Practical support for our partners

The Everything DiSC tests, based on solid psychometric principles, have been extensively tested and validated to ensure the consistency and accuracy of measurements. The test-retest reliability for the DiSC scales shows stable scores between 0.85 and 0.88 over two weeks. The internal consistency, measured with Cronbach’s alpha, ranges from 0.79 to 0.90, which underscores high reliability. The PXT, PXT Select, PPI, and PSA tests also show consistent Cronbach’s Alpha scores of 0.80, and undergo regular validation to ensure their precision. More information is available in our research documents.

Your data is protected by a comprehensive security policy that follows the principles of confidentiality, integrity, and availability. Our security programme, based on the NIST Cybersecurity Framework, includes policies, standard operating procedures, and technical controls. We use Amazon Web Services (AWS) for cloud storage, recognised for its robust security measures. The data is stored in data centres in Northern Virginia, USA, and meets strict AWS security standards, including compliance programmes and ISO certifications. Data is encrypted during transit and storage using HTTPS (SHA256) and AES256, respectively. We ensure regular backups and security scans, use of a web application firewall (WAF), and conduct regular vulnerability scans to maintain security. Read more about how we handle personal data in our privacy statement.

Over the past decades, we have seen many hypes and so-called 'innovative tests' come and go. Our tests, assessments, and online learning tools come from Wiley, a publisher of scientific content and professional learning solutions for more than two centuries. They have a solid foundation and are continuously adapted to meet contemporary needs and requirements. We enrich these with our own expertise, a personal approach, and customised services.

We quickly assess your needs and provide a suitable, tailor-made solution. For example, we can start with a service that completely takes care of you: from planning tests to jointly evaluating reports. Then we can work towards a situation where, with our support and any certification programmes, you can increasingly manage tasks yourself. Do you want to invite someone for a first test within an hour? Or do you want to start setting up your own test centre that aligns with your branding and processes? The choice is yours; we offer customisation and there are many different possibilities.

Great to hear that you’re interested! You can order tests directly by contacting us. We’re eager to discuss how we can get started quickly. You don’t need to pay anything in advance through the website; we’ll set up the tests quickly and payment will be made via an invoice afterwards.

With Everything DiSC Workplace, various reports are available to provide individual and team insights:

1. Individual Profile Report: Analysis of a person’s DiSC style, communication preferences, and collaboration tips.
2. Team View Report: Overview of DiSC styles within a team to enhance diversity and collaboration.
3. Comparison Reports: Comparison between two individuals with strategies for better relationships and conflict management.
4. Group Dynamics Report: Analysis of team dynamics, strengths, and challenges.
5. Facilitator Report: Comprehensive overview for trainers, including participant profiles and additional data for conducting sessions.

Everything DiSC Workplace is designed to improve communication and team dynamics by providing insights into various communication and behavioural styles. This instrument assists in conflict management, team development, leadership development, personal growth, and change management. It can support more effective work relationships.

The use of unique colours helps Everything DiSC distinguish itself from other DiSC providers. This contributes to a strong brand identity and makes the material recognisable to users familiar with Everything DiSC products. Everything DiSC also develops additional learning materials and tools, such as Catalyst. Consistently using colours across all their materials ensures a cohesive learning experience where users can quickly connect various elements of the programme.

Participants who take the English-language Everything DiSC Workplace gain access to Catalyst. The Catalyst online learning environment is an interactive platform specially designed to provide users with a personalised learning experience using the Everything DiSC assessment tools. The platform helps users understand their DiSC styles and provides educational content that is tailored to their specific behavioural preferences.

