Reintroducing DiSC in 2026
What's the Best Way to Reintroduce DiSC to Your Organization?
A Practical Guide for HR and Learning Leaders
Quick Answer:
The most effective way to reintroduce DiSC in 2026 is to treat it as an ongoing development strategy, not a one-time training event. Successful organizations relaunch Everything DiSC by connecting it to real business priorities, engaging managers as champions, and using the Catalyst platform to reinforce learning through short, practical, and repeatable behaviors that fit into everyday work.
Human Resources and Learning & Development professionals often tell me:
“We invested time, money, and energy into DiSC. People liked it. It helped. And now… it’s faded into the background. If we’re going to bring it back in 2026, I need to be confident it’s worth reintroducing and that we do it better this time.”
If that sounds familiar, you’re not alone. Many HR leaders, learning and development professionals, and internal facilitators search each year for how to relaunch DiSC and refresh Everything DiSC training in a way that actually sticks. The good news is that reintroducing DiSC doesn’t require starting over or launching a massive, expensive initiative. With the right strategy, you can reignite engagement, strengthen leadership capability, and maximize your original investment without overwhelming your teams or your calendar.
Below are practical, actionable, and cost-effective ways to bring DiSC back to life in a way that feels relevant, useful, and sustainable.
Why should we reintroduce DiSC now instead of moving on to something new?
In a workplace shaped by AI, distributed teams, and constant change, human skills like adaptability, emotional intelligence, and collaboration matter more than ever and DiSC supports all three.
As we reflect on a year marked by nonstop change, competing priorities, and limited resources, one thing is clear: organizations perform better when people understand themselves and each other. Technology continues to evolve at lightning speed, but behavior like how people communicate, respond to pressure, and collaborate remains the greatest differentiator.
DiSC continues to be one of the most effective assessments because it builds self-awareness quickly, provides practical language for real situations, and consistently delivers new resources through the Catalyst platform.
How do we connect DiSC to real business priorities (not just communication)?
The most effective way to reintroduce DiSC is to start with your business goals, not the assessment itself. Ask what you are trying to improve this year, where leaders or teams are getting stuck, and what behaviors need to happen more often, more consistently, or more effectively to achieve those goals.
Common answers include collaborating across hybrid teams, engaging in productive conflict, building resilience, navigating change, leading at a higher level, and strengthening emotional intelligence. DiSC excels here because it helps people understand their default behaviors under pressure, offers personalized and actionable recommendations, and supports habit-building through ongoing reflection and application tools in Catalyst.
Rather than teaching “styles,” DiSC helps people translate insight into action which is the bridge between learning and performance.
How do we reintroduce DiSC without people feeling like, "We've already done this?"
Relaunch DiSC so it feels fresh rather than recycled. The difference this time will be your use of Catalyst to create a sense of ownership and drive application among your learners. With Catalyst, DiSC becomes something people use regularly, not something they learned once at a workshop.
Your learners can:
Revisit their styles and explore motivators and stressors to prepare for coaching conversations
Compare themselves with colleagues to get targeted advice for collaborating, influencing, and navigating tension
Build team and group reports that surface patterns and strengths
Use Catalyst's built-in Conversation Starters to guide short, meaningful discussions during team meetings
Plus, more self-guided learning means time savings for your human resources team.
A Simple Reintroduction Idea: New Year, New Conversations
Launch a light-touch challenge where each employee completes one Catalyst comparison per week with a coworker. Encourage participants to choose people they work with frequently or find challenging. Over several weeks, these short interactions normalize talking about behavior, improve understanding, and spark better conversations without formal training sessions.
What common mistakes caused DiSC to fade the first time, and how do we avoid them?
Hey, mistakes happen to the best of us. That's why I recently wrote a post called "5 Mistakes Facilitator's Make."
The most common mistake and reason that DiSC initiatives lose momentum is lack of follow-through. Organizations move fast, priorities shift, and reinforcement gets lost. Instead of viewing this as a failure, see it as an opportunity to recharge DiSC in your organization.
This time, plan for reinforcement from the start, use short and frequent touchpoints like embedding DiSC into existing meetings, coaching conversations, performance reviews, employee relations conversations, and onboarding.
How can we engage managers in the reintroduction?
HR sets the strategy, but leaders make DiSC real. Reinvigorate DiSC by equipping managers with:
Catalyst Management Modules - personalized guidance for directing, delegating, developing, motivating, and even managing up.
NEW WorkSmart Modules - turnkey, one-hour management training events focused on supervisors' most pressing challenges.
When leaders model self-awareness and talk openly about their own styles, it signals that DiSC is a leadership tool, not just an HR initiative.
What can we do differently this time to keep DiSC alive?
