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Everything DiSC^® Profiles use the third generation of the DiSC^® assessment – from Paper, to the Online DiSC^® Classic, to Everything DiSC^®. It is a research validated learning model that creates a highly personalized learner experience.

In the process we have moved from a graph based profile to the newer circumplex model which provides more information. To see a short video on this transition Click Here

Each profile is topic-specific, with in-depth information; including tips, strategies, and action plans to help learners become more effective. All Everything DiSC^® profiles include access to follow-up reports

The Profiles

1. Everything DiSC^® Work of Leaders: The work of leaders made simple: Vision, Alignment and Execution. Based on best practices, Work of Leaders connects to real world demands, generating powerful conversations that provide a clear path for action.

2. Everything DiSC^® Workplace: Can be used with everyone in an organization, regardless of title or role, to build more effective relationships, and improve the quality of the workplace.

3. Everything DiSC^® Management: Teaches managers how to bring out the best in each employee. They learn how to read employee styles and adapt their own styles to manage more effectively.

4. Everything DiSC^® Sales: Helps salespeople connect better with their customers by understanding their DiSC^® sales style, understanding their customers’ buying style, and adapting their sales style to meet their customers buying styles

5. Everything DiSC^® 363 for Leaders: Combines the best of 360s with the simplicity and power of DiSC^®, plus three personalized strategies for improving leadership effectiveness. For anyone who wants to use 360°feedback as part of their leadership development, whether an emerging leader or an experienced executive. (For further information on this profile Click Here)

And What’s Next ? – Exclusive Follow-Up Reports!

Everything DiSC^® Comparison Report: Follow-up Reports that can be created for any two participants to illustrate their similarities and differences. Unlimited access available at no additional charge with all Everything DiSC^® profiles.

Everything DiSC^® Customer Interaction Map: Personalized follow-up interaction maps to help salespeople navigate from their sales styles to their real-life customers’ buying styles. Exclusively for the Everything DiSC^® Sales Profile: unlimited access available at no additional charge.

Everything DiSC^® Facilitator Report: Provides a composite of you group’s DiSC^® styles and information on how DiSC^® styles can impact your organization’s culture. Includes the names and styles of each participant. Sold separately.

Everything DiSC^® Group Culture Report: Helps you determine the group’s DISC^® culture, explore its advantages and disadvantages, discuss its effect on group members, and examine its influence on decision making and risk taking. Sold separately.

Everything DiSC^® 363 Coaching Supplement: Additional information for coaches to use when preparing to provide leaders with their Everything DiSC^® 363 for Leaders Feedback.
Exclusively for the Everything DiSC^® 363 for Leaders Profile – available at no additional charge.

Combining different styles in the workplace allows you to take advantage of complementary strengths. But it can also lead to stress and conflict if relationships are not considered. Using the comparison reports that come with the Everything Disc Profiles, can be an effective way to resolve that conflict and create productive relationships in the workplace.

Hello, My name is Bill Blake and today I would like to talk with you about something that can be very useful in developing better relationships in the workplace. More specifically, I want to discuss the use of the “Comparison Reports” that are available with Inscape publishing’s Everything DiSC profiles. These comparison reports are ideal for improving relationships.

First of all, a quote from Wynne Powell, President of London Drugs, London Air Services, and the recipient of several leadership awards. He said, “One cannot talk about leadership without talking about relationship building.” My own career would not be what it is without building trusted relationships.

The key to building better relationships is to: First of all understand your own preferred behavioral style; and then understand the preferred behavioral styles of others. Then secondly, follow the trusted principle: “Treat others as they would like to be treated” – not as you would like to be treated, but as they would like to be treated!

And so – to achieve an understanding of yourself and others, one of the best ways is to use the Everything DiSC Profiles: At present, there are four of them:

• Work of Leaders is for leaders;
• Workplace is for the work environment;
• Management is for managers; and
• Sales is for the sales force.

Each can provide you with a wealth of information about your preferred behavioral style- including an overview of that style, and an identification of your priorities, motivators, & stressors.

In addition to providing you with a wealth of information about your preferred behavioral style, each of the 4 ED Profiles also includes information and strategies to:

• Help you understand how your style reacts and relates to each of the other styles
• It will also help increase your effectiveness with each of the other styles,
• and above all, it will help to build more productive relationships in the workplace!

The second key to developing better relationships is self-evident, “Treat others as they prefer to be treated”

Comparison reports can be generated for any two people who have completed one of the four Everything DiSC profiles. These Comparison Reports are ideal for:
Two people working together, a sales person and his/her client, and amanager and his/her direct report, etc.

