DiSC Profile^®

Our most widely used and comprehensive assessment tool is the DISC Profile, published by Inscape Publishing. With tested validity, over 30 years of proven reliability and over 40 million users, the DiSC profile remains the most trusted learning instrument in the industry.

It is a personality assessment tool used worldwide in dozens of training and coaching applications, including employee selection, employee development, team building and organizational development.

The DiSC Profile, which can be taken online or in paper format, offers clear, objective information on an individual's work styles, likely behaviors and motivations. In conjunction with numerous support materials we can effectively address your specific organizational needs.

Set the Standard for Self-Understanding

The DiSC Profile helps individuals in your organization. It provides individual insight that enhances organizational performance.

The DiSC Profile identifies four dimensions of behavior in a nonjudgmental language for exploring personality style, behaviors and motivations. The DiSC Profile measures where a person falls on each of the four dimensions of Dominance, Influence, Steadiness and Conscientiousness.

Bring Out the Best in Your Management Team

DiSC helps employees at all levels:
• understand their own behavior
• learn how and when to adapt their behavior
• improve communication
• promote appreciation of differences
• enhance individual and team performance
• reduce conflict

Give Your Sales and Customer Service Teams a Competitive Edge

DiSC is proven to help sales and customer service professionals:
• create and maintain relationship-based sales and service
• identify their customers’ DiSC styles and adapt their selling or support styles accordingly
• stay focused on customer needs
• manage difficult customer service situations

The Development of the DiSC Profile

The foundation of the profile was initially developed by Psychologist, Dr. William Moulton Marston. In 1928, Dr. Marston published the Emotions of Normal People, which elaborated the DISC Theory. Since it was first developed, the profile has undergone continuous refinement and significant validation studies, and still ranks as one of the most effective personality assessment tools. Marston viewed people behaving along two axes relative to their perception of power in their environment and their motor response to stimulus. By placing the axes at right angles, four quadrants form with each describing a behavioral pattern:

• Dominance
• Influence/Inducement
• Steadiness
• Conscientiousness/Compliance

Since it was first developed, the DiSC Profile has undergone continuous refinement, and ranks today as one of the most advanced tools for matching personality to a job and understanding performance.

Team Dimensions Profile

The Team Dimensions Profile is a unique self-directed learning instrument that helps individuals work from their strengths by identifying their most natural team role. Available on paper and online, the Team Dimensions Profile helps team members understand the importance of each role and furthers their appreciation of each individual's contribution. The five roles are Creator, Advancer, Refiner, Executor, and Flexer.

Capitalize on Individual Strengths for Total Team Performance

The Team Dimensions Profile helps teams in your organization:
• identify individual approaches to innovative teamwork
• match individual strengths with team roles
• reinforce and appreciate the contributions of others
• reduce team stress and conflict
• foster trust and build mutual support
• encourage team innovation and problem solving
• reduce project-cycle time and increase productivity

"Z Process" Keeps Teams Moving in the Right Direction

The Team Dimensions Profile maps the flow of assigning roles, completing tasks, and handing off tasks to other team members through the Z Process. In this relay process, tasks are passed from Creators to Advancers, from Advancers to Refiners, and from Refiners to Executors. Flexers keep the process moving by filling gaps in the team.

Development of Team Dimensions Profile

The Team Dimensions concept and the Team Dimensions Profile were developed by Allen N. Fahden and Srinivasan Namakkal, who have conducted creativity seminars and trained corporate personnel on the innovation process for over two decades.

After more than 10 years of observing and researching teams that develop innovative services and products, Fahden and Namakkal discovered that each team member demonstrates a preference for performing certain roles over others. Their preferred roles reflect the way they think and the way they behave in terms of change.

Fahden and Namakkal also identified the roles that people perform in the team process. People who are comfortable in each of these roles tend to share distinct patterns of thinking and change-related behavior. Fahden and Namakkal call these patterns the primary Dimensions of Teams: Creator, Advancer, Refiner, and Executor.

Inscape Publishing conducted research with hundreds of individuals and identified four approaches to thinking and behaving. When graphed, this model creates a grid that illustrates four Dimensions of Teams and different combinations of these dimensions, which make up the Team Dimensions Profile Patterns. The patterns reflect the complex mixture of thinking and behavioral tendencies found in the general adult population. They also demonstrate the diverse ways that team members interrelate and benefit from each other’s strengths in the innovation process.

The concepts measured by the Team Dimensions Profile have been identified, refined and validated through behavioral observation, review of literature and psychometric analysis.

Other Products

Work Expectations Profile^®

Work expectations are those things people consider likely to happen in their job situation, either now or in the future. Whether spoken or unspoken, met or unmet, expectations have a powerful impact on our thoughts, feelings, and behaviors, and play a key role in driving our attitudes. Research shows that people who have clearly defined, well-communicated expectations find more satisfaction and success in their work than people whose expectations go unspoken or unrealized. And companies that employ satisfied, successful people reap the rewards of increased productivity and reduced turnover.

Personal Listening Profile^®

Good communication is one of the most valued skills in the workplace. And effective listening is crucial to communicating productively inside the organization and meeting the competitive challenges outside the organization. The Personal Listening Profile® helps people become active, purposeful listeners in a wide variety of situations for more productive communication.

Discovering Diversity Profile^®

Our increasingly diverse society is reflected in growing workforce diversity. Leading organizations acknowledge that working successfully with others who don't share the same background, beliefs, or traditions is a top priority in today's workplace. Employees need help in assessing their behavior toward people who are different from themselves. And they must understand the benefits of changing negative attitudes and resistance into appreciation and cooperation.

Dimensions of Leadership Profile^®

Collapsing organizational hierarchies and increasing workforce diversity has dramatically altered our understanding of leadership. Leadership is no longer seen as one defining role atop the business pyramid, but as a relationship between leaders and followers. Today, leaders come in many varieties, from charismatic visionaries to quiet team players. Leadership is understood in its multiple dimensions, with leaders and followers interchanging roles as the situation demands.

Coping & Stress Profile^®

To avoid the peaks and valleys of productivity created by high stress levels, you need employees who know how to balance the urgent demands of work life and personal life. Even when things are going smoothly, the cumulative effects of day-to-day stressors affect the way people behave. The Coping & Stress Profile® is a unique learning instrument that connects stress and coping in four life areas: Personal, Work, Couple and Family. Learners gain important insights into how stress in one area impacts other areas, how coping resources in one area impacts other areas, how coping resources in one area can be used to decrease stress in another, and how stress, coping resources, and overall satisfaction are closely related.