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Everything DiSC® is a personal development learning experience that measures preferences and tendencies based on the DiSC® model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything DiSC Application Suite. Participants receive personalised insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged, collaborative workforce that can spark meaningful culture improvement in your organisation—whether your workforce is remote, in the office, or somewhere in between. Explore Solutions

Improve Business Performance Through Improved Communication

Everything DiSC is a personal development learning experience that measures an individual’s preferences and tendencies based on the DiSC® model. This simple yet powerful model describes four basic styles: D, i, S, and C, and serves as the foundation for the Everything DiSC Application Suite. Participants receive personalised insights that deepen their understanding of self and others, making workplace interactions more enjoyable and effective. The result is a more engaged and collaborative workforce that can spark meaningful culture improvement in your organisation.

 

 

Everything DiSC


The Assessment

Powered by 40+ years of research, each Everything DiSC personality assessment combines adaptive testing and sophisticated algorithms to deliver precise insights to each participant. These insights lay the groundwork for a personalised experience rich with “aha!” moments that inspire behaviour change.

The Profile

The personalised content in the profile deepens self-understanding through the DiSC model. People gain insight into their own preferences and tendencies, learn more about relating to others, and receive actionable strategies to help them improve their interactions and ultimately, their performance.

The Classroom

The profile comes to life in a classroom experience that engages and educates. Easy-to-use facilitation tools, including scripted content, contemporary videos, and impactful activities, can be customised to meet the specific needs of your people and your organisation. 

The Follow-Up Tools

A suite of follow-up resources makes lasting behaviour change possible by keeping Everything DiSC alive in the workplace. Participants can go deeper into their DiSC style, and gain insight into their team’s or department’s DiSC culture.

The Everything DiSC® Application Suite


Workplace

Engage every individual in building more effective relationships at work.

Participant Takeaways

  • In-depth self-discovery
  • Appreciation for differences in
    work styles
  • Strategies for successful interactions
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Management

Teach managers to successfully engage, motivate, and develop their people.

Participant Takeaways

  • Discovery of personal
    management style
  • Insight into directing, delegating,
    and motivating
  • Strategies to support long-
    term development
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Work of Leaders

Create impactful leaders through the process of Vision, Alignment, and Execution.

Participant Takeaways

  • A simple, compelling model
    of leadership
  • Personalised insights to leverage strengths and overcome challenges
  • A clear path for improvement
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Productive Conflict

Harness the power of conflict by transforming destructive behaviour into productive responses.

Participant Takeaways

  • Self-awareness around
    reactions to conflict
  • The impact different conflict responses have on others
  • Steps to change responses from destructive to productive
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Sales

Provide salespeople with the skills to adapt to customers’ preferences and expectations.

Participant Takeaways

  • Discovery of personal sales style
  • Recognition of
    customers’ differences
  • Strategies to adapt sales approaches to customer needs
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Agile EQ™

Develop the emotional intelligence necessary to support a thriving agile culture.

Participant Takeaways

  • Discover your EQ strengths
  • Recognise your EQ potential
  • Commit to customised strategies for building agility
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Resources

To learn more about Everything DiSC®

 

  • Videos
  • Research & Theory
  • Ebooks
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The Global Impact of Everything DiSC


7,000,000+

Participants Impacted

100,000+

Organisations Worldwide

400

Associates

70+

Countries in 12 Languages

Frequently Asked Questions


Respondents should try to provide instinctive answers to the Everything DiSC questions, focusing on the perspective of: “Who am I?” If this approach is followed, it should take approximately 12-20 minutes to complete an Everything DiSC Workplace assessment. This timing could vary, depending on the type of profile and the adaptive testing approach of the assessment. The respondent’s profile report is available as soon as they have completed questionnaire. They can be given immediate access to the report by the administrator, or it can be withheld by a facilitator, for example, until the date of a team DiSC debrief session. With the new Catalyst platform for Everything DiSC, respondents see their DiSC Profile in the online platform as soon as they have completed it.

The Everything DiSC profile range has been successfully used by organisations of all sizes and has also been used with individuals as part of a coaching program. Any situation where increased understanding of self and others can lead to improved communication and team work is an ideal application for Everything DiSC.

The Everything DiSC assessment is administered via an online portal. The assessment utilises adaptive testing technology, which means that the questionnaire adapts to the variance in a respondent’s answers. This provides for a more accurate and personalised profile report.