Let’s look at an example of one of these comparison reports. Here are the two people: A & B. First we can identify each person’s priorities from the labels around the perimeter of the circle:

• A’s priorities are: Results; Action; Enthusiasm
• B’s are Stability; Support; Collaboration

The second part of the exercise is to understand each other’s priorities, and the report has some suggestions for this.

Then in the balance of the report, 6 behavioral traits are identified and the two persons are compared on each trait using a 3 part analysis:

1. Discover where the two people fit on a continuum for each of 6 traits
2. Personalize the information, and then
3. Apply the learning and receive helpful tips

A suggested action plan is outlined for an improving the relationship between the two people.

In summary, the current Everything DiSC Profiles provide a wealth of information, tips, & suggestions about your behavioral style and its impact on others. Each comparison report indicates how two people fit on the DiSC Model, and will help to identify and understand their differing priorities. The Comparison Reports also provide suggestions on how to develop an action plan for greater effectiveness, and understanding, between the two people. The net result can be improved relationships, and that will lead to greater success in the workplace.

And so, thanks for watching our short video! And remember the words of Wynne Powell: “One cannot talk about leadership without talking about relationship building.”

If you would like further information on our Comparison Reports, please visit our website: www.DiscAndMore.com

Good luck in improving your relationships!

More than 30 Years ago DiSC started as a graph based instrument to assist in understanding behavioral styles. This instrument has been used by over 30 million people worldwide. Now there is a new version called Everything DiSC® that many people find to be more intuitive and easier to understand and remember. This video discusses this transition.

Hello, my name is Bill Blake and today I would like to talk with you about one of the most valuable learning instruments we carry – The DiSC Classic Profile, and its evolution from a graph based instrument to the newest Everything DiSC circular model; where a dot, and shading, represents your style on the DiSC model of behavior.

The DiSC Classic graph based model has been used for over 30 years by some 40+ million users – to help people understand themselves and others. It has become the traditional way to represent a person’s DiSC style. A person’s scores are shown on each of 4 scales –D, I, S & C. And this information is then interpreted based on one of 15 classical Patterns. This graph shows the “Persuader” pattern – one of the 15.

But in the last few years a new contender, the Everything DiSC model has been introduced and it uses a circle plus a dot and shading to present its data. In the model shown, the subject is the same as for the graph but now a dot represents the person’s position in the DiSC model, and shading indicates the extent of his/her style. This person tends towards the i style with a strong tendency to the D style, but with very little tendency toward C or S. The circular model is designed to be simple and intuitive, yet show a great deal of information. In the circular model the placement of the “Dot” conveys important information. The closer the dot is to the outer perimeter of the circle, the more committed the subject is to that style.

The shading reinforces this principle, and shows how the subject’s style extends into the other segments of the circle. Here the subject, while mostly i has a lot of D style, and very little S or C style.While this subject has some of all 4 styles, using his/her C or S styles for long periods might not be easy, since it is outside his/her comfort zone. This model also shows an added application layer of descriptive words around the perimeter of the circle.Thus, users are able to see the whole picture much more easily.

In the traditional graph model “Classical Patterns” are used to interpret the integrated nature of the four styles. In the graph shown the “Persuader Classical Pattern” indicates a person showing high i and D characteristics – with little S or C.The circular model presents this information in a simple visual way that says the same thing, yet is easier to understand and remember.

The Classic Model is a very powerful tool and will continue to be used by many people – over 40 million people worldwide have already experienced it! But, for others the Circular Model opens up new possibilities.

The four DiSC styles do not live in isolation and the circle shows this reality, and gives you the total picture at a glance. It will, therefore, be easier to understand & remember. In the DiSC Classic Assessment, participants are asked to make a forced choice in 28 boxes of 4 items each. In each box they must select the item that is most like them, and the item that is least like them.

In the Everything DiSC Assessment, participants are shown 79 adjectives and asked to rate how they apply to themselves on a 5 point Likert Scale – from most to least. In addition the Circular model is able to measure people on 8 points around the DiSC circle – instead of 4 in the DiSC Graph. Therefore, it is able to provide more precision on a person’s true DiSC style.

This Graph shows two people: The first person shows a DC pattern; and the second one shows an Si pattern. One of the many advantages of the new DiSC model is in helping build better relationships.
The DC style – values Results, Challenges and Accuracy. While the Si Style values Support, Collaboration & Enthusiasm. A complimentary “Comparison Report” of some 10+ pages can offer suggested solutions to improve the relationships between these two people.

