The ROI of Everything DiSC


Does Everything DiSC provide an ROI?

Everything DiSC assessments are going up in price again. A team of 10 employees could easily spend $1,500 to $3,000 for a DiSC workshop between the assessments and training fees. For this amount of money, it’s important to ask the question; “what are you getting for your investment?”

Everything DiSC is designed to improve team culture, communication, and the development of other soft skills (EQ, Leadership, etc.). However, there are many other DISC assessments and other personality assessments available for purchase today that aim to help improve those same areas.

In this article, we will explore:

  1. Academic research that makes the case for investing in soft skills training programs (not specific to Everything DiSC).
  2. Looking at the value behind an Everything DiSC assessment by showing what is included in the price of an assessment.
  3. Case studies that show what returns organizations have seen when they invested in using Everything DiSC

What does the research say?

The true value behind Everything DISC is the way it offers a way to teach self-awareness and social-awareness in a judgement free environment.  Self-awareness and social-awareness have numerous benefits for individual employees and organizations.


Considerable empirical evidence exists that indicates that individuals who are more self-aware are:

  1. Healthier
  2. Make better managers or leaders
  3. Are more productive

(Boyatizis 1982, Cervone, 1997, Spencer & Spencer 1993)


In study after study, communication problems are cited as the single biggest challenge to positive relationships and performance in organizations (Carrell & Willmington 1996, Thorton 1966). When we respond to others from our psychological home with no consideration of the other, we can destroy relationships, and trust, and reduce the potential results we are hoping to achieve.

When relationships are broken in organizations, we usually find the following:

  • Loss of results
  • Loss of customers
  • Resistance to change
  • Destructive Conflict
  • Turnover
  • Sabotage
  • Gossiping
  • Cliques
  • Abuse of PTO
  • Litigation
  • High stress & burn out

All these issues affect organizations’ bottom line and cost money. Now, while the research might be compelling to make a case for investing in soft skills, why should you invest in using Everything DiSC?

Based on our post-training surveys, learners feel they can actually use DiSC in their own lives.

What our training data says

We collect survey data after our own training programs. Two of the questions that we ask have direct implications for calculating the ROI of the DiSC training that we conduct:

  • “How easy will it be to apply the training in real life?”
  • “Did you learn anything new today?”

The first question we ask learners to rate how easy it will be to apply what they’ve learned was based on a 5-point scale (1 = very difficult, 5 = very easy).

A large majority of our learners felt that it would be easy to apply what they learned in their lives. 68% felt that it would be “Very Easy” (22 learners) or “Easy” (84 learners) to apply the training in their lives.

No one felt that it would be very difficult (source).

Now it’s important to add some context behind this data. A majority of this survey data was pulled from participants who only attend a 2-hour DiSC training program.

This is a very short amount of time for self-development. However, it’s clear that even with the short amount of time we spent with these learners, they had key take-aways that they felt they could use in their own lives.

When we put this rating in perspective with the second question, the data becomes even more interesting.

Overwhelmingly, 94% of our training participants state that they learned something new during the training. To help us understand what this data means, we also ask the training participants; “Do you have any other thoughts you’d like to share with us?”

Here are some of their responses:

[DiSC] helped me understand how to communicate more effectively and efficiently, and how my behaviors are perceived by others in both a positive and negative light.
Everything DiSC Training Participant
Good exercise. [DiSC] helped me identify my style and made me aware of the things I should be aware of while establishing communication with other people with different style.
Everything DiSC Training Participant

These responses help us understand the data to see that Everything DiSC is able to teach self-awareness and that learners intend to use it.

What do you get when you purchase an Everything DiSC Assessment?

In order to calculate the ROI of Everything DiSC, we need to start with what you are actually purchasing.

A standard Everything DiSC Workplace profile will cost $81 starting on July 1st, 2022. While this is the cost for the assessment, you will receive much more than just a report that details someone’s assessment results.

Included in the costs are:

  • A learning platform called Everything DiSC Catalyst
  • An advanced testing process called Computerized Adaptive Testing
  • Follow-up resources for learners
  • Sophisticated reporting that looks at assessment results

Here is a breakdown of everything you will receive.

Catalyst was released in June of 2022. It was designed specifically for Everything DiSC. 