When reading an Everything DiSC Workplace report, there are several key aspects to pay attention to in order to get the most out of the report. Here are some recommendations:

1. Observe: Start by observing the basic information in the report. Pay attention to the specific DiSC style described and the key themes or words used to describe this style. This will help to form a general understanding of the DiSC results.
2. Reflect: Reflect on your initial reactions to the report. Ask yourself how you feel about the described style. Does it match how you see yourself? What appeals to you most, or what might you find less attractive?
3. Relate: Try to relate the information from the report to your own work experiences. Consider if there are situations where your DiSC style was clearly evident, and think about how this style affects your interactions and decision-making at work.
4. Action: Decide on the actions you want to take based on the insights from the report. This may involve changing certain behaviours, adjusting your approach based on your strengths, or further developing specific aspects of your DiSC style. Make a plan for how you will implement these changes.

PXT Select is versatile within HR, Coaching, and organizational development, provided that the test can be administered in English:

• Personal Development: Identifies growth potential for coaching.
• Team Building: Helps optimise team dynamics.
• Leadership Development: Assesses and develops leadership qualities.
• Succession Planning: Identifies talents for future leadership roles.
• Performance Improvement: Identifies and addresses improvement areas.
• Recruitment and selection: Supports the assessment of the suitability of candidates for specific roles.
• Onboarding: Supports the integration of new employees.

The following reports are available with PXT Select (in English or Spanish):

• PXTS - Comprehensive Selection Report (One person. One position.)
• PXTS - Coaching Report (One person. One position.)
• PXTS - Multiple Positions Report (One person. Multiple positions.)
• PXTS - Individual’s Feedback Report (One person)
• PXTS - Individual’s Graph (One person)
• PXTS - Leadership Report (One person)

Learning Ability (Thinking Style - Composite Score) and Educational Level: 
This provides insight into the capacity for learning, reasoning, and problem-solving. The learning ability score (the top score) also gives an indication of the educational or work and thinking level:

• A score of 1 to 3 typically indicates a lower vocational education level.
• A score of 3 to 5 typically indicates a middle vocational education level.
• A score of 6 or higher suggests a higher vocational education level; a score of 7 or higher indicates an academic level.

Trends and Patterns in Behaviour (Behavioural Traits): 
Pay attention to trends and coherent patterns in behaviour. For example, a high score on adaptability may indicate a compliant nature. This helps in identifying behavioural styles that are relevant to specific job requirements.

Energy Level (Pace): 
This reflects the speed at which tasks are completed:

• Low Energy Level (Steady Pace): Preference for a stable pace, meticulousness, and a routine-oriented approach.
• High Energy Level (Urgent Pace): Preference for an urgent pace, multitasking, and quick action when projects stall.

Performance Model: 
When using a performance model, check how the scores match up to the job requirements, including areas of interest. This helps in assessing the suitability of a candidate for the specific role.

This test is designed to specifically measure behavioural traits and motivators of individuals in the workplace. The goal is to help organisations understand how individuals may react under stress, what their motivations are, and how they communicate with others. The PPI is often used for improving employee performance, conflict management, and team development.

With PPI, the following reports are available:

• PPI - Management Report
• PPI - Summary DiSC(M) Graph
• PPI - Personal Report

Although both tools are aimed at improving workplace performance and interpersonal relationships, PPI approaches this more from a behavioural response and stress management perspective, while Everything DiSC focuses on enhancing communication and collaboration through a better understanding of behavioural styles.

When reading a PPI (Profiles Performance Indicator) report, pay attention to these essential points:

1. Behavioural Traits: Observe how these are expressed in work situations, including stress responses and communication style.
2. Stress Indicators: Identify behavioural changes under pressure.
3. Motivation and Drivers: Understand what motivates the person, important for role selection.
4. Energy and Pace: Assess whether their work style matches the job requirements.
5. Summary and Recommendations: Focus on management and coaching recommendations.
6. Action Points: Pay attention to development recommendations for workplace improvement.

PXT Select shares many similarities with the Profile XT. The main difference between the two lies in the design; PXT Select has a more modern design and utilises adaptive testing techniques. Another significant difference is that PXT Select is not available in the Dutch language.

