Everything DiSC Manual E-Book

Mark Scullard

• Herausgeber: John Wiley & Sons
• Kategorie: Fachliteratur
• Sprache: Englisch

Seitenzahl: 361

Veröffentlichungsjahr: 2025

Beschreibung

The Definitive Guide to Everything DiSC

HR and talent management professionals look to Everything DiSC to develop individuals in the areas of leadership, management training, sales training, and team building. The Everything DiSC Manual is the professional's comprehensive guide to the research that supports the Everything DiSC suite of assessments.

With this complete reference tool, professionals can access the research and theory behind Everything DiSC. In addition to providing an in-depth overview of the DiSC model and the various applications associated with DiSC, the Everything DiSC Manual provides coverage on the following key topics:

• Research supporting the validity and reliability of the DiSC styles
• An overview of DiSC as it intersects with current psychological theory
• Case studies modeling the proper interpretation of the tool
• DiSC as it applies to gender, ethnicity, and education

This manual is an essential reference tool for anyone facilitating Everything DiSC products.

Leseprobe

Table of Contents

Cover

Table of Contents

Title Page

Copyright

List of Tables

List of Figures

Preface

CHAPTER 1: DiSC Overview and Theory

The Purpose of Everything DiSC

The DiSC Model

The Two Dimensions Behind DiSC

The DiSC Quadrants

The Twelve Everything DiSC Styles

Connection to Other Models and Psychometric Theory

CHAPTER 2: Methodology of Development

Previous Assessments Measuring the DiSC Model

Everything DiSC Technical Development

CHAPTER 3: Administration and Scoring of the Assessment

Appropriate Populations

Accessing the Everything DiSC Assessment

Responding to the Assessment

The Scales Within Everything DiSC

Adaptive Testing Procedures

Scoring

CHAPTER 4: The DiSC Scales and Styles: Reliability and Validity

Reliability of the DiSC Scales and Styles

Evidence for the Validity of the DiSC Scales

Evidence for the Validity of the DiSC Styles

CHAPTER 5: Demographic Considerations

Internal Reliability by Gender, Race, and Education

Correlation Matrices by Gender, Race, and Education

Variance Accounted for by Gender, Race, and Education

Distribution of Style by Gender, Race, and Education

Distribution of Inclination by Gender and Race

CHAPTER 6: The Everything DiSC Applications

Everything DiSC Workplace

Everything DiSC Sales

Everything DiSC Management

Everything DiSC Productive Conflict

Everything DiSC Agile EQ

Everything DiSC Work of Leaders

Everything DiSC 363 for Leaders

CHAPTER 7: The Everything DiSC Comparison Continua

Scoring of the Comparison Continua Scales

Reliability of the Comparison Continua

Validity of the Comparison Continua

CHAPTER 8: Interpretation of Results

Interpretation of Style

Interpretation of Inclination

Interpretation of Shading

Case Studies

Appendices

Appendix A: DiSC History

Appendix B: Everything DiSC Sample Demographics

Appendix C: Correlations Among the Everything DiSC Assessment and Other Assessments

Appendix D: Style Distribution

Appendix E: Leadership Correlations

Appendix F: ANOVA Results

Appendix G: Correlations Among the Work of Leaders and Other Assessments

References

Index

End User License Agreement

List of Tables

Chapter 1

Table 1.1 NEO-PI-3 Subscales Loading on the Surgency and Positivity Factors...

Chapter 2

Table 2.1 Scale Sub-constructs

Chapter 3

Table 3.1 Description of the Eight DiSC Scales

Table 3.2 Correlations Between the Base and Extended Versions

Table 3.3 Priorities/Mindsets Listed by Everything DiSC Application

Chapter 4

Table 4.1 Internal Consistency of the Everything DiSC Scales

Table 4.2 Scale Test-Retest Reliabilities

Table 4.3 Stability by Degree

Table 4.4 Scale Intercorrelations

Table 4.5 Expected Scale Intercorrelations

Table 4.6 Actual and Predicted Scale Relationships

Table 4.7 Factor Analysis Eigenvalues

Table 4.8 Factor Loadings for the Eight DiSC Scales

Table 4.9 Angular Locations for the Eight DiSC Scales

Table 4.10 Strongest Correlations Between the Di Scale and the NEO-PI-3 and ...

Table 4.11 Strongest Correlations Between the i Scale and the NEO-PI-3 and 1...

Table 4.12 Strongest Correlations Between the iS Scale and the NEO-PI-3 and ...

Table 4.13 Strongest Correlations Between the S Scale and the NEO-PI-3 and 1...

Table 4.14 Strongest Correlations Between the SC Scale and the NEO-PI-3 and ...

Table 4.15 Strongest Correlations Between the C Scale and the NEO-PI-3 and 1...

Table 4.16 Strongest Correlations Between the CD Scale and the NEO-PI-3 and ...

Table 4.17 Strongest Correlations Between the D Scale and the NEO-PI-3 and 1...

Table 4.18 DiSC Descriptive Paragraphs

Table 4.19 DiSC Scale Correlations with the Descriptive Paragraphs

Table 4.20 : Six Most Positive and Six Least Positive Correlations with the ...

Table 4.21 Six Most Positive and Six Least Positive Correlations with the D...

Table 4.22 Six Most Positive and Six Least Positive Correlations with the i ...

Table 4.23 Six Most Positive and Six Least Positive Correlations with the i ...

Table 4.24 Six Most Positive and Six Least Positive Correlations with the iS...

