In the ever-evolving landscape of workplace dynamics, understanding individual differences and fostering effective communication and collaboration is crucial for organizational success. This is where tools like Everything DiSC® on Catalyst™ come into play. Designed to help businesses harness the power of personality assessments, Catalyst offers valuable insights into human behavior, communication styles, and team dynamics. In this post, we explore what Catalyst is, how it works, and, of course, the burning question – what does Everything DiSC Catalyst cost?
Understanding Everything DiSC Catalyst
Everything DiSC Catalyst is an assessment tool based on the principles of the DiSC model, which categorizes personality traits into four dimensions: Dominance, influence, Steadiness, and Conscientiousness. The assessment helps individuals and teams gain an understanding of their communication preferences and behavioral tendencies.
Key Features and Benefits
1. Personalized Insights: Everything DiSC Catalyst provides a detailed report that offers insights into a person’s unique personality style, communication preferences, and potential blind spots. This self-awareness is a valuable starting point for personal and professional growth.
2. Team Compatibility: By assessing the DiSC styles of team members, Catalyst helps identify potential conflicts and collaboration opportunities. This enables teams to work more cohesively and effectively.
3. Leadership Development: The tool can be instrumental in leadership development programs by highlighting a leader’s strengths and areas for improvement. This aids in tailoring leadership approaches to better suit the team’s needs.
4. Enhanced Communication: Understanding one’s DiSC style and the styles of others can lead to improved communication and reduced misunderstandings within teams and organizations.
What Does Everything DiSC Catalyst Cost
Now, let’s address the important question of cost. Everything DiSC Catalyst, like many other workplace assessment tools, comes with a pricing structure based on the number of participants.
At the time of this writing, the base Everything DiSC Workplace package is priced at $81.00 per participant which is relatively inexpensive considering how much is included with the assessment on the Catalyst platform. The price varies based on the number of participants. For 135 or more the price drops to $66.25 per participant. Again, this is at the time of this post. Refer to Corexcel to see current Catalyst pricing.
Previously organizations had to purchase group reports. That expense can be eliminated as participants can view and compare their styles against colleagues for no additional cost.
Organizations that have participants who have people who have already completed Everything DiSC Workplace® or DiSC Classic can upgrade to Catalyst for free through December 31, 2024.
Catalyst also includes features for adding Everything DiSC Management and Everything DiSC® Agile EQ™ for a significantly reduced price. We’ll save that discussion for a future post.
Everything DiSC Catalyst is a powerful tool that can transform the way individuals, teams, and organizations approach communication and collaboration. By gaining a deeper understanding of personality styles and preferences, businesses can unlock the full potential of their workforce. To get started or for more extended pricing, such as adding a virtual DiSC training session, contact Corexcel.
“DiSC”, “Everything DiSC” and “Everything DiSC Workplace” are registered
trademarks of John Wiley & Sons, Inc.
“Everything DiSC Catalyst” and “Everything DiSC Agile EQ” are
trademarks of John Wiley & Sons, Inc.
Organizations worldwide use DiSC® assessments to help shape and drive company culture and nurture dynamic environments and professional relationships. For more than three decades, these assessments have been a valuable tool for helping people and organizations understand individual personalities and how these personalities can interact and thrive together. And for many years, Corexcel has helped organizations utilize these assessments to maximize the benefits of their DiSC data.
Let’s dive deeper into the newest version of DiSC and the types of information it can generate.
There are also eight priorities that DiSC measures that help create a more detailed report for individuals taking the assessment:
DiSC has been a core element of organizations, agencies, and workplaces for over 30 years because it is an effective tool for creating and understanding productive professional relationships.
Corexcel has been offering and supporting DiSC behavior assessment profiles for 20+ years and can provide organizations with a paper-based booklet or an online assessment.
The paper-based booklet includes the entire 28-question assessment with the ability for the individual to self-score to see their results.
Alternatively, online profile access codes can be received via email when ordering the online version. Users can take the 28-question assessment entirely online, and the organization or individual will receive the results immediately in an easy-to-understand, narrative format.
Corexcel also offers multiple DiSC variations for the online version, including:
DiSC for Workplace
Everything DiSC Management
For individuals and small organizations new to using DiSC, the Classic Profile provides an easy way to use and understand DiSC on an individual level. DiSC Classic includes the online assessment and results or paper-based assessment with instructions on calculating results. The online version automates the process with the online assessment, including sending, scoring, and generating narrative reports. In addition, the organization can choose if it wishes Corexcel to send the access codes directly to the participants or if an administrator will receive the codes and distribute them internally. Once a user receives their code, they can immediately begin the assessment.
