The DISC Index is the most contemporary interpretation of Dr. William Marston’s groundbreaking work into understanding and measuring a person’s natural and adaptive behavioral styles. Since each individual has their own unique preferences and habits for how they like to behave, this understanding is crucial when working with team members, as a leader or manager, or in an environment that requires conflict resolution.
Why the DISC Index?
Unlike all existing DISC profiles, the DISC Index has created an instrument that produces zero waste. With the invention of the first ever click-and-drag DISC instrument, the DISC Index generates reports ten-times as varied and individualized as other profiles on the market today.
Another unique aspect of the DISC Index is the individual treatment that each DISC Dimension receives. Instead of only considering how every dimension plays in concert within an individual’s pattern or style, the DISC Index separates the four dimensions and helps an individual understand how each dimension can be used to support their success.
The How of Success
To reach optimal performance, you must understand WHAT natural talents you possess, WHY you are motivated to use them, and HOW you prefer to use them. The DISC Index reviews the HOW portion of the What, Why, and How trilogy. By understanding HOW you prefer to behave, you are able to better align your environment, select the work that ensures more meaning and success, and produce less stress while doing so.
The DISC Index can be used in a wide variety of situations such as selection and hiring, success planning, team development, enhanced communication, and improving the relationship between managers and their team members.
Each DISC report comes with a personal debrief which includes relevance building exercises and summary questions to help individuals understand and specifically apply the knowledge to their personal and professional success.
The DISC Index is fully validated and exceeds standards with the U.S. Federal Government Equal Employment Opportunity Commission (EEOC) for validity and reliability.