Table 4.25 : Six Most Positive and Six Least Positive Correlations with the ...

Table 4.26 : Six Most Positive and Six Least Positive Correlations with the ...

Table 4.27 Six Most Positive and Six Least Positive Correlations with the S ...

Table 4.28 Six Most Positive and Six Least Positive Correlations with the SC...

Table 4.29 Six Most Positive and Six Least Positive Correlations with the SC...

Table 4.30 Six Most Positive and Six Least Positive Correlations with the C ...

Table 4.31 Six Most Positive and Six Least Positive Correlations with the C ...

Table 4.32 Six Most Positive and Six Least Positive Correlations with the CD...

Table 4.33 Six Most Positive and Six Least Positive Correlations with the CD...

Table 4.34 Six Most Positive and Six Least Positive Correlations with the D ...

Table 4.35 Six Most Positive and Six Least Positive Correlations with the D ...

Table 4.36 Relationship Between Task Preferences and the DiSC Scales

Table 4.37 Occupations and Highest DiSC Scale Scores

Table 4.38 Six Strongest Effect Sizes for the Di/iD Style on the NEO-PI-3/16...

Table 4.39 Six Strongest Effect Sizes for the i Style on the NEO-PI-3/16PF S...

Table 4.40 Six Strongest Effect Sizes for the Si/iS Style on the NEO-PI-3/16...

Table 4.41 Six Strongest Effect Sizes for the S Style on the NEO-PI-3/16PF S...

Table 4.42 Six Strongest Effect Sizes for the SC/CS Style on the NEO-PI-3/16...

Table 4.43 Six Strongest Effect Sizes for the C Style on the NEO-PI-3/16PF S...

Table 4.44 Six Strongest Effect Sizes for the CD/DC Style on the NEO-PI-3/16...

Table 4.45 Six Strongest Effect Sizes for the D Style on the NEO-PI-3/16PF S...

Table 4.46 Style and Highest Mean Endorsement of Descriptive Paragraph

Table 4.47 Percentage of Participants Rating a Paragraph as High, by Style S...

Table 4.48 Percentage of Participants Rating a Paragraph as Low, by Style Su...

Table 4.49 Highest and Lowest Endorsed Paragraphs Among Each Style

Table 4.50 Participants’ Rating of the Overall Fit of Their DiSC Style

Table 4.51 Three Highest Practices for Each Style

Table 4.52 The Highest Style Means for Each of the Practices

Table 4.53 Actual and SME Estimated Occupation Angle

Chapter 5

Table 5.1 Internal Reliability by Gender

Table 5.2 Internal Reliability by Race

Table 5.3 Internal Reliability by Education

Table 5.4 Correlations Among the DiSC Scales; Sample: Male

Table 5.5 Correlations Among the DiSC Scales; Sample: Female

Table 5.6 Correlations Among the DiSC Scales; Sample: Some High School and H...

Table 5.7 Correlations Among the DiSC Scales; Sample: Technical School and S...

Table 5.8 Correlations Among the DiSC Scales; Sample: College Degree and Gra...

Table 5.9 Correlations Among the DiSC Scales; Sample: Asian

Table 5.10 Correlations Among the DiSC Scales; Sample: African-American

Table 5.11 Correlations Among the DiSC Scales; Sample: White

Table 5.12 Correlations Among the DiSC Scales; Sample: Hispanic

Table 5.13 Correlations Among the DiSC Scales; Sample: Native American

Table 5.14 Percentage of Variance Accounted for by Gender

Table 5.15 Percentage of Variance Accounted for by Race

Table 5.16 Percentage of Variance Accounted for by Education

Table 5.17 Style Distribution by Gender

Table 5.18 Style Distribution by Education

Table 5.19 Style Distribution by Race

Table 5.20 Distribution of DiSC Inclination by Race and Gender

Chapter 6

Table 6.1 Descriptions of the Everything DiSC Applications

Table 6.2 Statements Used to Measure Each of the Eight Workplace Priorities...

Table 6.3 Internal Reliability of the Workplace Priority Scales

Table 6.4 Test-Retest Reliability of the Workplace Priority Scales

Table 6.5 Statements Used to Measure the Sales Priorities from the Customer'...

Table 6.6 Statements Used to Measure the Sales Priorities from the Salespers...

Table 6.7 Internal Reliability of the Sales Priority Scales

Table 6.8 Statements Used to Measure the Management Priorities from the Mana...

Table 6.9 Statements Used to Measure the Management Priorities from an Emplo...

Table 6.10 Internal Reliability of the Management Priority Scales

Table 6.11 Sample Items for the Productive Conflict Priority Scales

Table 6.12 Intercorrelations Among Productive Conflict Priority Scales

Table 6.13 Internal Reliability of the Productive Conflict Priority Scales

Table 6.14 Sample Statements Used to Measure the Agile EQ Mindsets

Table 6.15 Intercorrelations Among Agile EQ Mindset Scales

Table 6.16 Internal Reliability of the Agile EQ Mindset Scales

Table 6.17 The Work of Leaders Scales

Table 6.18 Internal Reliability Coefficients for Work of Leaders Scales

Table 6.19 Intercorrelations Among Work of Leaders Scales

Table 6.20 Correlations Among Work of Leaders Scales and DiSC Scales

Table 6.21 Strongest Correlations Between the Exploration Scales and the NEO...

Table 6.22 Strongest Correlations Between the Boldness Scales and the NEO PI...

Table 6.23 Strongest Correlations Between the Testing Assumptions Scales and...