DiSC for Workplace
Everything DiSC Workplace moves beyond DiSC Classic. While individuals can determine their own DiSC style, they’ll also get the opportunity to discover more about their coworkers’ styles. By expanding beyond a person’s individual style to learn more about their coworkers, organizations can begin developing more effective workplace relationships and more efficient methods of communication. Although Everything DiSC Workplace works well on its own, many organizations choose to use it as part of a more comprehensive training program.
EPIC System for Online Profiles
Corexcel also offers EPIC accounts to make access to online profiles more convenient and cost-effective. Organizations can manage administration accounts from any point with internet access and would have access to all of the online profiles through the EPIC system. To offer EPIC users greater flexibility and choice, Corexcel allows account owners to purchase EPIC account credits. Corexcel deposits the credits in the account after purchase, and organizations can choose which products to order using their credits for a truly customized assessment experience. Some of the profiles that organizations can use their EPIC credits on include:
There is a fee for setting up an EPIC account, but organizations can have the fee waived by purchasing 250 or more EPIC credits.
Who Benefits from an EPIC Account with Corexcel?
Organizations of all sizes and types can benefit from an EPIC Account with Corexcel. Because of the credit system, workplaces and agencies can choose which assessments and reports will help them the most. Organizations can also customize the reports with their own company logo and contact information. An EPIC Account offers organizations the tools to cultivate workplace culture for employees and center their brand for clients. In addition, EPIC account access is available around the clock, and Corexcel is available for support.
Corexcel Provides a Better Approach
Since 1984, Corexcel has offered organizations stellar service and fundamental tools to drive workplace efficiency and relationship building through comprehensive trainings and assessments. By offering DiSC products at every level and through the EPIC Account system, Corexcel can meet any organization where they are and take them where they plan to go.
The hiring process is arduous for employers and applicants alike. The applications and interviews are time-consuming…and draining. Applicants are thinking “pick me!” and employers often feel bad when they don’t.
To remove the uncertainty involved with selecting the right candidate (someone with the necessary skills who would fit in with the culture), many employers are turning to online hiring assessment tools to help with the process. These tools generally look at a candidate’s personality, work style, knowledge, and skills. The hiring assessment we offer, PXT Select™, offers online ease and incredible insight.
No matter which online hiring assessment you use or are asked to complete, take these steps for best results:
Don’t try to outsmart the assessment. You won’t win. The assessments are programmed with “B.S. detectors.” PXT Select reports even state, “Some candidates may answer in a way that is socially desirable or to make themselves look better, rather than respond candidly and risk disapproval.” When you take a hiring assessment, answer honestly.
Free yourself from distractions. When you take an assessment, leave yourself about an hour to complete it. Some assessments are longer, some are shorter, but that’s the average.
Ensure a good internet connection. PXT Select allows users to pause the assessment and come back to it later, but some assessments don’t. Don’t risk having your responses marked incomplete or wrong.
Have a calculator handy. Some assessments include math and allow the use of calculators.
Don’t psych yourself out! If you don’t know an answer, just move on. Some impossible questions are built into hiring assessments. Tough math questions in particular are viewed on a scale. Where an engineer might be expected to have a high score, candidates applying to other positions might be fine with a much lower score.
Do not use a hiring assessment to rule out a candidateupfront! Do not use it as the sole decision-maker, either. That is not how it is intended to be used. Instead, use an assessment for about a third of your decision-making, later in the process.
Start by reviewing a candidate’s resume and assessing their experience. Then factor in their interview and references. Once you have narrowed down the talent pool to several candidates, you can use a hiring assessment.
The assessment provides insight that the individual can’t during an interview. The results report on his/her thinking style, behavioral traits, and interests. Yes, interests matter. (Say a candidate is applying for a customer service job, but their results show they’re not a people person. It might not be a good fit in the long run.) With several candidates’ reports in hand, you can move on to the next round of interviews.
Added bonus for employers: PXT Gives you interview questions to ask. The questions are based on each individual’s responses and allow you to learn even more.
Online hiring assessments ensure that the right candidate is brought on board for a position. So get on board! These hiring tools are here to stay.
When used properly, personality assessments are a phenomenal tool for any workplace. The information they provide can help enhance employee communication, resolve team conflict, and make employees aware of their own behavioral inclinations. When used improperly, to make hiring decisions…that’s a “don’t.”
