DiSC® Myths—Busted

DiSC® Myths—Busted

How much do you know about the DiSC® Personality Test? When it comes to behavior assessment profiles, DiSC is simply unmatched. Participants complete a short survey, which then generates insightful results on their behavior. DiSC offers valuable information for your organization, yet misconceptions abound. Let’s debunk some myths about DiSC.

Myth #1: You can’t use DiSC as part of your hiring process.
Truth: While DiSC shouldn’t be your sole decision-making tool, it can be helpful during the hiring process. DiSC provides insight into a candidate’s behavior and communication preferences, so it can help you find someone who fits nicely in your organization.

Myth #2: You must have special certification to use DiSC in training sessions.
Truth: Unless you’re outside North America, you can use DiSC without receiving certification. This makes DiSC highly accessible to organizations that would benefit from this tool.

Myth #3: DiSC is like other behavior assessments out there.
Truth: DiSC measures so much more. While other assessments label individuals in one of a handful of categories, DiSC identifies an individual’s primary—and secondary—style. So instead of simply identifying participants as having a “D,” “i,” “S,” or “C” style (for Dominance, Influence, Conscientiousness, and Steadiness), DiSC notes their style as CD, Si, and so on. It’s a more layered approach to reflect that no individual has a “one-note” personality.

DiSC is differentiated even further by diving deeper into the intensity of each participant’s personality. With an individual’s results plotted as a dot on a graph like the one here, the location of the dot is very telling. Is your dot toward the edge of the circle? If so, then your personality is firmly in the identified style. Is your dot towards the center of the circle? In that case, you have those characteristics to a lesser degree.

Do you have questions? You can find common DISC questions and answers here. To learn more, please email us at learn@corexcel.com.

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