Table 6.24 Strongest Correlations Between the Clarity Scales and the NEO-PI-...

Table 6.25 Strongest Correlations Between the Dialogue Scales and the NEO-PI...

Table 6.26 Strongest Correlations Between the Inspiration Scales and the NEO...

Table 6.27 Strongest Correlations Between the Momentum Scales and the NEO-PI...

Table 6.28 Strongest Correlations Between the Structure Scales and the NEO-P...

Table 6.29 Strongest Correlations Between the Feedback Scales and the NEO-PI...

Table 6.30 Internal Reliability of the Work of Leaders Priority Scales

Table 6.31 Scale Means and Standard Deviations

Table 6.32 Approach Scales Internal Reliabilities

Table 6.33 Practice Scales Internal Reliabilities

Table 6.34 Approach Scales Inter-Rater Reliabilities

Table 6.35 Practice Scales Inter-Rater Reliabilities

Table 6.36 Approach Scales Intercorrelations

Table 6.37 Expected Scale Intercorrelations

Table 6.38 Actual and Predicted Scale Relationships

Table 6.39 Practice Scales Intercorrelations

Table 6.40 Correlation Between Self and Other Ratings

Table 6.41 Correlation Between Self and Other Ratings by Overall Leadership ...

Table 6.42 Overall Mean Ratings by Leadership Ability

Table 6.43 Correlation Between Approach Scales and Overall Effectiveness

Table 6.44 The Eight DiSC Scales

Table 6.45 Correlations Among Everything DiSC Scales and Approach Scales

Table 6.46 Differences Across the Race Subsamples on the Eight Approach Scal...

Table 6.47 Differences Across the Race Subsamples on the 24 Practice Scales...

Table 6.48 Differences Between Gender Subsamples on the Eight Approach Scale...

Table 6.49 Differences Across the Gender Subsamples on the 24 Practice Scale...

Chapter 7

Table 7.1 Definitions of the Thirteen Comparison Continua

Table 7.2 Alpha Coefficients of the Continua Scales

Table 7.3 Comparison Continua Scale Test-Retest Reliabilities

Table 7.4 Continua Scale Intercorrelations

Table 7.5 Strongest Correlations Between the Comparison Continua Scales and ...

Appendix B

Table B.1 Everything DiSC

®

Sample Demographics, Percentages

Table B.2 Everything DiSC Sample Demographics, Percentages

Table B.3 Everything DiSC Assessment Development Sample Demographics, Percen...

Table B.4 Everything DiSC Sample Demographics, Percentages

Table B.5 Everything DiSC Sample Demographics, Percentages

Table B.6 Everything DiSC Sample Demographics, Percentages

Table B.7 Everything DiSC Agile EQ Sample Demographics, Percentages

Appendix C

Table C.1 Correlation Between the Everything DiSC

®

Assessment and the 1...

Table C.2 Correlation Between the Everything DiSC Assessment and the NEO™-PI...

Table C.3 Correlations Between Comparison Continuum Scales and the 16PF

®

...

Table C.4 Correlations Between Comparison Continuum Scales and the NEO-PI-3™...

Appendix D

Table D.1 363 for Leaders Sample Style Distribution

Appendix E

Table E.1 Correlations Between the Everything DiSC

®

Scales and the Lea...

Table E.2 Correlations Between the Everything DiSC Scales and the Leadership...

Table E.3 Correlations Between the Everything DiSC Scales and the Leadership...

Table E.4 Correlations Between Leaders’ DiSC Scales Scores and the Leadershi...

Appendix F

Table F.1 ANOVA Results and Effect Sizes of the DiSC

®

Styles for Each o...

Appendix G

Table G.1 Correlations Among the Work of Leaders Scales and the Neuroticism ...

Table G.2 Correlations Among the Work of Leaders Scales and the Extroversion...

Table G.3 Correlations Among the Work of Leaders Scales and the Openness to...

Table G.4 Correlations Among the Work of Leaders Scales and the Agreeablenes...

Table G.5 Correlations Among the Work of Leaders Scales and the Conscientio...

Table G.6 Correlations Among the Work of Leaders Scales and the Scales of th...

List of Illustrations

Chapter 1

Figure 1.1 The Basic Everything DiSC Model

Figure 1.2 The Two Dimensions of DiSC

Figure 1.3 The Four Quadrants

Figure 1.4 The Twelve DiSC Styles

Figure 1.5 An Example of the Interpersonal Circumplex

Figure 1.6 Relationship Between the DiSC Model and Extraversion

Figure 1.7 The Theoretical Relationship Between the MBTI and DiSC Models

Chapter 2

Figure 2.1 Preliminary MDS Map of an Existing Dataset

Chapter 3

Figure 3.1 Location of the Eight DiSC Scales

Figure 3.2 Example of an S Style with an Extra Priority

Figure 3.3 Example of a Set of Clarifying Questions

Figure 3.4 Flow Chart of Adaptive Testing Processes

Chapter 4

Figure 4.1 The Everything DiSC Map Broken Down by Degree

Figure 4.2 MDS Map of a Two-Dimensional Solution

Chapter 5

Figure 5.1 Distribution of DiSC Inclination

Chapter 6

Figure 6.1 Everything DiSC Workplace Model

Figure 6.2 MDS Map of Workplace Priorities During Development

Figure 6.3 MDS Map of the Workplace Priorities

Figure 6.4 Everything DiSC Sales Model

Figure 6.5 MDS Map for Customers

Figure 6.6 MDS Map for Salespeople

Figure 6.7 MDS Map of the Sales Priorities

Figure 6.8 Everything DiSC Management Model

Figure 6.9 MDS Map for Managers

Figure 6.10 MDS Map for Employees

Figure 6.11 MDS Map of the Management Priorities

Figure 6.12 Everything DiSC Productive Conflict Model

Figure 6.13 MDS Map of the Productive Conflict Priorities

Figure 6.14 MDS Map for Productive Conflict Priority Scales and DiSC Scales...

