DISC

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DISC is a behavioral assessment tool based on the theory developed by Dr. William Molton Marston.  The theory centers on 4 different behavioral traits: dominance, influence, steadiness, conscientiousness.  It is a non-judgmental and easy to understand tool used for discussion of behavioral differences and preferences.  Probably because of this, DISC enjoys immense popularity and acceptance in the HR community.

Interesting but useless fact...William Molton Marson is credited with creating Wonder Woman.  

DISC is quite useful in improving team dynamics, communication, sales skills, and behavioral issues.  DISC is easy to understand, it can be effectively explained quickly in a fun and interactive team workshop.  Because people can learn the basics of DISC quickly, it tends to be accepted and embraced.  The truth is, most people just enjoy learning about one another using DISC in an open interactive workshop.

When partnered with other tools such as those measuring critical thinking skills or values/motivators, DISC becomes an important part of predicting performance and role fit.  Standing on its own, DISC is not typically a good predictor of fit or performance.  This is why tools ONLY depending only utilizing behavioral assessments may let you down.  

Behavior is the tip of the iceberg...it's what you can see.  Behavior is how an individual delivers those choices and decisions made, influenced by motivators/values into the workplace...the part of the iceberg not always readily visible to you is critical thinking skills and motivators/values.  For that reason, we recommend DISC on its own for improving communication and team dynamics and DISC paired with other tools in your selection and development processes.

• DISC is NOT a complete profile or a complete personality profile.  It is a behavorial assessment...it describes how an individual will deliever his or her decisions and choices into the world.  DISC is the delivery truck; not the contents of the truck.  DISC is an extremely valuable tool but it is NOT the ONLY tool you need to understand human performance or dynamics.  Other imortant elements to consider are: Values and Motivators; Critical Thinking; and, as ALWAYS, background and credentials.
• DISC is DISC is DISC...what you get from one DISC vendor is the same as what you get from them all.  NOT TRUE.  The theory was never patented.  So, different vendors offer different tools and products.  Our DISC tools have been hand-picked for quality and we believe that we offer the VERY BEST in DISC tools.  Our tools not only focus on the presence of certain behavioral characteristics and preferences in individuals, but also on the absence of those same characteristics and that influence on behavior.
• DISC tells you who is a fit for what role and who will be a star vs a dud.  FALSE. DISC is not a predictor of performance or success and there is no real best DISC profile for any position. The only way to determine whether or not a person is truly "suited " to a role is to scientifically benchmark that role and develop a performance assessment of that role (we can do that!)
• DISC is not a measure of intelligence or honesty.
• People cannot change or adapt their behavior to fit circumstance or situations. FALSE!  People can change their behavior and, the knowledge and self-awareness DISC provides, can facilitate that adaption when necessary.

DISC tools and workshops provide you and your team beneficial information about themselves and each other.  Knowledge of human behavior, understanding needs and wants, and being able to identify and adapt to different behavioral styles will provide you with a key to unlocking better interaction with people.  However, to build a complete view of performance or to predict performance, a more complete picture including credentials, values, and critical thinking should to completed.  Having said that, DISC can be used very effectively and economically to improve team dynamics and communication...and, it is fun, too!