Help uncover the unique talents of the DiSC Types at work!
Already from our preliminary research, we've uncovered exciting, and important differences from 700+ people in 71+ countries that are set to redefine the conversation about ADHD at work. And we're just getting started! We believe ADHD is a superpower that can't be ignored, and should be celebrated by everyone.
Together (with your help) we can answer the following:
- Are there motivations and cognitive biases correlated with individuals who use DiSC Profiles in their life and work?
- Are there motivations and cognitive biases correlated with each of the four DiSC Profile types (Dominance, Influence, Steadiness, Conscientiousness)?
- Are there specific job roles correlated with the DiSC Profile types and motivation traits?
The benefits you get from participating
Contributing to our research will benefit organizations and individuals who participate in our surveys. In return, you will receive:
- Exclusive first access to the findings based on motivational theory and cognitive bias
- Insights into helping team members and individuals in the context of DiSC profile types thrive in the workplace
Following Duval’s research in 2013 and 2018 asking the question, ‘Can entrepreneurial success be predicted?’, Fingerprint for Success (F4S) has been committed to researching performance, well-being, and human development in the future of work.
The DiSC Profile tool is a well-known assessment tool used across many companies to influence a variety of decisions, including teaming, hiring, upskilling, and leadership. DiSC has an extensive history of more than 40 years, inspired by William Moulton Marston's model of behavior, and has now evolved into a complete suite of profiles all using the fundamental understanding of the four-quadrant format of Dominance, Influence, Steadiness, and Conscientiousness.
Fingerprint for Success is expanding on the current understanding of DiSC Profile types in the context of work by asking, “What are the motivational and cognitive biases of the DiSC Profile types at work?”.
- At present, as many as 80 percent of managerial recruitments across the Fortune 500 and FTSE 100 companies depend on psychometric tools, while 68 percent of all employers in Western Europe and the USA now use some form of psychometric assessment as part of their recruitment and development process. DiSC is estimated to be used by 75% of Fortune 500 companies.
- Given increasingly esoteric job roles, the need to uncover the latent human (soft skill) talents will call for even more forensic examination of characteristics, preferences, and the ability to develop the talent of the future (Cook & Cripps, 2005). Fueled with this same vision, F4S’s research (Duval, 2013) explored the human (soft) skills attributed to the success of a particular group, initially founders, in a specific context, such as startups and high-growth ventures. Yet there are many more roles that need exploration.
By building upon the DiSC profiles with an evidence-based approach, it is possible to uncover the correlations between personality type and work-style preference, uncovering new data that may add further applications for the use of DiSC, in conjunction with motivational traits at work in specific roles. It is our belief this world-first research will provide a comprehensive insight into how personality, attitudes, and cognitive styles can become the catalyst for transformative change in the future of work.
Fingerprint for Success (F4S) is a research company and a technology used by individuals and teams to understand and bring out the best in themselves and each other at work.
Launched in 2016, our platform is used by people in 195 countries and counting.
Previously, we have partnered with tech giants such as Canva and Startup Genome on global studies that have led to world-first discoveries and the development of alternative treatments, coaching programs, and further research.
For this study, we are partnering with some of the world’s leading communities to ensure our research is as impactful and helpful as possible.
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