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I will be the wet blanket. DiSC lacks rigorous research that supports its reliability and validity. Its predictive validity is pretty limited, probably because it oversimplifies personality into four categories that are not mutually exclusive. (Can I really focus only on people or on tasks, rather than value them both? Does being fast-paced really require that I lose sight of details?) If you have to have a personality inventory, MMPI and NEO-PI-R are rooted in the Big Five personality model and have been validated and found reliable.
When I’m asked to use DiSC, MBTI, True Colors, etc. I always ask “why?” If the answer is something like colleague appreciation, I just develop a workshop around that, rather than using a scientifically dubious instrument that wouldn’t yield the same outcomes next year, and costs lots of money to purchase.