PXT is versatile and can be used within HR, Coaching, and organizational development:

• Personal Development: Identifies growth potential for coaching.
• Team Building: Helps in optimising team dynamics.
• Leadership Development: Assesses and develops leadership qualities.
• Succession Planning: Identifies talents for future leadership roles.
• Performance Improvement: Identifies and addresses areas for improvement.
• Recruitment and selection: Supports the assessment of the suitability of candidates for specific roles.
• Onboarding: Supports the integration of new employees.

At PXT, the following reports are available:

• PXT - Interview Guidelines - Where the Challenges Lie
• PXT - Interview Guidelines - Complete Person
• PXT - Career Planning Report
• PXT - Individual Report
• PXT - Match Summary
• PXT - Graphical Summary
• PXT - Graphical Individual Report

Learning Ability and Educational Level: 
This provides insight into the capacity for learning, reasoning, and problem-solving. The learning ability score (the top score) also offers an indication of the educational or work and thinking level:

• A score of 1 to 3 typically indicates a lower vocational education level.
• A score of 3 to 5 typically indicates a middle vocational education level.
• A score of 6 or higher suggests a higher vocational education level; a score of 7 or higher indicates an academic level.

Trends and Relationships in Behaviour: 
Pay attention to trends and coherent patterns in behaviour. For example, a high score on adaptability may indicate a compliant nature. This helps in identifying behavioural styles that are relevant to specific job requirements.

Energy Level: 
This reflects the speed at which tasks are completed:

• Low Energy Level: Preference for a stable pace, meticulousness, and a routine-oriented approach.
• High Energy Level: Preference for an urgent pace, multitasking, and quick action when projects stall.

Performance Model: 
When using a performance model, check how the scores match up to the job requirements, including areas of interest. This helps in assessing the suitability of a candidate for the specific role.

The PSA is versatile in its application within HR, Coaching, and organizational development. The difference from the PXT and PXT Select is that it establishes a clearer connection with commercial roles and functions.

• Personal Development: Identifies growth potential for coaching.
• Team Building: Assists in optimising team dynamics.
• Leadership Development: Assesses and develops leadership qualities.
• Succession Planning: Identifies talents for future leadership roles.
• Performance Improvement: Identifies and addresses areas for improvement.
• Recruitment and selection: Supports the assessment of the suitability of candidates for specific roles.
• Onboarding: Supports the integration of new employees.

At PSA, the following reports are available:

• PSA - Coaching Report
• PSA - Interview Guidelines - Where the Challenges Lie
• PSA - Interview Guidelines - Complete Person
• PSA - Career Planning Report
• PSA - Individual Report
• PSA - Match Summary
• PSA - Graphical Summary
• PSA - Individual Graphical Display

The PSA tests seven key commercial behavioural factors:

1. How well does the person approach new customers?
2. Is the person skilled in closing deals?
3. How does the person feel about telephone sales?
4. Is the person a self-starter?
5. Does the person work well in a team?
6. How well does the person build and maintain relationships?
7. What kind of reward does the person prefer?

Learning ability and educational level: 
This provides insight into the capacity for learning, reasoning, and problem-solving. The learning ability score (the top score) also provides an indication of the educational or work and thinking level:

• A score of 1 to 3 usually indicates an pre-vocational secondary education (vmbo) level.
• A score of 3 to 5 usually indicates a secondary vocational education (MBO) level.
• A score of 6 or higher suggests a higher vocational education (HBO) level; a score of 7 or higher indicates an academic level.

Trends and correlations in behaviour: 
Pay attention to trends and coherent patterns in behaviour. For example, a high score on adaptability may indicate a flexible character. This helps identify behavioural styles relevant to specific job requirements.

Energy level: 
This reflects the speed at which tasks are completed:

• Low energy level: Preference for a stable pace, thoroughness, and a routine-oriented approach.
• High energy level: Preference for an urgent pace, multitasking, and quick action when projects stagnate.

Job model: 
When using a job model, check how the scores correspond to the requirements of the position, including areas of interest. This helps assess a candidate’s suitability for the specific role.

Commercial skills

Additionally, the PSA assesses seven key commercial behavioural factors. See the other item in this FAQ for more information.