The DiSC® model classifies four dimensions of behavior commonly referred to as:

  • Dominance –  tends to prioritize getting immediate results, taking action and challenging themselves and others
  • Influence – tends to prioritize expressing enthusiasm, taking action and encouraging collaboration
  • Steadiness – tends to prioritize giving support, maintaining stability and enjoying collaboration
  • Conscientiousness - tends to prioritize accuracy, maintaining stability and challenging assumptions

Who created the DiSC® Model?

The original DiSC model was originally based on the 1928 work of Dr. William Moulton Marston at Columbia University.

The four quadrant behavioral model was developed to examine the behavior of individuals within their environmentally specific situation. DiSC looks at behavioral styles and behavioral preferences. It was Marston's 1928 book, "The Emotions of Normal People," which introduced the DiSC model to the public. Marston, a contemporary of Carl Jung, defined four categories of human behavioral style: Dominance, Influence (Inducement), Stability (Submission) and Compliant, Conscientious or Caution. Marston used Compliance.

In 1972, Marston's work was researched and updated by Dr. John Geier and Inscape Publishing, (now a Wiley Brand) at the University of Minnesota. The DiSC model and its complimentary assessment tools have helped over 50 million people in 20+ languages over the last 40 years.

What is EPIC®?

EPIC stands for Electronic Profile Information Center. EPIC is an online profile delivery system that provides a simple way to send, customize, print, and store your profiles.

What are EPIC® credits?

EPIC works on a credit system. You purchase credits for your EPIC Account and they become the currency used to pay for profiles. Each profile has a credit value and you purchase the number of credits you need for the profiles you plan to use.

EPIC Credits can be used for any report at any time and they never expire. You can lower your profile costs by purchasing credits in quantities, receive them into your account electronically and “bank” them to use with any profiles you generate in the future.

Why is the "i" in DiSC® printed in lower case?

The lower case "i" in DiSC is a Wiley trademark - originally a printer’s error. Being flexible and adaptable, Wiley and its predecessors; Inscape Publishing, Carlson Learning Company, Performax, decided to copyright the mistake and create their branding of DiSC, using the small i.

Always look for the DiSC Assessment with the small i. If your version doesn't have a lower case "i" it is not from Wiley. 

How should people answer the questions? Should they think about themselves in the workplace, in a social situation or in general?

Many factors affect a person's profile results and the response focus is important. If you're administering the assessment in a work setting it is recommended that the respondent answer questions with that setting in mind. Our environment (e.g., at work, at home, with friends) does play an important role in our understanding of DiSC. 

Can my profile change over time?

In general, the average person’s profile tends to stay fairly consistent over time. You may find some small differences in your results especially if you have changed positions or find yourself in a new work environment. Many people, though, are unlikely to experience major shifts in style. If it has been two years or more since you last took the profile, we recommend taking it again to ensure the most accurate and up-to-date information.

Which assessment should I use for part of the hiring process?

Everything DiSC assessments do not predict success in employment or in particular job classifications, so they are only one data point in an array of information used to select a candidate.

Are Everything DiSC profiles available in other languages?

Yes. Contact us if you have a need for profiles in other languages.

What is a DiSC Group Culture Report?

The DiSC Group Culture Report describes all profiles in your selected group of participants. The report includes an illustration of the group's distribution of DiSC styles and detailed information on how each individual's style may affect the culture of the group or organisation.

How valid and reliable are Everything DiSC® profiles?

Wiley, the publisher of Everything DiSC assessments, is committed to maintaining the highest standards of instrument development and application through a careful research and development process. Each instrument is designed to offer valid scores and provide accurate interpretations or feedback based on your scores. Take a look in our Research, Reliability & Validity section for more information

What Are The Advantages Of Using The Everything DiSC Model?

The Advantages of the Everything DiSC assessment vs. other versions and models of DISC include:

  • More emphasis on interpersonal relationships and comparisons.
  • Group dynamics are easier to gauge as are their implications.
  • Better integration of the four styles. The circular model is truer to Marston’s original work, which found the four DiSC styles to be a blending of styles, as opposed to four silos.
  • The circular DiSC model is more intuitive. It is easier to understand, apply and remember.
  • The Everything DiSC model allows for application layers that provide participates with immediate relevance to their field or profession. Currently the model is used for the workplace, leadership, management, sales and team cohesiveness.