Skip to content

DISC Profile: ML to R4 Update

There is now a new DISC questionnaire available called the R4 version. In brief, this means that instead of picking one statement that you are MOST like and one you are LEAST like (ML.)

In brief, this means that instead of picking one statement that you are MOST like and one you are LEAST like (ML), we are now asking you to rank all 4 statements (R4), which gives our DISC profiles much higher validity. Nothing about the questionnaire itself will change; only the way respondents rank the questions.

Why the Update?

This is our most recent, most up-to-date and most valid/reliable DISC questionnaire ever released.

What’s the difference between ML and R4?

The DISC questionnaire consists of 24 questions, each with four statements.

The ML (Most/Least) version required the respondent to select only one statement they are MOST like, and only one statement they are LEAST like. This meant we were collecting 2 x 24 (or 48) pieces of information.

The R4 version uses the same 24 sets of four statements, however, now we ask respondents to rank ALL FOUR statements. Therefore, now we are collecting 24 x 4 (or 96) pieces of information about the person (plus the hierarchy ranking they have given each one).

Why is R4 Better Than ML?

The R4 version provides us with a lot more information when graphing the respondents' natural and adapted graphs, which means that our graphs have become a lot more sensitive and we have increased our validity and reliability scores on all scales (which were very high already!)

Important - Changes to Graph Interpretation:

It is important that your accredited people understand this change so they understand how to interpret the DISC graphs.

In our accreditation program each participant would have received the DISC Facilitator’s Guide. In this guide, on page 10 there is an explanation of what a movement of a person’s natural score and adapted score might mean. It states that the following score ranges might possibly represent tension (10-20 point shift), stress (20-30 point shift) or distress (30 or more point shift). This is based off the old ML scoring. It is important to note that with the new R4 scoring these possible indicators are now half of the original score. That is, with the R4 version the new ranges are tension (5-10 point shift), stress (10-15 point shift) or distress (15 or more point shift). It is really important to note that these score ranges are only indicators not hard evidence of tension, stress or distress — they are simply something worth exploring when we see them.

How do you know what type of report you are looking at?

If you take a look at any report, turn to the graph page (usually around page 21-22). At the bottom of the graphs you will see the words "Norm 2012 ML" or "Norm 2012 R4".

Theo Winter

Theo Winter

Client Services Manager, Writer & Researcher. Theo is one of the youngest professionals in the world to earn an accreditation in TTI Success Insight's suite of psychometric assessments. For more than a decade, he worked with hundreds of HR, L&D and OD professionals and consultants to improve engagement, performance and emotional intelligence of leaders and their teams. He authored the book "40 Must-Know Business Models for People Leaders."

We Would Like to Hear From You (0 Comments)

Newsletter Sign-Up

Designed For You

Going out every 3 weeks, the Science of Self™ newsletter brings interesting, fresh and topical content to professionals in Talent Management, Human Resources, Learning & Development, People & Culture, Organisational Development, General Management and Consulting.

Welcome to Science of Self™

Our knowledge centre holds over 400 articles shared through the Science of Self™ newsletter. The topics are relevant to the fields of talent management, human resources, organisational development and business growth.

As the title suggests, we take an evidence-based approach to sharing content about people in the context of work. If you like what you see, consider signing up below!

Knowledge Centre Home

    The Future of Work

    Looking for a practical guide to help you rewire your business for the future of work?

    Read More