Figure 6.15 Everything DiSC Agile EQ Model

Figure 6.16 Effort Meter

Figure 6.17 MDS Map for Agile EQ Mindset Scales

Figure 6.18 MDS Map of the Work of Leaders Priorities

Figure 6.19 Everything DiSC 363 for Leaders Model

Figure 6.20 MDS Map of the Approach Scales

Figure 6.21 MDS Map of the Practice Scales

Figure 6.22 MDS Map of the Approach Scales and Everything DiSC Scales

Chapter 7

Figure 7.1 Continuum Example

Chapter 8

Figure 8.1 The Everything DiSC Map by Angle

Figure 8.2 Everything DiSC Map with Plotted Dot

Figure 8.3 Example of Shading on an Everything DiSC Map

Figure 8.4 Andrea's DiSC Map

Figure 8.5 Andrea's Umbrella Graph

Figure 8.6 Rafael's DiSC Map

Figure 8.7 Rafael's Umbrella Graph

Figure 8.8 Amira's DiSC Map

Figure 8.9 Amira's Umbrella Graph

Figure 8.10 James’ DiSC Map

Figure 8.11 James’ Umbrella Graph

Guide

Cover

Title Page

Copyright

List of Tables

List of Figures

Preface

Table of Contents

Begin Reading

Appendix A: DiSC History

Appendix B: Everything DiSC Sample Demographics

Appendix C: Correlations Among the Everything DiSC Assessment and Other Assessments

Appendix D: Style Distribution

Appendix E: Leadership Correlations

Appendix F: ANOVA Results

Appendix G: Correlations Among the Work of Leaders and Other Assessments

References

Index

End User License Agreement

Pages

i

ii

vi

vii

viii

ix

x

xi

xii

xiii

xiv

xv

1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

17

18

19

20

21

22

23

25

26

27

28

29

30

31

32

33

34

35

37

38

39

40

41

42

43

44

45

46

47

48

49

50

51

52

53

54

55

56

57

58

59

60

61

62

63

64

65

66

67

68

69

70

71

72

73

74

75

76

77

78

79

80

81

82

83

84

85

86

87

88

89

90

91

92

93

94

95

96

97

98

99

100

101

102

103

104

105

106

107

108

109

110

111

112

113

114

115

116

117

118

119

120

121

122

123

124

125

126

127

128

129

130

131

132

133

134

135

136

140

141

142

143

144

145

146

147

148

149

150

151

152

153

154

155

156

157

158

159

160

161

162

163

164

165

166

167

168

169

170

171

172

173

174

175

176

177

178

179

180

181

182

183

184

185

186

187

188

189

190

191

192

193

194

195

196

197

198

199

200

201

202

203

204

205

206

207

208

209

210

211

212

213

214

215

216

217

218

219

220

221

222

223

224

225

226

227

228

229

231

233

234

235

236

237

239

240

241

242

243

244

245

246

247

248

249

250

251

252

253

255

256

257

258

259

260

261

262

263

264

265

266

267

269

270

271

272

273

274

275

276

277

278

Everything DiSC® Manual

Mark Scullard, Ph.D.

Amanda Howard, Ph.D.

Jesus Salcedo, Ph.D.

Copyright © 2022 by John Wiley & Sons, Inc. All Rights Reserved.Published by Wiley400 Highway 169 South, Suite 110, Minneapolis, MN 55426www.wiley.com

Cover design: Paula Goldstein

No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax [phone], or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-748-6011, fax [phone], or online at http://www.wiley.com/go/permissions.

Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other commercial damages, including but not limited to special, incidental, consequential, or other damages. Readers should be aware that Internet websites offered as citations and/or sources for further information may have changed or disappeared between the time this was written and when it is read.

For additional copies or bulk purchases of this book or to learn more about Wiley's Workplace Learning offerings, please contact us toll free at 1-800-653-3472 or by email at [email protected].

Library of Congress Cataloging-in-Publication Data

Scullard, Mark.

Everything DiSC manual / Mark Scullard, Dabney Baum.

pages cm

Includes bibliographical references and index.