This is important, because these days the majority of Fortune 100 companies use some sort of a personality assessment as part of their hiring process. To encourage proper usage here is how to use personality tests and the dos and don’ts we recommend.
We offer personality assessments because we have seen the incredible workplace transformations they’ve created. Here is how to use a personality test for the best results:
Use a research-validated assessment. All personality assessments are not created equal. Many out there are not backed by research. That’s one of the reasons we offer DiSC® assessments.
Give everyone the same assessment. This way, you compare apples to apples.
Educate the assessment givers and takers. It’s important that the people giving the assessment fully understand what the assessment measures. It’s also essential that they convey to the assessment takers, “This is not a test. There are no right or wrong answers.”
When using an assessment in the hiring process, follow up. If a candidate’s results show inconsistencies or potential characteristics that might not align with the role, use interview questions to learn more. Remember that you can learn a lot about someone from an interview.
There is one crucial “don’t” when it comes to using personality assessments, particularly if you’re using them as part of the hiring process. Don’t. Pigeonhole. People. In other words, don’t rule out a candidate just because their results show them to be in a certain personality/behavioral category.
Please always keep in mind that assessments are not designed for this purpose. While you can learn a lot about someone’s innate style from their results, that should only be a small portion of what you’re considering.
At the same time, if you’re using assessments to learn more about the people already on staff, don’t excuse poor behavior just because of an individual’s style. If an employee keeps showing up late, for example, their style does not make that acceptable.
Taking an assessment? Don’t try to trick it or answer questions in a way you think would sound good. The assessment gets to the truth.
Do let us know if you’d like more information on how to use personality tests.
DiSC is a behavioral-based learning assessment that is offered in many forms. The DiSC Assessment helps people identify their DiSC personality type or style by completing a series of questions. Occasionally referred to as the DiSC Personality Profile, the assessment helps people:
Understand their behavior style(s), also often called personality types.
Discover how to adapt their behavior to improve communications.
Learn about other DiSC personality types to help them understand why people do the things they do and why they think the way they think.
Enhance their performance, and their team’s performance, through their newfound understanding and improved communications.
This model focuses on four distinct DiSC personality types. The four distinct personality types are represented in the DiSC circular model pictured here.
Several DiSC-based assessments exist in the market today and their terminology varies from one flavor to the next. Most of these assessments use similar terms to identify the four personality types. Basically, the general theme is the same. However, the assessments and the corresponding reports vary a lot. Some DiSC personality types even use colors or animals to represent the four different personalities. I’ve never been a fan of the colors or the animals but they do appeal to some. These assessments are not all created equally but we’ll discuss the differences in another post.
What does the “D” style represent?
Someone with a “D”, or Dominance style, will be focused on achieving results and taking action quickly. We all know this personality type. It may be ourselves, a co-worker, or maybe even our boss. The word dominance is a perfect descriptor because D’s are often perceived as being dominant in the workplace and in their personal relationships. They’re motivated by competition, winning, and success.
Individuals having “D” DiSC personality types are typically direct and to the point. This means they would prefer you to be direct and to the point when you are communicating with them. Imagine how effective a salesperson would be if they adapted their communications to appeal to others. Adjusting tone, or even the number of words, can make communications much more appealing to the person on the receiving end.
If you haven’t noticed already, the dominance personality type, as with all of the DiSC personality types, has its drawbacks. People identifying with the “D” style often come across as having little or no concern for others. Sometimes they can appear impatient and insensitive. Often these people do not realize how they’re perceived. One of the benefits of learning about your DiSC personality type is recognizing the negative aspects of your own behaviors. Understanding their style can help D’s to slow down and be more sensitive to the people around them.
What does the “i” personality type represent?
The small “i” indicates the Influence style. People demonstrating the “i” type often express their enthusiasm openly and they’re usually very friendly people. You might refer to them as a “people-person”. Influencers prefer to act on things quickly and they inspire collaboration in the workplace. People identified with the Influence style enjoy talking and working closely with others. It’s important to them to be recognized socially, especially in the workplace. They put a premium on public recognition.
Things you may notice about someone with the “i” personality type:
They often come across as charming.
They show enthusiasm in most of the things they do.
They’re often more optimistic than most.
They can be talkative.
As with the “D” personality type, influencers also have their drawbacks. They can appear to be impulsive and disorganized. If they don’t take deliberate measures to stay organized, they have a tough time following through on tasks and projects. Often people with the “i” style do very well in sales positions. However, it’s important to note that the DiSC Personality Assessment is a tool to help people gain understanding. It’s not a perfect prediction model for success in a particular job. The assessment can certainly help provide that type of insight. Although it’s much more effective to use an assessment specifically designed for selecting and hiring employees.