Catalyst enhances how a learner experiences their results. It also makes it easier for virtual teams to stay connected to each other and to use DiSC remotely.

Computerized adaptive testing is a form of testing. The process works by providing questions based on how a person answers the preceding question.

This format makes the process quicker and smarter.

Understand the D-Style with Workplace on Catalyst

When a person completes an Everything DiSC assessment on Catalyst, they will have access to videos, comparison reports, podcasts, and information on the history and theory of DiSC.

These resources can be leveraged to ensure the learning sticks from your workshop, and they are all included in the cost of each assessment.

Everything DiSC uses self-assessments. How a person answers their assessment determines their results.

While DiSC might seem like magic because of how accurately it can describe someone, it’s important to dig deeper into how a person answered certain questions if they disagree with their results.

ROI of DiSC - Supplemental data

The supplemental report for facilitators provides this level of reporting and it pulls back the curtain so learners can see why they received the style that they received.

This report allows facilitators, coaches, and trainers to have data specific conversations that can establish trust in the assessment process.

What Everything DiSC Offers

Everything DiSC provides an immersive platform, an accurate and friendly assessment process, engaging follow-up resources, and tools to ensure the process is transparent. All of the parts add up to allow DiSC to easily integrate into any organization.

Additionally, DiSC theory is easy to use and remember compared to other tools like MBTI. After all, the goal of any of these soft skill training programs is that they will be used. It’s easy to incorporate the language of DiSC because it’s simple without being simplistic.

Everything DISC Case Studies

NCAA - Training Student Athletes to Work in non-athletic professions

The NCAA recognized that many of their athletes won’t have the opportunity to become pro-athletes, but they could eventually work in Sports related jobs. In an effort to provide meaningful professional development for student-athletes, the NCAA created the NCAA Career in Sports Forum.

Each year, they started the event by having all of the participants complete an Everything DISC Workplace report during their. After the conference, an astounding 90% of students rated their experience with DISC as being useful to their future careers.

First United Bank - Investing in Employees While Recovering from the Recession

In 2009, while many banks and other financial institutions were reeling from the worst financial crisis since the Great Depression, First United Bank decided to reallocate resources to develop their employees using Everything DISC Workplace.

 Since the first year they started investing in these programs, First United Bank has seen their turnover rates sink below industry averages, a loyalty product that won new small business customers with profitable long-term potential; strategic projects executed ahead of schedule (in one case saving $60,000 right from the start).

Creating an Award Winning Environment by Creating a DISC Culture

Since incorporating Everything DISC to ensure personal and professional growth, SWBC was voted one of the Best Places to Work in Texas every year since 2012 and received a Brandon Hall Award in 2013.

In 2013, Carhartt realized that while their business was thriving, they lacked alignment at the leadership level that would keep the business moving forward. They implemented Everything DiSC Work of Leaders as their language of leadership.

The result? Carhart’s leaders were able to naturally develop and used a common language as part of their daily communication with each other. Leaders began to adjust their behaviors to match the tasks at hand.

Saline Lectronics, Inc. (Lectronics) is part of a fast-paced industry; contract manufacturing. Lectronics recognized that in order to be more competitive, they needed to provide their employees with the right tools that inspired deeper engagement and ensure success.

Lectronincs used Everything DiSC Productive Conflict to install the affirmation of “Pause-Reflect-Choose” to circumvent the hectic nature of their industry. The program saw development in all areas of the company, but especially in how they communicate with their customers. In 2018, they gained an additional $6M over the previous year.


Boyatzis R E 1982 The competent manager: A model for effective performance. New York. Wiley.
Cervone D 1997 Social cognitive mechanisms and personality coherence: self-knowledge, situational beliefs, and cross situational coherence in perceived self-efficacy. Psychological Science, 8: 156-165
Spencer, LM and Spencer, SM 1993 Competence at work: models for superior performance. New York. Wiley.
Carrell LJ and Willmington SC 1996 A comparison of self report and performance data in assessing speaking and listening competence. Communication Reports, 9:185-191
Thorton BB 1966 As you were saying: the number one problem. Personnel Journal, 45: 237-238
DiSC Training survey data was collected from November 2021 to May 2022. Includes survey data from 158 training participants.