Habit building ideas are baked right into Catalyst:
Use the Your Colleagues feature as standard prep for coaching and feedback conversations
Review motivators and stressors during goal-setting and performance check-ins
Build team maps as team members change or as new project teams form
Start team meetings with the brief Conversation Starter questions
How much effort will this realistically take?
Everything DiSC facilitation materials are designed in one-hour modules, making them ideal for management meetings or lunch-and-learns. You can use your existing kit's serial number to unlock the Catalyst Practitioner Experience to support Fundamentals, Workplace, Management, Agile EQ, and Worksmart without adding significant time demands. Need a new kit? Click here.
How do we make DiSC visible?
Use your Catalyst Administrative Platform to create group maps to display in meeting spaces or Teams Chats. Encourage learners to personalize their profiles with photos that represent their style so your map isn't just a bunch of black dots!
How do we encourage participation without forcing it?
A little fun goes a long way! You can increase employee engagement with light incentives, challenges, and friendly competitions without pressure. In fact, people love exploring all that Catalyst has to offer, so it might not be as heavy of a lift as you think. Participation increases when people see value and experience success quickly.
How do we measure the impact and ROI of DiSC?
Once you start seeing increased Catalyst usage and more frequent requests for workshops and teambuilding sessions, you'll know you've made an impact. But, the best success measure is when you see stronger coaching conversations, more confident leaders, reduced friction in meetings, and language shifts that reflect shared understanding of behavior. Be sure to celebrate those observable behaviors in the moment.
If we only have time to do 2 or 3 things well, what should they be?
The quickest ways to reinvigorate DiSC while having a big impact:
Start with a fun contest or challenge like my Everything DiSC on Catalyst Scavenger Hunt.
Engage managers as champions by giving them the Management Modules on Catalyst or engaging them in the Worksmart Manager Training programs.
Use the Catalyst Administrator Platform to create Group Culture Reports and to print Group Maps for display at the office or in Teams Chats.
Schedule a call with me and I'll help you get started right away!
Click the images below to achieve your goals.
Assessment
Solutions
Explore our assessments for candidate screening, development, team building, succession planning, and more.
Fabulous
Together
Give the women in your organization the coaching, confidence, and connections they need to have successful careers and a fabulous lives.
e-Learning
Made Easy
Create an amazing learning experience
whether your team is
at the office, at home, or on the go.
Lead
Ignited
Be the best leader you can be
with this award-winning
learning opportunity.
Collaboration
Breakthrough
Create a workplace you love with our best-selling book, employee survey, and interactive team experience.
Coaching
Conversations
Replace your archaic review process
with an online system to
guide GREAT conversations.
Download the Best Interview Questions
for Virtual Job Candidates
Look who's using our assessments today:
Check out our recent news and blog.
Reintroducing DiSC in 2026
What's the Best Way to Reintroduce DiSC to Your Organization?
A Practical Guide for HR and Learning Leaders
Quick Answer:
The most effective way to reintroduce DiSC in 2026 is to treat it as an ongoing development strategy, not a one-time training event. Successful organizations relaunch Everything DiSC by connecting it to real business priorities, engaging managers as champions, and using the Catalyst platform to reinforce learning through short, practical, and repeatable behaviors that fit into everyday work.
Human Resources and Learning & Development professionals often tell me:
“We invested time, money, and energy into DiSC. People liked it. It helped. And now… it’s faded into the background. If we’re going to bring it back in 2026, I need to be confident it’s worth reintroducing and that we do it better this time.”
If that sounds familiar, you’re not alone. Many HR leaders, learning and development professionals, and internal facilitators search each year for how to relaunch DiSC and refresh Everything DiSC training in a way that actually sticks. The good news is that reintroducing DiSC doesn’t require starting over or launching a massive, expensive initiative. With the right strategy, you can reignite engagement, strengthen leadership capability, and maximize your original investment without overwhelming your teams or your calendar.
Below are practical, actionable, and cost-effective ways to bring DiSC back to life in a way that feels relevant, useful, and sustainable.
Why should we reintroduce DiSC now instead of moving on to something new?
In a workplace shaped by AI, distributed teams, and constant change, human skills like adaptability, emotional intelligence, and collaboration matter more than ever and DiSC supports all three.
As we reflect on a year marked by nonstop change, competing priorities, and limited resources, one thing is clear: organizations perform better when people understand themselves and each other. Technology continues to evolve at lightning speed, but behavior like how people communicate, respond to pressure, and collaborate remains the greatest differentiator.
DiSC continues to be one of the most effective assessments because it builds self-awareness quickly, provides practical language for real situations, and consistently delivers new resources through the Catalyst platform.
How do we connect DiSC to real business priorities (not just communication)?