In summary then, it is important to remember that DiSC is not about stereotyping, pigeon-holing or judging. It is a framework for understanding behavior & about growing and for building effective working relationships.

To accomplish this, the Key is to:

• First- learn about your own style;

• Second- learn about the other DiSC styles;

• Then Learn about other people’s styles through conversation with them;

• And then adapt your style to meet the needs of others.

And so – thanks for watching our short video. And remember: DiSC is about understanding behavior, and building relationships – not judging. For further information on Everything DiSC, please visit our Website: http://www.DiscAndMore.com

All the best on your journey to better relationships.

Work of Leaders is the newest addition to the Everything DiSC line of products by Inscape Publishing. Its purpose is to identify research based and validated leadership best practices. It is designed to help Leaders understand how their behavioral tendencies influence their effectiveness in Leadership situations. The report is a highly personalized report of some 23 pages containing context specific feedback tips and strategies to improve the Leader’s effectiveness.

Hello, My name is Bill Blake and today I would like to talk with you about something brand new.

It is a new DiSC profile that has just been released, and is now available for use. It is part of the Everything DiSC line of products, published by Inscape Publishing, and is called – “Work of Leaders”. We have been anticipating this profile for some 4 years now, and the final product, in my opinion, has been worth the wait.

First of all: Work of Leaders, defines leadership as having a one-to-many relationship, as opposed to management’s one to one relationship with their staff. For example – Leaders often may be responsible for staff for which they do not have a direct reporting relationship.

Secondly, Work of Leaders helps Leaders understand how their behavioral tendencies influence their effectiveness in Leadership situations. The focus of the profile is developing preferred behaviors – based on best practices.

How can Work of Leaders help in a company or an organization?

Well, it can provide context-specific feedback for the Leader as well as developmental suggestions for performance improvement. The profile provides an opportunity for Leaders to reflect on how they approach their work on an everyday basis. It can help Leaders take action, and improve results, with personalized tips and suggestions. And it also encourages reflection and discussion, by the Leader, on the work of the Team and/or the Organization

Work of Leaders is the product of extensive research – the intent of which was to identify and validate leadership best practices. This profile is the result of a four year effort by the developmental team who analyzed and distilled the work of prominent leadership researchers; to put it into perspective , the team received input from more than 300 subject matter experts, at over 150 organizations.

The assessment process involves two separate parts

•   the first is the regular 79 item Everything DiSC® assessment;

• and the second is the Work of Leaders’ assessment; involving 64 pairs of statements that measure leadership behaviors.

From this input, feedback and developmental steps are provided to indicate how progress can play out in the everyday “World of Leadership.” The resulting document is a highly personalized report of some 23 pages – with strong visuals to illustrate key messages. It contains context specific feedback tips, along with strategies to improve the Leader’s effectiveness. In organizing the data, the report employs a simple three step process: First Steps, then Drivers, and then Continua.

The 3 Steps embody the fundamental work of Leaders: Vision, Alignment, and Execution. Then Each step has 3 Drivers – that are of course related to the Steps and then each Driver is supported by 2 Continua.

Let’s take a look at an example-

Here Vision is the first Step

• It is broken down into 3 Drivers – Exploration, Boldness and Testing Assumptions

• Then each Driver is broken down into 2 Continua

• Exploration involves Remaining Open, and Prioritizing the Big Picture

• Boldness also has two continua: Being Adventurous, and Speaking Out

• And finally Testing Assumptions’ Continua are Seeking Counsel, and Exploring Implications

The other two steps (Alignment and Execution) also have their own distinct Drivers and Continua.

Work of Leaders has many advantages for the development of Leaders. The most important include:

• The opportunity for Leaders at all levels to reflect on how they approach each step of their work

• The report provides a simple three step process to help Leaders focus on their most fundamental work: – creating a vision, building alignment around that vision, and championing the execution of the vision

• The Bottom line is that the Work of Leaders Profile can develop better Leaders

And it can do the same for you!

And so –thank you for watching our short video. And remember, this product is brand new and not yet on our website. For further information on this product, use this link to ask your questions: http://www.DiscAndMore.com/ask-us/ or call me at 1-800-842-5857 – If I am not there, don’t forget to leave a message, and I will get back to you.

All the best.

