceive themselves as more powerful than the environment. In other words, they feel that they have control over their surroundings and may be more assertive and proactive. Whereas the "S" and "C" types both tend to perceive that they are less powerful than the environment and have little direct control over the environment. They tend to be more adaptive and reactive.
The "D" and "C" styles tend to see their environment as unfavorable, so they may be resistant, skeptical, orunwelcoming. The "i" and "S" styles, however, tend to see the environment as favorable, so they are generally accepting, welcoming, or friendly.
The four DiSC styles are related to each other and each style has something in common with the styles adjacent to it as shown below.
"D" shares a common dimension with "i" (Active) and with "C" (Questioning), but none with "S." So for example, someone who is thoughtful and accepting of things tends to be patient and empathetic, which are common characteristics of the "S" style. At the other end of the axis, someone who is active and questioning is typically perceived as being direct and results-focused, which would indicate the "D" or Dominant style.
The combining of personality types in this employee assessment is particularly helpful as it forms a model that we can picture in our mind's eye. This allows employees to understand the essence of the four styles quickly and intuitively. They may then identify similarities and differences between their own behavioral tendencies and the tendencies of others. Based on behavioral queues, they'll be able to read the DiSC styles of others. They will also have an understanding of what they must do in order to adapt when working with various personality types.
360
Introducing Everything DiSC 363® for Leaders: a new kind of 360! Finally, a 360 for DiSC® users! But Everything DiSC 363® for Leaders isn't just any 360. It combines the best of 360s with the simplicity and power of DiSC, plus three personalized strategies for improving leadership effectiveness. The result is a 360° experience that's more productive and satisfying.
So how is 363 different?
First, we took the sting out of 360 feedback.
For many leaders, 360s can be a frustrating experience. Open-ended comments can be unfocused and unhelpful and can even derail the learning process. With our exclusive selectable comments feature, CommentSmart, raters can give focused, balanced, constructive feedback—that the leader can actually use.
Then, we made it easier to understand and use.
Everything DiSC 363 for Leaders isn’t a collection of dry spreadsheets and charts without any explanation or story. Clear visuals and a conversational narrative style interpret and explain the data, making the report easy to understand and use.
And finally, we answered the “Now what?”
With a lot of 360s, the leader's response can be, “Now what?” Everything DiSC 363 for Leaders answers that question by giving leaders their next steps with three things they can focus on now.
All-New Profile
Research-validated online assessment with a 22+ page 360° profile helps leaders understand how others see them, using intuitive, easy-to-read visuals, rich cuts of data and feedback breakdowns, plus three personalized strategies for effectiveness. (Sample PDF)
CommentSmart
Save time and reduce stress with CommentSmart, our exclusive selectable comments feature that allows raters to choose from highly-tested, behavior-focused comments to give more richness, context, and depth to their feedback.
Leaders and Raters
Leaders are given a two-part online assessment: The Everything DiSC assessment and the Leadership Behavior section about how they tend to lead.
Raters are given a two-part online assessment: the same Leadership Behavior section that the leader takes and the Leadership Requests section that asks which leadership practices they’d like to see the leader do more of.
Raters are broken into four groups: Direct Reports, Peers, Manager and Other. Any combination of groups may be used and leaders can have an unlimited number of raters.
So how is 363 different?
First, we took the sting out of 360 feedback.
For many leaders, 360s can be a frustrating experience. Open-ended comments can be unfocused and unhelpful and can even derail the learning process. With our exclusive selectable comments feature, CommentSmart, raters can give focused, balanced, constructive feedback—that the leader can actually use.
Then, we made it easier to understand and use.
Everything DiSC 363 for Leaders isn’t a collection of dry spreadsheets and charts without any explanation or story. Clear visuals and a conversational narrative style interpret and explain the data, making the report easy to understand and use.
And finally, we answered the “Now what?”
With a lot of 360s, the leader's response can be, “Now what?” Everything DiSC 363 for Leaders answers that question by giving leaders their next steps with three things they can focus on now.
All-New Profile
Research-validated online assessment with a 22+ page 360° profile helps leaders understand how others see them, using intuitive, easy-to-read visuals, rich cuts of data and feedback breakdowns, plus three personalized strategies for effectiveness. (Sample PDF)
CommentSmart
Save time and reduce stress with CommentSmart, our exclusive selectable comments feature that allows raters to choose from highly-tested, behavior-focused comments to give more richness, context, and depth to their feedback.
Leaders and Raters
Leaders are given a two-part online assessment: The Everything DiSC assessment and the Leadership Behavior section about how they tend to lead.
Raters are given a two-part online assessment: the same Leadership Behavior section that the leader takes and the Leadership Requests section that asks which leadership practices they’d like to see the leader do more of.
Raters are broken into four groups: Direct Reports, Peers, Manager and Other. Any combination of groups may be used and leaders can have an unlimited number of raters.