94% Give Our DISC an A
  • Published on: August 30, 2023
  • By: Dr. Michael Abelson
  • Category: DISC|DISC & Motivators Certification

Myths About D.I.S.C.

Several years ago, I wrote a series of articles on myths regarding the D.I.S.C. behavioral assessment. I want to revisit just two of those myths here to help explain why some people think D.I.S.C. is not accurate.

Myth #1: There is only one D.I.S.C.
Fact: There are dozens of D.I.S.C. assessments.

Most people do not realize there are dozens of D.I.S.C. assessments. Each has its own formula to calculate D.I.S.C. It is like colas; where there is Coca-Cola, Pepsi Cola, Diet Rite Cola, and many other brands all saying they are colas. They all have different tastes and different levels of quality.

Like colas, D.I.S.C. behavioral style assessments are NOT the same. Each has its own way of calculating the level
of D.I.S.C. and to present the results of that calculation. Some have extensive boilerplate explanations of what D.I.S.C. means, with little custom description of the individual person taking the assessment. Some are mostly narratives where you have to pick out the behaviors from paragraph descriptions. Many are not accurate. Some, like the ones that use 3 graphs to explain D.I.S.C., can be confusing when describing why they are using 3 graphs instead of the most often used 2 graphs approach. Some even say they are a personality assessment. Ridiculous! A D.I.S.C. describes behaviors, which are a subset of our personality. Our personalities are much more complicated and comprehensive than just behaviors. If you are using a company selling D.I.S.C. that says it is a personality profile, you may want to think again about the knowledge base of the company and the D.I.S.C. they are selling you. The D.I.S.C. you purchase from us is:

• highly accurate as demonstrated above
• mostly a customized description of that person’s behaviors

• mostly descriptive bulleted data points that are easy to read and use

• easy to understand and uses 2 graphs in the reports

We have assessments that measure behaviors, motives, emotional intelligence, leadership qualities, stressors, and more aspects of personality; so we have no need to say our D.I.S.C. measures personality. We tell you the truth about what it does measure: behaviors.

Myth #5: D.I.S.C. is not accurate.
Fact: Our D.I.S.C., at least, is VERY accurate.

We can’t speak to the accuracy of the other several dozen D.I.S.C.s, other than to say we hear people tell us all the time that our D.I.S.C. is much more accurate, easy to read and use than other D.I.S.C.s they have used in the past or seen. The data regarding our D.I.S.C.’s accuracy speaks for itself; 74.6% say it is 95% to 100% accurate, 93.6% say it is 90% to 100% accurate, and over 21%
say it’s 100% accurate. Truly outstanding results for an assessment measuring characteristics of people.

Bottom Line

How much valuable time are you and other staff spending on using an assessment of people? How accurate and useful is the assessment you are using? For example, in addition to its accuracy, our assessment’s usefulness spans over a dozen people-related needs (interviewing, hiring, internal transfers, team assignment & building, onboarding, performance evaluation, etc.). Is the assessment you are currently using as useful?

Final thought

How much is using an assessment, that is less accurate than
ours costing you in wrong hiring decisions, wrong interpersonal communication decisions, and in wrong management or leadership decisions?

Whatever it is, it is much more than the cost of our assessment(s). If you are already using our D.I.S.C. or our other assessments, THANK YOU! If not, and you would like to have a free sample report on yourself, contact us at www.abelson.net or succeed@abelson.net. We will

be delighted to show you the quality of what we have for you.

The Abelson Group - Dr. Michael Abelson

About the author

Michael Abelson, B.A., M.A., MBA, Ph.D. is an expert on interviewing, hiring, team building, retention, and leadership selection and development.

With over 40 years of experience consulting, keynote speaking, training and using objective assessment tools, his processes and HR solutions have saved clients time, money, and from making many poor hiring decisions.

He can be contacted at Dr.A@abelson.net or 979-696-2222.

Related articles

The Selflessness in “Social”

The Selflessness in “Social”

Party, Party, Party! That might be the “call” when some hear the word “social.” But in our case, “social” means giving to others or society. The mantra for people with this motive or value is closer to “caring,” “sympathetic,” and “selfless.” Would you like to find...

Here’s The Easy Way For You To STOP Wasting Time

Here’s The Easy Way For You To STOP Wasting Time

“I never waste time!” It’s others who waste my time! How do I stop that? Here’s the BAD news! No matter the reason for wasting time, it’s YOUR responsibility to manage your time. Here’s the GOOD news! It’s not that difficult if you have a structure to follow. This...

Stop The Turnover Revolving Door by Using Reports from Abelson

Stop The Turnover Revolving Door by Using Reports from Abelson

Staff turnover is expensive!  A common “rule of thumb estimate” suggests it cost 25% to 200% of a leaving staff’s annual compensation each time someone leaves.  For example, an inexpensive staff person may receive a salary of $40,000 a year.  Add an...