What does the “S” DiSC personality type indicate?
The “S” stands for Steadiness. You can probably guess the characteristics of the “S” style. These people enjoy providing support and maintaining stability. A stable workplace environment is very important to people with the “S” personality type. As an employee, they prefer receiving feedback from their supervisor regularly. They’re also consistently looking for ways they can help others.
Individuals with the “S” personality type tend to be more concerned by change than most. If you think about it, that makes perfect sense considering they prefer stable situations and environments. They tend to shy away from conflict and may be overly sensitive to feedback. Maintaining harmony and keeping the peace is important for people who exhibit “S” style characteristics.
As with all of the four DiSC personality types, characteristics viewed as strengths can lead to negative perceptions from others. For instance, people exhibiting the “S” personality type are often viewed as over accommodating. Their desire for stability can make them resistant to change. The S’s will often avoid change altogether. They subscribe to the “if it isn’t broken don’t fix it” approach.
The “C” Personality Type
The “C” in the DiSC acronym stands for Conscientiousness. People with the conscientiousness personality type tend to place priority on accuracy, maintaining stability, and challenging assumptions. They are motivated by opportunities to use their expertise whether it’s at work or at home. People identifying with the “C” personality type desire activities where they can use their expertise to produce quality results.
Being wrong, being criticized, and working with slipshod projects are all fears for people possessing the “C” style. They place a premium on doing things the right way regardless of how long it takes. People with the “C” style often refer to themselves as perfectionists. They’re good at tasks that involve detailed analysis and precision but try not to ask them to do something that needs to be completed right away.
People often notice that C’s operate in a quiet and reserved manner. They prefer to work alone rather than working in a group. Occasionally they can come across as skeptical and overly critical. Sarcasm is a trait that can help you identify someone with the “C” personality type. Colleagues who possess the “C” style can appear as:
Since they place a high level of importance on ensuring accuracy, C’s can tend to overanalyze. Recognizing this potential problem will help people with the “C” style avoid being bottlenecks within an organization.
Learn More About DiSC
DiSC is an assessment model that has been used by individuals and corporations for 40+ years. As people begin to understand their personality type they also begin to recognize other people’s DiSC personality types. This knowledge helps them grow professionally and personally. It improves their ability to communicate and makes them much better at working with others. Relationships improve and they become more effective in their careers. It’s an interesting and amazing transformation.
When the pandemic began, it abruptly threw businesses into turmoil. Workers went remote. Hiring in many industries was put on hold. Management focused on how to stay afloat and move forward. Now that states are starting to reopen and move towards a sense of normalcy, businesses are lifting the pause button, resetting, and starting to hire again. If you’re one of them, here’s what we suggest:
Use a hiring tool. In the best of times, it’s a challenge to make sure you bring the right people on board. Now, without meeting candidates in person, you want as much insight as possible at your disposal as you decide who to hire. We recommend PXT Select™, an online hiring assessment designed to help you select the best candidates for your organization. It not only assesses thinking style (e.g. verbal reasoning), but also behavioral traits (e.g., independence), and interests (e.g., technical). It measures verbal and math skills, too.
This is important because you don’t want to hire someone who, although good at the job, ultimately won’t stay because they don’t feel fulfilled or engaged. PXT Select takes a variety of factors into consideration and provides information that lets you know if a candidate is truly a good fit.
Candidates complete an assessment online that takes an hour or less to complete. The system generates reports that let you truly get to know a candidate. It even suggests personalized interview questions for you to ask a candidate to probe deeper for more insight on certain points. You can also use the reports to compare multiple candidates.
So dust off your pre-pandemic hiring practices and reset with these tips. You’ll start fresh and bring in the best new hires for your organization.
Who would have thought that a global pandemic could be just the thing to prompt a career change? When COVID-19 first hit, we were thinking, “Do I have enough toilet paper” and “Where can I get hand sanitizer?”—not “Perhaps I should switch jobs.” However, there are actually several reasons why it just might be the perfect time to make a career move.
Time to think. Before the pandemic, it was go-go-go. We were running to work. Running home to take care of the kids. Running to meet friends for dinner. Now we’re sitting on the sofa…and sitting there some more. It gives us time to think, and, importantly, to assess whether or not we’re happy with our careers. Time to think can lead to “time to change.”