Print ISBN: 978-1-394-37054-2

ePub ISBN: 978-1-394-36944-7

ePdf ISBN: 978-1-394-36943-0

1. Personality tests. 2. Personality assessment. 3. Personality and emotions. 4. Personality and occupation.

I. Baum, Dabney, date. II. Title.

  BF698.5.S396 2015

  155.2'83—dc23

2014046109

List of Tables

Table 1.1

NEO-PI-3 Subscales Loading on the Surgency and Positivity Factors

Table 2.1

Scale Sub-constructs

Table 3.1

Description of the Eight DiSC Scales

Table 3.2

Correlations Between the Base and Extended Versions

Table 3.3

Priorities/Mindsets Listed by Everything DiSC Application

Table 4.1

Internal Consistency of the Everything DiSC Scales

Table 4.2

Scale Test-Retest Reliabilities

Table 4.3

Stability by Degree

Table 4.4

Scale Intercorrelations

Table 4.5

Expected Scale Intercorrelations

Table 4.6

Actual and Predicted Scale Relationships

Table 4.7

Factor Analysis Eigenvalues

Table 4.8

Factor Loadings for the Eight DiSC Scales

Table 4.9

Angular Locations for the Eight DiSC Scales

Table 4.10

Strongest Correlations Between the Di Scale and the NEO-PI-3 and 16PF Scales

Table 4.11

Strongest Correlations Between the i Scale and the NEO-PI-3 and 16PF Scales

Table 4.12

Strongest Correlations Between the iS Scale and the NEO-PI-3 and 16PF Scales

Table 4.13

Strongest Correlations Between the S Scale and the NEO-PI-3 and 16PF Scales

Table 4.14

Strongest Correlations Between the SC Scale and the NEO-PI-3 and 16PF Scales

Table 4.15

Strongest Correlations Between the C Scale and the NEO-PI-3 and 16PF Scales

Table 4.16

Strongest Correlations Between the CD Scale and the NEO-PI-3 and 16PF Scales

Table 4.17

Strongest Correlations Between the D Scale and the NEO-PI-3 and 16PF Scales

Table 4.18

DiSC Descriptive Paragraphs

Table 4.19

DiSC Scale Correlations with the Descriptive Paragraphs

Table 4.20

Six Most Positive and Six Least Positive Correlations with the Di Scale

Table 4.21

Six Most Positive and Six Least Positive Correlations with the Di Scale Controlling for Leader Quality

Table 4.22

Six Most Positive and Six Least Positive Correlations with the i Scale

Table 4.23

Six Most Positive and Six Least Positive Correlations with the i Scale Controlling for Leader Quality

Table 4.24

Six Most Positive and Six Least Positive Correlations with the iS Scale

Table 4.25

Six Most Positive and Six Least Positive Correlations with the iS Scale Controlling for Leader Quality

Table 4.26

Six Most Positive and Six Least Positive Correlations with the S Scale

Table 4.27

Six Most Positive and Six Least Positive Correlations with the S Scale Controlling for Leader Quality

Table 4.28

Six Most Positive and Six Least Positive Correlations with the SC Scale

Table 4.29

Six Most Positive and Six Least Positive Correlations with the SC Scale Controlling for Leader Quality

Table 4.30

Six Most Positive and Six Least Positive Correlations with the C Scale

Table 4.31

Six Most Positive and Six Least Positive Correlations with the C Scale Controlling for Leader Quality

Table 4.32

Six Most Positive and Six Least Positive Correlations with the CD Scale

Table 4.33

Six Most Positive and Six Least Positive Correlations with the CD Scale Controlling for Leader Quality

Table 4.34

Six Most Positive and Six Least Positive Correlations with the D Scale

Table 4.35

Six Most Positive and Six Least Positive Correlations with the D Scale Controlling for Leader Quality

Table 4.36

Relationship Between Task Preferences and the DiSC Scales

Table 4.37

Occupations and Highest DiSC Scale Scores

Table 4.38

Six Strongest Effect Sizes for the Di/iD Style on the NEO-PI-3/16PF Scales

Table 4.39

Six Strongest Effect Sizes for the i Style on the NEO-PI-3/16PF Scales

Table 4.40

Six Strongest Effect Sizes for the Si/iS Style on the NEO-PI-3/16PF Scales

Table 4.41

Six Strongest Effect Sizes for the S Style on the NEO-PI-3/16PF Scales

Table 4.42

Six Strongest Effect Sizes for the SC/CS Style on the NEO-PI-3/16PF Scales

Table 4.43

Six Strongest Effect Sizes for the C Style on the NEO-PI-3/16PF Scales

Table 4.44

Six Strongest Effect Sizes for the CD/DC Style on the NEO-PI-3/16PF Scales

Table 4.45

Six Strongest Effect Sizes for the D Style on the NEO-PI-3/16PF Scales

Table 4.46

Style and Highest Mean Endorsement of Descriptive Paragraph

Table 4.47

Percentage of Participants Rating a Paragraph as High, by Style Subgroup

Table 4.48

Percentage of Participants Rating a Paragraph as Low, by Style Subgroup

Table 4.49

Highest and Lowest Endorsed Paragraphs Among Each Style

Table 4.50

Participants’ Rating of the Overall Fit of Their DiSC Style

Table 4.51

Three Highest Practices for Each Style

Table 4.52

The Highest Style Means for Each of the Practices

Table 4.53

Actual and SME Estimated Occupation Angle

Table 5.1

Internal Reliability by Gender

Table 5.2

Internal Reliability by Race

Table 5.3

Internal Reliability by Education

Table 5.4

Correlations Among the DiSC Scales; Sample: Male

Table 5.5

Correlations Among the DiSC Scales; Sample: Female

Table 5.6

Correlations Among the DiSC Scales; Sample: Some High School and High School Graduate

Table 5.7

Correlations Among the DiSC Scales; Sample: Technical School and Some College

Table 5.8

Correlations Among the DiSC Scales; Sample: College Degree and Graduate School

Table 5.9

Correlations Among the DiSC Scales; Sample: Asian

Table 5.10

Correlations Among the DiSC Scales; Sample: African-American

Table 5.11

Correlations Among the DiSC Scales; Sample: White

Table 5.12

Correlations Among the DiSC Scales; Sample: Hispanic

Table 5.13

Correlations Among the DiSC Scales; Sample: Native American

Table 5.14

Percentage of Variance Accounted for by Gender

Table 5.15

Percentage of Variance Accounted for by Race

Table 5.16

Percentage of Variance Accounted for by Education

Table 5.17

Style Distribution by Gender

Table 5.18

Style Distribution by Education

Table 5.19

Style Distribution by Race

Table 5.20

Distribution of DiSC Inclination by Race and Gender

Table 6.1

Descriptions of the Everything DiSC Applications

Table 6.2

Statements Used to Measure Each of the Eight Workplace Priorities

Table 6.3

Internal Reliability of the Workplace Priority Scales

Table 6.4

Test-Retest Reliability of the Workplace Priority Scales

Table 6.5

Statements Used to Measure the Sales Priorities from the Customer's Perspective

Table 6.6

Statements Used to Measure the Sales Priorities from the Salesperson's Perspective

