• D is for Dominance – how you relate to problems and challenges
• I is for Influence – how you relate to people and persuade them
• S is for Steadiness – how you pace yourself and respond to change
• C is for Compliance – how you related to rules and procedures

Want to know more about the DISC model? Follow this link for a more complete explanation of the DISC Model.

It takes most people about 10 minutes to complete an assessment. Of course, depending on your behavioral style, it might take you more or less time.

Once you have completed the questions, your report will be automatically emailed to you in a PDF file. How long it takes to get to you depends on the speed of your Internet connection.

Please call us at 1-888-347-2949 ext. 1001. There are times reports get routed to SPAM folders, or can’t get past firewalls. We can retrieve it from the database

It depends. There are many versions of the DISC assessment and many ways to purchase. Please info@discwizardonline.com so we can get a better sense of what you’re looking for.

DISC measures observable behavior and emotions. It will tell you HOW you take action, communicate, and behave in most circumstances. DISC will not measure your intelligence, values, education, etc.

Validity studies show the accuracy of the DISC Assessments. I have been using the assessments for over 11 years and I can tell you most people find their report to be 90-95% accurate. Although the report claims to be only 85% accurate – because human beings are complex creatures that cannot be encapsulated by one report – most people find their reports scarily accurate!

Most organizations are looking for results. Results come from the right people taking the right actions. Behavioral analysis helps you identify the right people.
In any situation or environment where understanding people better would be beneficial, DISC can help. Specifically, our clients use it for:

• Hiring the right people
• Performance Development
• Team Building
• Conflict Resolution
• Career Planning/Succession
• Coaching

Absolutely! Some instructors of DISC tell you it can’t be used in hiring because it isn’t predictive in nature. We have a different philosophy. In our experience, you can predict how a certain style will behave in everyday, normal environments. That is why our clients tell us it’s like having a crystal ball. (Of course, human beings are complex and can surprise you – especially in unusual circumstances.)

The Department of Labor indicates that pre-employment assessments should be 1/3 or less of the hiring decision, and we completely agree with that. However, our assessments show a side to the applicant that cannot be determined through interviews, resumes, background checks, etc.

We would not claim our assessments guarantee success of an applicant, however, we can ensure clients are making the most informed decisions about their new hires.

Yes. My style. Just kidding! No one set of behavioral types is superior to the others. They all have value and they all produce results in their own way. Success comes from people being in the right environment/job for their style.

No. DISC only measures observable behavior and emotions. It cannot tell us if someone is emotionally or psychologically healthy or unhealthy. That being said, with a DISC Assessment, the disparity between the Natural and Adapted graphs have been shown to indicate the amount of stress a person may be feeling. How that person deals with stress though is as unique as the person’s behavioral style. Some people deal with stress well and for others it’s debilitating.

In any situation or environment where understanding people better would be beneficial, DISC can help. We have clients applying DISC in:

• Performance Development
• Team Building
• Conflict Resolution
• Career Planning/Succession
• Coaching