Job uncertainty. Businesses of all sizes are hurting. Many Americans are worried about job security, rightly so. Even if you enjoy your current job, will it be there when the dust settles as the pandemic winds down? Unfortunately, a new career might not be something we want, but something we need.
Time to learn. With all of these weeks at home, we have plenty of time on our hands. That means we have time to learn new skills. We have time to update our resumes and LinkedIn profiles, too. (Even if you’re working full-time, you no longer have a commute, social engagements, or errands to run.)
Corexcel offers the educational opportunities you need to revitalize or reinvent your career. Not only do we offer a full suite of career-boosting courses, we also offer many online certificate programs. Earn your certification in Data Analytics, Search Engine Optimization, Cybersecurity, or many other in-demand options. Exit the pandemic with a valuable skill set—and a new career!
Consultants, human resources specialists, and internal corporate trainers interested in facilitating Everything DiSC Workplace® workshops: We get it. The Everything DiSC Workplace® profile is a phenomenal tool that helps improve employee communication and relationships in any workplace. Earn your certification, and you’ll be on your way to running DiSC training sessions—and launching an exciting new chapter in your career!
Earn DiSC Certification Online Our online DiSC certification program lets you become DiSC-certified from the comfort of your home (or wherever you like). The comprehensive four-week program includes three, 90-minute live training sessions. In between these instructor-led classes, you have self-directed work. At the end of the program, you take an exam that leads to certification.
Not only will you learn how to facilitate professional training sessions using the power of DiSC, but also how to customize the standard presentation to make it your own. Once you’re a certified trainer, you will be able to incorporate your own style as you present the material!
DiSC in the Workplace Matters Every organization—big, small, corporate, nonprofit—has employees with distinct personalities and behavioral traits. There’s sure to be conflict and communication challenges. The beauty of Everything DiSC is that it provides insight on individuals’ primary and secondary behavioral styles across a variety of business functions. Whether it’s Workplace, Management, Sales, Productive Conflict or Work of Leaders, Everything DiSC helps people gain knowledge and understanding, which can improve workplace camaraderie.
Corexcel President and CEO Don Bowlby said, “We’ve found that our customers who use Everything DiSC and integrate it with their culture often experience exceptional team performance and rising stock prices. Helping that happen is extremely rewarding for us.”
To bring the benefits of Everything DiSC Workplace® to your workplace or the workplaces you support, earn your certification through our online program.
Your organization’s culture comes from its history and the values, beliefs, and attitudes that it holds. What behaviors are acceptable? What traditions are followed? What is your mission? These factors, and your team members’ styles, are your culture’s ingredients. Mix them together, add a dash of group dynamics, and voila! Your corporate culture is complete.
The style of your organization’s leaders also has a dramatic effect on your corporate culture, in five key ways:
The pace at which decisions are made. Leaders who make quick decisions produce a fast-paced environment, which can be stressful. More methodical leaders provide a more relaxed atmosphere. However, this can diminish your competitive edge.
The process for making decisions and getting things done. Some leaders take a look-at-the-big-picture approach while others obsess over details. When employees are left to work independently, self-starters shine but team camaraderie is minimized. In more collaborative settings, employees have less opportunity to showcase their own accomplishments.
The standards of perfection. Do leaders expect work to be uniformly perfect, or is trial-and-error accepted in an effort to achieve innovation? Striving only for perfection can cause missed opportunities while leniency can diminish quality.
The perspective on risk. Do leaders make bold decisions or proceed with tiny steps? A constant push for innovation can result in missteps while cautiousness can cause missed opportunities.
The predictability of the work experience. Predictable leaders give employees a comfortable atmosphere, though things tend to remain status quo. Leaders who react to clients or the market encourage innovation. This can become a negative if the atmosphere becomes chaotic.
As leadership style directly affects corporate culture, it’s essential that leaders understand the implications of their style. An easy-to-use online tool, Everything DiSC Work of Leaders®, provides a customized strategy for leadership success. The assessment gives your leaders the personalized information and guidance they need to maximize their effectiveness.
DiSC® is an amazing, simple tool that dramatically improves communication, teamwork and enhances culture. It is easy to understand and remember. However, good managers know that completing DiSC assessments are just a first step.
It takes a conscious effort to reinforce DiSC concepts and use the learning across different workplace challenges. Ones like improving management and teamwork, reducing conflict, and embracing change.
In this short 30-minute webinar we’ll explore 5 steps to create a DiSC culture and review available resources, facilitation kits and materials that will help you use DiSC every day to improve your workplace.