Table 6.7

Internal Reliability of the Sales Priority Scales

Table 6.8

Statements Used to Measure the Management Priorities from the Manager's Perspective

Table 6.9

Statements Used to Measure the Management Priorities from an Employee's Perspective

Table 6.10

Internal Reliability of the Management Priority Scales

Table 6.11

Sample Items for the Productive Conflict Priority Scales

Table 6.12

Intercorrelations Among Productive Conflict Priority Scales

Table 6.13

Internal Reliability of the Productive Conflict Priority Scales

Table 6.14

Sample Statements Used to Measure the Agile EQ Mindsets

Table 6.15

Intercorrelations Among Agile EQ Mindset Scales

Table 6.16

Internal Reliability of the Agile EQ Mindset Scales

Table 6.17

The Work of Leaders Scales

Table 6.18

Internal Reliability Coefficients for Work of Leaders Scales

Table 6.19

Intercorrelations Among Work of Leaders Scales

Table 6.20

Correlations Among Work of Leaders Scales and DiSC Scales

Table 6.21

Strongest Correlations Between the Exploration Scales and the NEO-PI-3 and 16PF Scales

Table 6.22

Strongest Correlations Between the Boldness Scales and the NEO PI-3 and 16PF Scales

Table 6.23

Strongest Correlations Between the Testing Assumptions Scales and the NEO-PI-3 and 16PF Scales

Table 6.24

Strongest Correlations Between the Clarity Scales and the NEO-PI-3 and 16PF Scales

Table 6.25

Strongest Correlations Between the Dialogue Scales and the NEO-PI-3 and 16PF Scales

Table 6.26

Strongest Correlations Between the Inspiration Scales and the NEO-PI-3 and 16PF Scales

Table 6.27

Strongest Correlations Between the Momentum Scales and the NEO-PI-3 and 16PF Scales

Table 6.28

Strongest Correlations Between the Structure Scales and the NEO-PI-3 and 16PF Scales

Table 6.29

Strongest Correlations Between the Feedback Scales and the NEO-PI-3 and 16PF Scales

Table 6.30

Internal Reliability of the Work of Leaders Priority Scales

Table 6.31

Scale Means and Standard Deviations

Table 6.32

Approach Scales Internal Reliabilities

Table 6.33

Practice Scales Internal Reliabilities

Table 6.34

Approach Scales Inter-Rater Reliabilities

Table 6.35

Practice Scales Inter-Rater Reliabilities

Table 6.36

Approach Scales Intercorrelations

Table 6.37

Expected Scale Intercorrelations

Table 6.38

Actual and Predicted Scale Relationships

Table 6.39

Practice Scales Intercorrelations

Table 6.40

Correlation Between Self and Other Ratings

Table 6.41

Correlation Between Self and Other Ratings by Overall Leadership Ability

Table 6.42

Overall Mean Ratings by Leadership Ability

Table 6.43

Correlation Between Approach Scales and Overall Effectiveness

Table 6.44

The Eight DiSC Scales

Table 6.45

Correlations Among Everything DiSC Scales and Approach Scales

Table 6.46

Differences Across the Race Subsamples on the Eight Approach Scales

Table 6.47

Differences Across the Race Subsamples on the 24 Practice Scales

Table 6.48

Differences Between Gender Subsamples on the Eight Approach Scales

Table 6.49

Differences Across the Gender Subsamples on the 24 Practice Scales

Table 7.1

Definitions of the Thirteen Comparison Continua

Table 7.2

Alpha Coefficients of the Continua Scales

Table 7.3

Comparison Continua Scale Test-Retest Reliabilities

Table 7.4

Continua Scale Intercorrelations

Table 7.5

Strongest Correlations Between the Comparison Continua Scales and the NEO-PI-3 and 16PF Scales

Table B.1

Everything DiSC Sample Demographics, Percentages

Table B.2

Everything DiSC Sample Demographics, Percentages

Table B.3

Everything DiSC Assessment Development Sample Demographics, Percentages

Table B.4

Everything DiSC Sample Demographics, Percentages

Table B.5

Everything DiSC Sample Demographics, Percentages

Table B.6

Everything DiSC Sample Demographics, Percentages

Table B.7

Everything DiSC Agile EQ Sample Demographics, Percentages

Table C.1

Correlation Between the Everything DiSC Assessment and the 16PF

Table C.2

Correlation Between the Everything DiSC Assessment and the NEO-PI-3

Table C.3

Correlations Between Comparison Continuum Scales and the 16PF

Table C.4

Correlations Between Comparison Continuum Scales and the NEO-PI-3

Table D.1

363 for Leaders Sample Style Distribution

Table E.1

Correlations Between the Everything DiSC Scales and the Leadership Practice Scales, All Raters

Table E.2

Correlations Between the Everything DiSC Scales and the Leadership Practice Scales, Controlling for Leader Quality, All Raters

