In the future of work, there is a growing need to create environments that enable people to show up as their authentic selves. To feel connected, and purposeful and to tap into their unique potential and creativity is needed to solve many of our largest and most complex challenges.
The DISC Profile is a popular behavioural assessment tool that uses a four-quadrant format to measure Dominance, Influence, Steadiness, and Conscientiousness. The DISC assessment can vary depending on the version or application, the quadrant which makes up the foundations of DISC is constant.
Our goal is to build upon the existing understanding of DISC Profiles by adding new dimensions in motivation theory and cognitive bias, providing unique insights into creating workplaces of the future, where authenticity and self-awareness are not only encouraged, but celebrated!
Together (with your help!) we can achieve the following:
It will take only 15-20 minutes to answer the F4S work style survey, and in return, you’ll get:
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, wellbeing, 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, from teaming, hiring, upskilling, and leadership. DISC has an extensive history originating over 40 years, inspired by William Moulton Marston's model of behaviour, 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’s 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 in use 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 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.
Used by teams in more than 195 countries, Fingerprint for Success (F4S) is a technology on a mission to empower individuals and teams to understand and bring out the best in themselves and each other at work.
From our own research and through research partnerships with companies like Canva and Startup Genome we have led world-first research and developed technology to support human development at work.
For this study on DISC Profiles, we are aiming to partner with individuals that deeply care about advancing research that will support people to more deeply understand themselves and others and to bring out the best in each other at work.