It might seem inconsequential, but there is actually a difference between all the DISC assessments on the market. The little “i” isn’t the only way our DiSC® assessments are different. The Wiley Brand DiSC® Assessments measure different behaviors and motivations from other DISC brands.
The DiSC Assessment Questionnaire
In 1950, John Cleaver developed the first DISC profile with a 24-item questionnaire. Most of the other DISC companies continue to use this version of the forced-choice assessment model.
The biggest difference with the Everything DiSC assessment is the use of a five-point Likert scale which is more accurate and provides a broader range of answer options than the forced-choice questionnaire. In 2012 Wiley computerized adaptive testing to The Everything DiSC assessment. This innovation of the computerized adaptive testing adapts the test questions based on the nuance of the answers of the participant. The adaptability provides a more accurate profile of where the individual is plotted on the DiSC circle.
Intuitive Results for a More Accurate Profile
When Wiley updated the My Everything DiSC assessment to the adaptive testing model, it expanded the profile options. Not just plotting individuals into the D, i, S, or C profiles, it provided the nuance of combined DiSC results, like Di, iS, SC, and CD. This is referred to as the eight-point scale.
Adaptive versus Natural Behaviors
The DISC tests on the market continues to use the outdated four-point scale. These assessments offer two results stating an adaptive behavior of how you might behave in public situations, and then a graph featuring your natural behavior, of your natural self. In the early 90s, the British Psychological Society, performed its own validation study on the 24-item DISC questionnaire and concluded that graphs one and two were measuring nothing more than different views of self-perception. Therefore, offering outdated and incomplete results.
With the adaptability of the Everything DiSC assessments plots the participants’ DiSC style within a circle to visually illustrate how people are a blend of styles and can exhibit a range of DiSC style characteristics at times. This circumplex model is more easily understood and more memorable than a graph and removes any confusion around the outdated and incorrect teachings around natural vs adaptive behaviors.
Credibility and Reliability
The other DISC tests ask questions forcing the user to select one behavior over another. This causes social bias as individuals might select what they think they should select compared to what they normally might select. For example, options for bias might be, are you friendly, observant, playful or strong-willed? The social bias can push someone to pick an option that is more socially acceptable. They might not want to be perceived as being strong willed when most people value friendly and collaborative associations.
The John Wiley and Sons, Inc., take great pride in their rigorous standards of validity and reliability. Supported by 214-year-old multinational research and publishing company with a strong reputation in the academic and professional world. When you offer the Everything DiSC assessments within your organization you can have the confidence of knowing you’re getting the most accurate, valid, and reliable assessment available.
Wiley offers several DiSC assessments that can provide your company with the right tools for your situation. Resources Unlimited can help you determine which assessment is right for your team. Call us today!