Table E.3

Correlations Between the Everything DiSC Scales and the Leadership Practice Scales, Leaders

Table E.4

Correlations Between Leaders’ DiSC Scales Scores and the Leadership Practice Scales Scores

Table F.1

ANOVA Results and Effect Sizes of the DiSC Styles for Each of the 16PF Scales

Table G.1

Correlations Among the Work of Leaders Scales and the Neuroticism Domain and Facets Scales of the NEO-PI-3

Table G.2

Correlations Among the Work of Leaders Scales and the Extroversion Domain and Facets Scales of the NEO-PI-3

Table G.3

Correlations Among the Work of Leaders Scales and the Openness to Experience Domain and Facets Scales of the NEO-PI-3

Table G.4

Correlations Among the Work of Leaders Scales and the Agreeableness Domain and Facets Scales of the NEO-PI-3

Table G.5

Correlations Among the Work of Leaders Scales and the Conscientiousness Domain and Facets Scales of the NEO-PI-3

Table G.6

Correlations Among the Work of Leaders Scales and the Scales of the 16PF

List of Figures

Figure 1.1

The Basic Everything DiSC Model

Figure 1.2

The Two Dimensions of DiSC

Figure 1.3

The Four Quadrants

Figure 1.4

The Twelve DiSC Styles

Figure 1.5

An Example of the Interpersonal Circumplex

Figure 1.6

Relationship Between the DiSC Model and Extraversion

Figure 1.7

The Theoretical Relationship Between the MBTI and DiSC Models

Figure 2.1

Preliminary MDS Map of an Existing Dataset

Figure 3.1

Location of the Eight DiSC Scales

Figure 3.2

Example of an S Style with an Extra Priority

Figure 3.3

Example of a Set of Clarifying Questions

Figure 3.4

Flow Chart of Adaptive Testing Processes

Figure 4.1

The Everything DiSC Map Broken Down by Degree

Figure 4.2

MDS Map of a Two-Dimensional Solution

Figure 5.1

Distribution of DiSC Inclination

Figure 6.1

Everything DiSC Workplace Model

Figure 6.2

MDS Map of Workplace Priorities During Development

Figure 6.3

MDS Map of the Workplace Priorities

Figure 6.4

Everything DiSC Sales Model

Figure 6.5

MDS Map for Customers

Figure 6.6

MDS Map for Salespeople

Figure 6.7

MDS Map of the Sales Priorities

Figure 6.8

Everything DiSC Management Model

Figure 6.9

MDS Map for Managers

Figure 6.10

MDS Map for Employees

Figure 6.11

MDS Map of the Management Priorities

Figure 6.12

Everything DiSC Productive Conflict Model

Figure 6.13

MDS Map of the Productive Conflict Priorities

Figure 6.14

MDS Map for Productive Conflict Priority Scales and DiSC Scales

Figure 6.15

Everything DiSC Agile EQ Model

Figure 6.16

Effort Meter

Figure 6.17

MDS Map for Agile EQ Mindset Scales

Figure 6.18

MDS Map of the Work of Leaders Priorities

Figure 6.19

Everything DiSC 363 for Leaders Model

Figure 6.20

MDS Map of the Approach Scales

Figure 6.21

MDS Map of the Practice Scales

Figure 6.22

MDS Map of the Approach Scales and Everything DiSC Scales

Figure 7.1

Continuum Example

Figure 8.1

The Everything DiSC Map by Angle

Figure 8.2

Everything DiSC Map with Plotted Dot

Figure 8.3

Example of Shading on an Everything DiSC Map

Figure 8.4

Andrea's DiSC Map

Figure 8.5

Andrea's Umbrella Graph

Figure 8.6

Rafael's DiSC Map

Figure 8.7

Rafael's Umbrella Graph

Figure 8.8

Amira's DiSC Map

Figure 8.9

Amira's Umbrella Graph

Figure 8.10

James’ DiSC Map

Figure 8.11

James’ Umbrella Graph

Preface

The DISC model was first proposed by William Marston in 1928, but it wasn't until the 1970s when the first explicit measure of this model was made widely available for general use. Although elements of Marston's original model have been retained in the current manifestation of DiSC® (i.e., Everything DiSC®), many aspects of the theory have evolved to better reflect contemporary psychological measurement and theory. Today, Everything DiSC is used in a wide range of industries to address needs such as leadership development, management training, sales training, conflict management, and team building.

The Everything DiSC offering includes, but is not limited to, assessments, profiles, and facilitation kits. Assessment refers to the measurement of the DiSC model, which is available only in an online format. Profile refers to the PDF report that is generated for the respondent so that he or she can view the results of the assessment. Facilitation kit refers to a collection of materials (e.g., videos, PowerPoint® slides, scripts) available to help practitioners conduct classroom training. This Manual is chiefly designed to discuss the assessment portion of the Everything DiSC offering.

The Everything DiSC offering is separated into seven application areas, each of which addresses a different topic. These applications are Workplace, Management, Sales, Productive Conflict, Agile EQ, Work of Leaders, and 363 for Leaders. Sections of the assessment do vary across these applications, but the core assessment of DiSC style is the same in all seven. This Manual discusses the research behind the assessment of DiSC style as well as the research associated with each of the specific applications.

CHAPTER 1DiSC Overview and Theory

The Purpose of Everything DiSC

Everything DiSC® is a personal development assessment that measures an individual's tendencies and priorities. It is designed to support an individual's understanding of his or her work-related behaviors, the behaviors of others, and how to apply this knowledge in work situations.

