DataDome Blog

A training manager recently asked the following question via our Ask the Expert form:

“I have some questions about the Employee-Manager profile version. For some reason, I have been receiving more and more questions about the Circle Graph on the back…must be having more C’s in the classes lately! At any rate, I want to know what the numbers mean around and inside the circle, as well as to have a better explanation of what the circle graph even means. Right now, I tell the participants that the closer together their star and their dot are on the circle graph, the less they are having to adapt/change between their natural and their adapted style.”

Art’s answer:

The Success Insights Wheel can be an intimidating diagram the first time you see it. The Style Insights assessment generates 384 different graphs and the Wheel showcases 60 of them (48 basic graphs with 12 exceptions).  The quadrant in which the graph appears is determined by the assessment taker’s individual high factor. To understand the Wheel it is important to identify its eight different spokes, which are:

• Relater Core I,S
• Supporter Core S
• Coordinator Core S,C
• Analyzer Core C
• Implementor Core D,C
• Conductor Core D
• Persuader Core D,I
• Promoter Core I

Each person has a Natural Style, Adapted Style and a preferred Work Environment. The Success Insights Wheel uses a star to indicate the subject’s adapted style and a circle to mark the natural style, so yes, if the circle and star are close together then the Natural and Adapted styles are closely aligned.

In addition, when profiling a team, the DISC practitioner can see the team’s behavioral composition and potential conflicts at a glance with the Wheel.

The word Cross or Flex often appear at the bottom of the Wheel Page. The definitions are as follows:

Cross: Two or three factors above the line, with the core factor’s opposite also above the line. This means that the person potentially has some type of Me-Me conflict. Numbers 57, 58, 59 & 60 are examples of potential Me-Me conflicts.

Flex: Three factors above the line, with the core factor’s opposite below the line. This means that the person is adaptable.

What’s your question?

Data Dome founder, Art Schoeck, often receives questions through our Ask the Expert form. We try to answer questions here on this blog that are representative of common questions regarding DISC and other assessment tools.

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I just wanted to take a few moments to tell you about something new that we’re just getting started here at Data Dome.  In an effort to add more interactivity to this website and to answer the most pressing questions that you have about DISC we’ve put together an “Ask the Expert” form for this site.

Whether you want to know something general about DISC behavioral styles or something particular about a specific assessment tool we want to know what’s on your mind.  It is my hope that by getting your questions directly, we as a company will be able to provide the information you need to continue to grow in your knowledge of DISC and your ability to use it to help your organizations to thrive.

Although it may not be possible to answer every question individually, we will be using the “Ask the Expert” category of this blog to answer the questions most important to you.  Sometimes we’ll write a post, other times we may use audio, video or slide shows to help you understand the answers. As founder of Data Dome my commitment is to provide the best available information on behavioral styles and assessments.  I greatly appreciate your assistance in this effort and I look forward to reading the questions you submit.

~ Arthur Schoeck

President and Founder

Data Dome, Inc.

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Data Dome announces new dates for our a special two day Advanced Experiential DISC Certification workshop in Atlanta.

Once again, classes will be taught by Art Schoeck, Data Dome’s President and Chief Behavioral Style Strategist and recognized as TTI’s International Trainer of the Year. Register for this great opportunity to learn from the best – gain the skills and master the tools that can unlock individual performance and team productivity.

All participants will receive:

• Personal Behavioral Style Assessment
• Personal Job Analysis Assessment
• CPBS Exam

The 2-day class will be conducted on January 19th & 20th, then again on February 23rd & 24th, and March 24th & 25th at Data Dome Conference Center, 1040 Lindridge Dr. NE, Atlanta, GA 30324.  For more information please visit http://www.datadome.com/certification_workshop.php.

Effective leaders and trainers won’t want to miss this opportunity to rapidly gain the skills to maximize the potential of your people.

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As the use of DISC assessments continues to grow in popularity, a new generation of professionals are benefiting from the insights into behavioral styles that these tools provide without necessarily knowing the history behind their origin.  Dr. William Moulton Marston Ph.D., a Harvard-educated psychologist and writer born in 1893, was the publisher of a 1928 essay entitled “Emotions of Normal People.” It was in this document that he presented the DISC Theory.

Although others have played an important role in the development and refinement of the theory, and in the creation of practical tools to apply DISC in ways beneficial for personal and corporate development, it was Marston who first wrote that people behave along passive and active axes. By arranging these axes at a 90 degree angle, a four-sectioned diagram can be made in which each segment can measure a behavioral style. Originally the terms Dominance, Inducement, Submission and Compliance were used to identify the quadrants, but later Influence replaced Inducement and Steadiness replaced Submission.

DISC isn’t Marston’s only claim to fame:  he also developed the systolic blood-pressure test which became a component of the modern polygraph – colloquially referred to as “the lie detector”.  And that’s not all, Marston taught at American University and Tufts University,  and worked for time for Universal Studios, but he is perhaps best know for a comic book character he created under the pen name Charles Moulton.  Yes the grandfather of the modern DISC assessment is also the father of Wonder Woman!  It was Marston’s work as a psychologist and the influence of his wife Elizabeth that led him to present the Wonder Woman idea to comic book publisher, Max Gaines.

Marston passed away in 1947 after living a relatively short, but creative life. His theories and inventions have been influential in the fields of psychology, law enforcement, popular culture and of course, we here at Data Dome are grateful for his contributions that led to the development of today’s practical and insightful DISC assessments.

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