The Everything DiSC profile establishes some “Cornerstone Principles,” such as: all DiSC styles are equally valuable; every individual is a blend of all four primary styles; and you are more than just your DiSC style. No DiSC Profile is better than any other DiSC Profile. The aim all using DiSC is to create self-awareness and provide strategies for self-management. As each person uncovers where they sit on the DiSC map and what this means in relation to the rest of their team, the intended result is that the strengths and limitations of each style are identified, understood and respected. Individuals are also equipped to adapt their behaviour to the needs of other team members and, in doing so, to create more effective workplaces one relationship at a time.

DiSC is a valuable tool for creating engagement in an organisation from the bottom, up. Participants in a DiSC session will be provided with resources to enable them to take ownership of their working relationships, and to better understand their own needs and how those differ from others. As they become aware of how to meet their needs, and the needs of their colleagues, through the work they do, we would expect to see enhanced trust, respect and openness among team members. A significant body of research exists to show that increased levels of trust and collaboration in an organisation has a notably positive effect on business results.

DiSC is particularly effective at creating a common behavioural language in an organisation or team. The profile uses objective, neutral terminology to enable team members to talk about how their behaviour is perceived and affects the dynamics of the team. It is important that this language is kept alive by incorporating it in team meetings, one-on-ones with leaders, performance reviews and the like. In addition, tools such as the Everything DiSC Comparison Report and the Catalyst online platform support teams to keep the DiSC culture alive by enabling colleagues to compare their behavioural styles and learn practical tips for interacting more effectively in common, work-day scenarios.

Intégro offers a two-day, classroom based DiSC Certification training with sessions regularly conducted in most State Capitals. We also run regular online all DiSC certification programs for people who can’t get to a capital city or prefer to learn online. This training provides you with a solid theoretical foundation in the Everything DiSC profile, as well as allowing you to practice debriefing the profile and delivering some valuable conceptual models and activities which can be incorporated into a DiSC session. Intégro prides itself in providing ongoing support to our clients and you are always welcome to contact us with questions or even to discuss how you plan to deliver an upcoming training session. To learn more about Everything DiSC Certification, please click here.

Great question! The short answer is, no they are not all the same. The DiSC assessment has been around since the 1950s. Wiley Workplace Learning Solutions have invested significant resources and research to develop the tool into a modern, scientifically valid and reliable instrument. The backing of an academic publishing powerhouse like Wiley has certainly taken DiSC to places where it’s never been before! 

To get a more detailed answer to this question, please view our blog DiSC vs DISC).

EPIC, or the Electronic Profile Information Center, is the online platform that is used to administer the Everything DiSC and Five Behaviors of a Cohesive Team profiles. Intégro can create an EPIC account for your organisation, which will allow you to send out assessment links to participants; generate profile reports; and track profile usage data, among others. EPIC uses a credit system, which is effectively the currency of the platform. Credits can be purchased from Intégro and will then be deducted from your account according to the type of profile generated.

The Everything DiSC assessment is not designed to measure situational behaviour – it measures aspects of personality which are quite stable. Research conducted by Wiley found that when people completed the Everything DiSC assessment focusing on themselves at home and then a second one on when they’re at work found that over 85% of people got the same result. Yes, we feel different at home to what we do at work and it is natural that we would also behave differently as we adapt to different environments. But personality is much more stable than situation behaviour, and that is what Everything DiSC measures.

Leadership effectiveness is not determined by behavioural style, so there is no one DiSC Profile that is naturally a better leader than any other style. Leaders need to get the best performance out of all members of the team and create a culture where there is a high level of teamwork and team spirit. Attributes of flexibility, adaptability and agility are far more important than personality traits. There is significant evidence to show that the most effective leaders have high levels of emotional intelligence, and no one DiSC style is naturally more emotionally intelligent than any other style. 

In responding to this question, I am referring to the twelve DiSC Styles assessed by the Everything DiSC Profile from Wiley. The most common of the twelve styles is the “i” Style making up just over 10 percent of the population. Very close behind that style are the CS, C and S styles that are over 9 percent. 

The least common DiSC style is the CD style which makes up just 5.4 percent of the population. However, when you look at the three primary C styles, C, CS, and CD, they add up to almost exactly 25 percent of the population. This is by design – the assessment has been normed against a population sample so that there are very close to 25 percent of the population in each of the four primary styles. 

The Everything DiSC assessment is not a test – there is no pass or fail. Therefore, there is no such thing as a bad score. Respondents complete the assessment which contains items measuring eight different scales, so each individual will have a score for each of the eight  

In some cases, an individual may answer inconsistently on a scale, for example agreeing with some items and disagreeing with others that are essentially measuring the same thing. In this instance the adaptive testing technology will kick in and ask additional items to get a more accurate score of where this person fits on this scale.  