Unlike many other personality assessments, the Everything DiSC assessment is written for a nontechnical, general audience, rather than for a clinical, industrial-organizational, or academic audience. The assessment does not assume any previous training in psychological theory. Although it is possible for a respondent to understand his or her profile without the assistance of a trained professional, experience suggests that the instrument is far more engaging and impactful if the respondent has the insight and support of such a professional. The feedback in the profile is written to be neutral in tone, and although there are sections that explore the respondent's potential shortcomings, efforts were made to eliminate feedback that might be psychologically sensitive or threatening in nature.

The ultimate goal of Everything DiSC is to take wisdom about interpersonal dynamics that has been developed through psychological research and theory and help people use this knowledge to improve their relationships and performance in a variety of diverse contexts.

The DiSC Model

The foundation of DiSC® was first described by William Moulton Marston in his 1928 book, Emotions of Normal People. Marston identified what he called four “primary emotions” and associated behavioral responses, which today we know as Dominance (D), Influence (i), Steadiness (S), and Conscientiousness (C). Since Marston's time, the theoretical understanding of this model has grown to include developments in contemporary psychology. As well, the measurement of this model has evolved substantially since the earliest attempts to assess DISC over 40 years ago. The Everything DiSC assessment uses the circle, or circumplex, as illustrated in Figure 1.1, as an intuitive way to represent this model. Although all points around the circle are equally meaningful and interpretable, the basic DiSC model describes four specific styles.

Dominance: direct, strong-willed, and forceful

Influence: sociable, talkative, and lively

Steadiness: gentle, accommodating, and soft-hearted

Conscientiousness: private, analytical, and logical

The Two Dimensions Behind DiSC

Although DiSC describes four styles, the model is at its core two-dimensional. These two dimensions reflect fundamental aspects of human nature and can be viewed as independent constructs, as shown in Figure 1.2. The first dimension is visualized with a vertical axis that runs from fast-paced at the top to moderate-paced at the bottom. This dimension is conceptually similar to the constructs of surgency (Norman, 1963) and potency (Goldberg, 1981). It describes a person's outward activity level, where a person scoring toward the top of this dimension is expected to display a high level of outward energy/activity and to be outspoken and assertive. This construct has conceptual overlap with Gray's (1987) postulation of a neurobiological system referred to as the behavioral activation system, in which influencing or assertive behavior is activated in response to perceived rewards.

Figure 1.1 The Basic Everything DiSC Model

Figure 1.2 The Two Dimensions of DiSC

In contrast, a person scoring toward the bottom of this dimension is expected to demonstrate a lower level of outward energy/activity (i.e., more internal, reflective behavior), and show less assertiveness. He or she is also expected to be thoughtful and careful and less comfortable taking risks. There are people who are quick and assertive in their reactions to the environment, but people whose dots are located on the lower half of the DiSC map tend to be slower and more contemplative in their reactions. This construct has some, although not complete, conceptual overlap with Gray's (1987) behavioral inhibition system, in which avoidant behavior is activated in response to perceived threats.

The second dimension, the horizontal axis, ranges from skeptical on the left to accepting on the right. People who fall toward the left side of this continuum are expected to be more questioning and cynical in nature. They are more likely to be outwardly or inwardly challenging of others. People who fall toward the right side of this continuum are expected to be more trusting and receptive to others. They are more likely to show outward signs of friendliness and empathy. This dimension is conceptually similar to the construct of agreeableness (McCrae & Costa, 2010). Those who are highly agreeable place a priority on cooperation and social harmony, whereas those who are less agreeable show less concern for cooperation and social harmony.

Unlike the more common representation of traits as a one-dimensional continuum, the DiSC model examines the interaction of two independent continua. As such, style descriptions include traits associated with two continua and the resulting interaction between those two traits. As a point of comparison, the interpretation of a one-dimensional trait may describe someone who scores high on the moderate—fast-paced dimension (i.e., faster pace) as “assertive, adventurous, and bold.” In the DiSC model, this person is simultaneously measured on a second dimension, and this is also included in the interpretation. Therefore, if the individual scores high on the moderate—fast-paced dimension but also low on the skeptical—accepting dimension (i.e., more skeptical), the individual may read an interpretation that looks like “direct, outspoken, and forceful.”

The DiSC Quadrants

These two dimensions create four quadrants, as shown in Figure 1.3. Each of these four quadrants has been labeled to describe the typical characteristics of people who have the corresponding placement on both axes. For example, people who fall toward the top of the vertical axis (fast-paced) and the left of the horizontal axis (skeptical), tend to be forceful, direct, and demanding. As a consequence, this quadrant has been labeled Dominance (D). The remaining three quadrants are labeled Influence (i), Steadiness (S), and Conscientiousness (C).

Figure 1.3 The Four Quadrants

In the same way that any individual can be measured on any two independent dimensions, a person can be placed within the two-dimensional Everything DiSC map. This placement represents a style. A style is a set of typical response patterns that are expected from a person. However, that doesn't mean that a person can only exhibit that pattern. For instance, an individual who has been assessed and located in the D quadrant will demonstrate more dominant behaviors and preferences than the average person, but will also, from time to time, show behaviors and preferences that are associated with the other three quadrants.

The Twelve Everything DiSC Styles

The two-dimensional Everything DiSC map can also be split into twelve segments rather than four quadrants, as shown in Figure 1.4. This allows for finer differentiation among the different locations with the map. In the Everything DiSC reports, these segments are referred to as styles.