The most effective way to reintroduce DiSC is to start with your business goals, not the assessment itself. Ask what you are trying to improve this year, where leaders or teams are getting stuck, and what behaviors need to happen more often, more consistently, or more effectively to achieve those goals.
Common answers include collaborating across hybrid teams, engaging in productive conflict, building resilience, navigating change, leading at a higher level, and strengthening emotional intelligence. DiSC excels here because it helps people understand their default behaviors under pressure, offers personalized and actionable recommendations, and supports habit-building through ongoing reflection and application tools in Catalyst.
Rather than teaching “styles,” DiSC helps people translate insight into action which is the bridge between learning and performance.
How do we reintroduce DiSC without people feeling like, "We've already done this?"
Relaunch DiSC so it feels fresh rather than recycled. The difference this time will be your use of Catalyst to create a sense of ownership and drive application among your learners. With Catalyst, DiSC becomes something people use regularly, not something they learned once at a workshop.
Your learners can:
Revisit their styles and explore motivators and stressors to prepare for coaching conversations
Compare themselves with colleagues to get targeted advice for collaborating, influencing, and navigating tension
Build team and group reports that surface patterns and strengths
Use Catalyst's built-in Conversation Starters to guide short, meaningful discussions during team meetings
Plus, more self-guided learning means time savings for your human resources team.
A Simple Reintroduction Idea: New Year, New Conversations
Launch a light-touch challenge where each employee completes one Catalyst comparison per week with a coworker. Encourage participants to choose people they work with frequently or find challenging. Over several weeks, these short interactions normalize talking about behavior, improve understanding, and spark better conversations without formal training sessions.
What common mistakes caused DiSC to fade the first time, and how do we avoid them?
Hey, mistakes happen to the best of us. That's why I recently wrote a post called "5 Mistakes Facilitator's Make."
The most common mistake and reason that DiSC initiatives lose momentum is lack of follow-through. Organizations move fast, priorities shift, and reinforcement gets lost. Instead of viewing this as a failure, see it as an opportunity to recharge DiSC in your organization.
This time, plan for reinforcement from the start, use short and frequent touchpoints like embedding DiSC into existing meetings, coaching conversations, performance reviews, employee relations conversations, and onboarding.
How can we engage managers in the reintroduction?
HR sets the strategy, but leaders make DiSC real. Reinvigorate DiSC by equipping managers with:
Catalyst Management Modules - personalized guidance for directing, delegating, developing, motivating, and even managing up.
NEW WorkSmart Modules - turnkey, one-hour management training events focused on supervisors' most pressing challenges.
When leaders model self-awareness and talk openly about their own styles, it signals that DiSC is a leadership tool, not just an HR initiative.
What can we do differently this time to keep DiSC alive?
Habit building ideas are baked right into Catalyst:
Use the Your Colleagues feature as standard prep for coaching and feedback conversations
Review motivators and stressors during goal-setting and performance check-ins
Build team maps as team members change or as new project teams form
Start team meetings with the brief Conversation Starter questions
How much effort will this realistically take?
Everything DiSC facilitation materials are designed in one-hour modules, making them ideal for management meetings or lunch-and-learns. You can use your existing kit's serial number to unlock the Catalyst Practitioner Experience to support Fundamentals, Workplace, Management, Agile EQ, and Worksmart without adding significant time demands. Need a new kit? Click here.
How do we make DiSC visible?
Use your Catalyst Administrative Platform to create group maps to display in meeting spaces or Teams Chats. Encourage learners to personalize their profiles with photos that represent their style so your map isn't just a bunch of black dots!
How do we encourage participation without forcing it?
A little fun goes a long way! You can increase employee engagement with light incentives, challenges, and friendly competitions without pressure. In fact, people love exploring all that Catalyst has to offer, so it might not be as heavy of a lift as you think. Participation increases when people see value and experience success quickly.
How do we measure the impact and ROI of DiSC?
Once you start seeing increased Catalyst usage and more frequent requests for workshops and teambuilding sessions, you'll know you've made an impact. But, the best success measure is when you see stronger coaching conversations, more confident leaders, reduced friction in meetings, and language shifts that reflect shared understanding of behavior. Be sure to celebrate those observable behaviors in the moment.
If we only have time to do 2 or 3 things well, what should they be?
The quickest ways to reinvigorate DiSC while having a big impact:
Start with a fun contest or challenge like my Everything DiSC on Catalyst Scavenger Hunt.
Engage managers as champions by giving them the Management Modules on Catalyst or engaging them in the Worksmart Manager Training programs.
Use the Catalyst Administrator Platform to create Group Culture Reports and to print Group Maps for display at the office or in Teams Chats.
Schedule a call with me and I'll help you get started right away!