Based on their responses to all eight scales the algorithms will calculate the respondent’s most accurate placement of the dot that represents their DiSC style in the Everything DiSC Map. 

There are four main DiSC Styles- Dominance, influence, Steadiness, Conscientiousness. However Everything DiSC assessments allows for finer differentiation among styles than just four labels- there are actually 12 including the blended styles: Di, iD, iS, Si, SC, CS, CD & DC.

Article: https://www.integro.com.au/the-disc-personality-types/

To find out what your DiSC style is you need to complete an Everything DiSC Profile. Contact Intégro on 1800 222 902 or email support@integro.com.au for more information.

The Everything DiSC profile establishes some “Cornerstone Principles,” such as: all DiSC styles are equally valuable; every individual is a blend of all four primary styles; and you are more than just your DiSC style. The profiles aim to create self-awareness and provide strategies for self-management. As each person uncovers where they sit on the DiSC map and what this means in relation to the rest of their team, the intended result is that the strengths and limitations of each style are identified, understood and respected. Individuals are also equipped to adapt their behaviour to the needs of their team members and, in doing so, to create more effective workplaces one relationship at a time.

Article: https://www.integro.com.au/everything-disc-certification/

There are six Everything DiSC Profiles available, depending on your needs and goals. The Everything DiSC Workplace profile is the foundation profile and most commonly used, however the other five consist of Agile EQ, Sales, Productive Conflict, Management and Work of Leaders.

The core aim of DiSC profiles is to help individuals develop their self awareness and understanding of others, to build positive interpersonal relationships and thriving workplace cultures. For those in sales roles, a DiSC profile can uncover their strengths and use this to exceed customer expectations and increase loyalty. Profiles are also available to assist with developing emotional intelligence, effectively engaging in productive conflict, and learning to become a more efficient manager and leader of others.

DiSC is a needs driven behavioural model, meaning that it is able to identify behavioural tendencies in order to help people understand why they behave in a particular manner, and what prompts this behaviour. Style is plotted by a dot sitting within one of the 12 segments of the DiSC continuum model. The position of the dot in relation to the centre of the circle identifies how closely the person aligns to one of the main behavioural types. The closer the dot is to the edge of the circle, the more strongly that person is likely to identify with the styles and behavioural patterns typical of their type. The closer it is to the centre, the easier it should be for them to adopt behavioural patterns from other personality types.

In general, research shows that demographics don’t have a notable influence on the differentiation of personality types measured by DiSC profiles. Any minor differences are considered statistically insignificant, and even less variance is found for cultural backgrounds and ethnicities.

Although it’s unusual to see marked differences in results over time, it’s not impossible. While most people’s DiSC Style will remain relatively consistent over time, some people can see more notable changes as a result of significant life events, moving countries, traumatic events, etc. If a DiSC profile has changed significantly, usually the participant will resonate with the change and be able to understand why.  From a facilitators perspective it is important to ask questions and help participants understand their profile, after all, the profile is a direct result of how the participant answered questions on themselves.

You might think that Dominance types are suited to leadership roles, Conscientiousness will thrive in accounting professions, Steadiness types perform well in Human Resources and Influence types are star performers in the arena of sales, but this is not always the case. This is because DiSC style is no indication of skill or job suitability.  People may be drawn to particular roles because they appeal to their preferred behavioural tendencies, however DiSC should never be used to predict job suitability or pigeon hole people to particular industries.

Everything DiSC is currently available in many different languages including Chinese, Danish, Estonian, Finnish, French, German, Italian, Japanese, Korean, Lithuanian, Norwegian, Spanish, Swedish, or Turkish. Translated profiles are also culturally normed to the country of origin to account for any discrepancies in language, approach or culture, and ensure applicability to every participant.  If you need assessments and results in a specific language not mentioned here, please get in touch with us and we can discuss your requirements.

The DiSC profile system has been refined to ensure that there are no statistical anomalies.  As a result of this, there are no significant discrepancies in style distribution and no rare or common styles.  All styles are equally valuable and bring their own strengths to every workplace.

Everything DiSC profiles in Australia provide a more detailed evaluation of an individual’s personality and behavioural style. Everything DiSC is backed by years of research and testing on the validity and reliability of the product, meaning it is research based and highly evolved from the original DISC profiles and Marsden’s research.

In addition, Everything DiSC uses 12 styles rather than 4, Likert Scale questions and adaptive testing to ensure the most accurate survey process and profiles. Its continuum model makes it easy to understand and apply to team environments.  As a whole, Everything DiSC is highly memorable, completely personalised and positively written to ensure a positive and accurate process for all involved.