What is DISC?

DISC is a needs-motivated, observable behavioural profiling system which measures the energy you are putting into dominating problems, influencing people, steadying the environment, and complying to rules and details.

What style is Best?

Your style is the best! All styles have unique strengths and challenges.

What makes the DISC Profile so popular?

DISC is a short description of YOU, custom designed in 10-15 minutes. It helps you to recognise your own style, it gives you tools to help you become a better you – to develop and use more of your natural strengths while recognising, improving upon, and modifying your limitations. Then, because we can easily see and hear these behaviours, we can quickly and accurately ‘read’ other people and use our knowledge to enhance communication and grow our relationships.

Why do people like DISC?

DISC shares information about our favourite topic – US! It is also a quick and easy assessment, and the model is easy to recall, non-threatening, makes authentic sharing easy.

What does DISC actually measure?

DISC measures our underlying emotions, needs and fears (like an iceberg), the primary concern that drives all behaviour. Through self-selection, you choose the words that are most like you and the words that are least like you, and through theseresponses, the tool reveals your behavioural style.

Why don’t all Ds (or Is, Ss or Cs) act/communicate the same?

We all have different biases, preferences, motivations/values, critical thinking skills, experience, education, and intelligence levels that influence our behaviour. DISC is a combination of nature and nurture, so we all have had different things shape us. The same way that we all have different hair or prefer different flavours of ice cream, we all act and communicate in different ways. Plus, we need all four styles in the world to be as effective as possible.

How accurate are the DISC assessment results?

Our DISC has high statistical accuracy, validity, reliability through studies over many years. The best measure of validity is YOU – does it represent how others see you behaving at least 80+% of the time?

If there is inaccuracy, it is typically caused by human errors – time, focus, objectivity. If you think too much, take too long, focus on more than one area or try to trick the instrument, the results could be inaccurate. It’s best to do it quickly, without too muchanalysing, and go with your natural response or gut feeling.

If you take the DISC Assessment in different periods in your life or a different role, will the results be the same?

Do you have the same attitudes, beliefs, and values? Are you living the same life? DISC is a snapshot of how you see yourself in the activity, focus, and environment which you are answering. As you think, so you are. Behaviour is always affected by the decisions you are making and may not make, and you can choose to change. However, your natural tendencies may be more consistent.

DISC recognises that people change over time and in specific situations, and relationships rather than putting you in a particular ‘box’ for life.

Are your reports audited?

Yes, our reports are audited by the Assessment Standards Institute and are maintained to the highest standards of development and application through extensive research and we diligently work to validate and ensure our reports are accurate. Each report is designed to provide clear interpretations and feedback based on the individual’s self-perception score that is then confirmed with face validity (to ensure the assessment measures what it says it will measure).

We also practice a philosophy of transparency and openly share our rigorous reporting, research, and validation information to ensure a high degree of confidence for use in business, non-profit, coaching, or counselling.

How old is DISC?

DISC has been around for a long time!

The 4 quadrant distinctions have roots in the ancient four humours theory, but it was Hippocrates around 400BC who brought it to medical theory with the four temperaments: sanguine, choleric, melancholic, and phlegmatic. Each were associated to certain moods, emotions, and behaviours. Many others also shaped our modern view of temperaments.

In the 1920’s Freud and Jung first began studying human behaviour. Dr William Moulton Marston was the first to conduct research on the emotions of normal people, and he developed the four behaviour types in 1928 that precede what we use today: D-Dominance, I- Inducement, S-Submission and C- Compliance. He taught DISC literacy, and how to understand observable clues to tell their story as well as what motivates the primary style. Although Will Marston contributed to the creation of the DISC assessment, he did not create it or even intend to use DISC as an assessment.

It was Walter Clarke in 1956 who created the DISC assessment based on Martson’s theory. About 10 years later, the first self-description test was used asking respondents to choose between terms to identify their style. There have been many versions of the DISC model and the assessment tool used, with varying degrees of validity and reliability.

How does MBTI compare to DISC?

MBTI is more complicated for the average person, and DISC is more intuitive to read and understand. With DISC, a coach isn’t necessary to explain – it’s only 4 styles that are very simple and practical. MBTI is 16 combinations of 4 different letters.

MBTI is also a psychological assessment, DISC is a needs-based, observable behaviourand emotion. DISC is self-assessment, and MBTI is evaluated by another party.

Can you take the DISC Assessment in other languages?

Yes, the online assessment can be taken in 30+ languages and the report will still be available in English. It is important that the participant is able to comprehend the questions when answering.

How private and secure are my individual results?

Only names and email addresses are collected and there is no right or wrong data when it comes to DISC results. All information is secured within MS Azure environmentwhich is cloud based, encrypted, protected behind multiple firewalls.

What applications can DISC be used for?

DISC has a wide variety of applications, i.e.: Individual Development, Team Development, Leadership Development, Behavioural Change, Conflict Resolution, Performance, Talent Identification and Sourcing, Change Management, Coaching, Increasing Sales & Customer Service, Collaboration Training, Succession Planning, Mentoring, Productive Meetings and more.

Can I get samples of your assessments?

Of course, just email us - contact@crosscheck.com.au outlining which sample assessments you’d like, and we’ll make sure they are with you as quickly as possible.