In this video we explore the 360 degree Feedback model – it’s characteristics, what it is, and what it is not, a model for implementation, and 360 Degree Feedback’s main advantages. For further insights visit www.360FeedbackandMore.com

Video Transcript:

Hello, My name is Bill Blake and today I would like to talk with you about something that can be often controversial – that is, giving feedback to Leaders and the use of 360 Degree Feedback.
And yet in an article published in “Smartbrief on Leadership” Mike Myatt makes the point that the training of Leaders should be scrapped in favor of development. He said, “You don’t train leaders you develop them – a subtle yet important difference lost on many.” He went on to argue: “Don’t train leaders, coach them, mentor them, discipline them and develop them, but please don’t attempt to train them.” And he concluded his article with “If what you desire is a robotic, static thinker – train them. If you’re seeking innovative critical thinkers – develop them.”

All of which underlies the critical importance of feedback for leaders. These people are often isolated to the point where information necessary for skill development, and improvement, is not readily available. Colleagues, team members , and direct reports just do not normally divulge this information. On the other hand to achieve the greatest level of success, constructive feedback is necessary. But the feedback must be constructive – it must be related to the improvement of performance.

Which brings us to 360 degree feedback – what it is and what it is not. It is: A process in which Leaders receive confidential, anonymous, feedback from the people who work around, or for the Leader. Participants provide anonymous online feedback concerning a broad range of workplace competencies. The Leader also fills out a self rating survey, including the same items as the other raters – so the results can be easily compared.

The participants in a normal 360 Degree Survey, of course, include the Leader – only one of them per project. And the Leader’s Manager –again usually only one per project. Then there are the Leader’s Direct Reports. There can be as many of these individuals as the project warrants – but there must be at least 2 to protect the anonymity of the respondents. Similarly, the Leader’s peers constitute another group – and again there must be at least 2. The last group is called Others and can constitute any other individuals who should participate. Again there must be a minimum of two for anonymity reasons. The final report will identify the groups – not the individuals.

The Feedback Process normally followed is:

• First of all the decision to proceed. In this process all the decision makers should be involved
• The next step is to choose the Raters. In the best case scenario the Raters should be chosen cooperatively by the Leader and his/her Manager
• Then the Raters should be briefed on the process. Sometimes the reason the project gets bogged down is that the Raters do not understand what they are doing and/or the reason for the exercise
• The surveys are normally completed online, and the results are published in a printed report provided to the Leader & his/her Manager
• These reports should then be discussed by the Leader and his/her Manager – often in the presence of a coach/advisor
• Then follows the action planning stage where follow-up tasks are identified and action plans drawn up. This should be accompanied by follow-up sessions and/or ongoing coaching
  Subsequently the process can be repeated

A question often asked is “What does a 360 Degree Feedback survey measure? Some of the things it will measure are behaviors and competencies. It can address various skills – such as cooperation, listening, recognition and goal setting. It can also focus on subjective areas such as teamwork, relationship building, and leadership effectiveness. Bottom line – the 360 assessment provides feedback on how the Raters perceive the Leader.

But equally important is what the 360 Degree Feedback exercise is not! 360 Feedback should never be used as a performance appraisal too. Performance appraisal is about measuring job performance.
360 Feedback is about professional developmental. 360 Feedback is also not a way to measure performance objectives, and it should never be used to determine whether a person is meeting the requirements of the job, or to measure objective things such as attendance, quotas, or technical skills. That is the Manager’s job.

Some of the main advantages in using a 360 feedback survey include:

• When done properly it is a highly effective tool for a Leader’s professional development
• Part of the reason is that Co-workers can provide anonymous feedback to a co-worker, that they might feel uncomfortable giving otherwise. This avoids the situation where Leaders can be judged on perceptions they are not even aware of.
• For the Leader, they have the advantage of obtaining feedback that will enable them to adjust behaviors and develop skills that can lead to performance excellence.

Simply put – To reach their potential Leaders require this feedback

And so! Thanks for watching our short video
And remember, if you would like further information on 360 feedback for leaders, please visit our Website www.360FeedbackandMore.com

Good Luck on your journey

People are different, in more ways than one! But using the DISC model to read and understand the behavior of others, leads to respect, trust, and a willingness to adapt behavior to meet the needs of others.

The result is greater effectiveness on the job and in our private lives.

One of the most common questions we get is “What is Disc?” and a second is “How can it help me?
Well, to help in answering those questions, we have prepared the following short video. It is less than 12 minutes in length, it will help in explaining what DISC can do for you.
Watch it here!