Since William Marston developed the basic assumptions of DISC theory, many researchers and practitioners in psychology, management and education have worked on extending and adapting it. Modifications have taken place in several key areas.
1. Cultural adaptation
Cross-cultural research: Researchers from different countries have worked on adapting DISC tools to make them more accurate and appropriate in different cultural contexts. For example, certain traits may be interpreted differently depending on the culture, which requires the measurement tools to be modified.
Examples: In countries with more collectivist cultures, such as Japan, the emphasis may be on cooperation and harmony (traits associated with Steadiness and Conscientiousness), while in individualistic cultures such as the USA there may be more emphasis on Dominance and Influence.
2. The development of new questionnaires
Online questionnaires: With the development of technology, DISC tools have moved into digital form, allowing easier access and faster analysis of results. Many companies now offer online DISC questionnaires that are scored automatically.
Examples: Companies such as Wiley (Everything DiSC) and TTI Success Insights have developed their own versions of DISC questionnaires, which are more extensive and tailored to the needs of different organisations.
3. Integration with other psychological models
The Big Five (the five-factor model of personality): Some researchers have tried to integrate DISC with other personality models such as the Big Five. This research aims to understand how particular aspects of DISC correspond to Big Five traits such as openness to experience, conscientiousness, extraversion, agreeableness and neuroticism.
Examples: Research shows that DISC traits may correlate to some extent with the Big Five – for example, Dominance may be associated with high extraversion and low agreeableness, and Conscientiousness with high conscientiousness.
4. Applications in various fields
Human resource management (HR): DISC adaptations are widely used in HR to assess candidates during recruitment, evaluate employees and plan career paths. These tools help match employees to the roles that best suit their natural predispositions.
Examples: Recruitment firms often use DISC to profile candidates and match them to suitable roles in the organisation, which increases the effectiveness of recruitment and job satisfaction.
5. Education and personal development
Training programmes: DISC tools are used in training and development programmes to help participants better understand themselves and others, and to improve communication, cooperation and leadership skills.
Examples: Educational organisations and training companies have developed a variety of DISC-based courses and workshops that teach participants how to use their knowledge of behavioural styles effectively in practice.
6. Extended reports and analyses
Advanced reports: Modern DISC tools offer more detailed reports that not only present the basic behavioural profile but also provide deeper analyses, such as team dynamics, communication style and individual development strategies.
Examples: Everything DiSC reports offer extensive analyses, which may include preferences in leadership, conflict management and communication style.
A description of some of the most popular DISC tools:
Extended DISC
Description: Extended DISC is a tool developed by Extended DISC International. It focuses on providing more detailed and personalised reports.
Specialisations: Extended DISC offers solutions for different professional roles, including leaders, managers and sales teams.
Distinctive features: Extended DISC is known for its flexibility and the ability to tailor reports to an organisation’s specific needs.
Color Code by Taylor Hartman
Description: The Color Code is a tool developed by Dr Taylor Hartman that combines DISC concepts with a theory of personality colours.
Specialisations: It offers a unique approach to personality analysis by identifying dominant behavioural colours.
Distinctive features: The Color Code is known for being easy to understand and apply, which makes it a popular tool in education and personal development.
DISC Assessment by PeopleKeys
Description: PeopleKeys offers a wide range of DISC tools, including classic assessments, motivation assessments and team analysis tools.
Specialisations: PeopleKeys provides solutions for various sectors, including education, healthcare and the corporate sector.
Distinctive features: PeopleKeys offers many additional resources, such as e-learning, certification courses and team analysis tools.
TTI Success Insights DISC
Description: TTI Success Insights offers a version of DISC that focuses on business applications, including recruitment, talent management and team development.
Specialisations: TTI Success Insights offers a range of tools, including reports on working styles, motivation and interpersonal skills.
Distinctive features: This tool is often used in combination with other assessments, such as motivation and emotional intelligence assessments.
Everything DiSC
Description: Everything DiSC is an integrated behavioural assessment system developed by Wiley. It is one of the best-known and most widely used versions of DISC.
Specialisations: Everything DiSC offers various reports, such as DiSC Workplace (for all employees), DiSC Management (for managers), DiSC Sales (for sales teams) and DiSC Work of Leaders (for leaders).
Distinctive features: Everything DiSC reports are detailed and offer insight into individual preferences and development strategies.
MAxi DISC
MAxi DISC is another version of the DISC tool, offering a distinctive approach to behavioural analysis. Like other DISC tools, MAxi DISC is based on Marston’s theory, but it may include some unique features and ways of presenting results.
Characteristics of MAxi DISC:
Behavioural profiling: Like other DISC tools, MAxi DISC analyses four main behavioural styles: Dominance, Influence, Steadiness and Conscientiousness.
Reports and analysis: MAxi DISC offers reports tailored to the needs of organisations and individuals. They can include individual, team and comparative analyses.
Specialisations: MAxi DISC can be used in various contexts, such as recruitment, employee development, team building and coaching.
Matrix Social Style
Matrix Social Style is a personality assessment tool that differs from the classic DISC model, although it may share some similarities in analysing behavioural styles. Matrix Social Style focuses on four main social styles:
The four main styles in Matrix Social Style:
Driver:
Characteristics: Task-focused, determined, quick to make decisions.
Behaviour: Direct, pragmatic, often focused on results.
Expressive:
Characteristics: Enthusiastic, sociable, likes to be the centre of attention.
Behaviour: Communicative, open to new ideas, often involves others.
Amiable:
Characteristics: Calm, supportive, values harmony.
Behaviour: Avoids conflict, focuses on cooperation, is patient.
Analytical:
Characteristics: Precise, methodical, values data and facts.
Behaviour: Focused on detail, cautious in decision-making, likes to have full knowledge before acting.
Applications of Matrix Social Style:
Communication: Matrix Social Style helps you understand how different communication styles affect interactions between people. It can be used to improve communication in a team.
Team building: The tool is used to assess team dynamics and identify strengths and areas for development.
Personal and professional development: Matrix Social Style offers insight into individuals’ behavioural preferences, which helps with career planning and developing interpersonal skills.
D3 Assessment
D3 Assessment is an advanced version of the DISC tool that combines the classic DISC model with additional behavioural and motivational dimensions. The tool is particularly useful for recruitment, talent management and personal development, because it offers a more comprehensive picture of the person assessed.
Which one to choose?
The most important element in choosing a tool is not the tool itself, nor its cost, nor the form in which the assessment is carried out, nor even the details of its applications.
What matters most is the consultant who will draw from the tool what is most important for us and guide us through the process of understanding, expanding awareness and planning action.
Struggling to choose a tool? Choose the person who uses the tool. A master can create a masterpiece out of a toothpick.
