{"id":29345,"date":"2026-03-08T12:07:14","date_gmt":"2026-03-08T11:07:14","guid":{"rendered":"https:\/\/discprofiles.eu\/domande-frequenti-disc\/"},"modified":"2026-10-28T19:37:48","modified_gmt":"2026-10-28T18:37:48","slug":"domande-frequenti-disc","status":"publish","type":"page","link":"https:\/\/discprofiles.eu\/it\/domande-frequenti-disc\/","title":{"rendered":"Domande frequenti sul DiSC\u00ae"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"29345\" class=\"elementor elementor-29345 elementor-21027\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d32eecd e-flex e-con-boxed e-con e-parent\" data-id=\"d32eecd\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-2317bcf e-con-full e-flex e-con e-child\" data-id=\"2317bcf\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6a65873 animated-fast elementor-widget__width-initial elementor-invisible elementor-widget elementor-widget-elementskit-heading\" data-id=\"6a65873\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_animation&quot;:&quot;fadeIn&quot;,&quot;_animation_delay&quot;:100}\" data-widget_type=\"elementskit-heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<div class=\"ekit-wid-con\" ><div class=\"ekit-heading elementskit-section-title-wraper text_center   ekit_heading_tablet-   ekit_heading_mobile-\"><h1 class=\"ekit-heading--title elementskit-section-title \">Got DiSC <span>questions<\/span>? This way.<\/h1>\t\t\t\t<div class='ekit-heading__description'>\n\t\t\t\t\t<p>FAQs, Learner Questions, and Helpful Answers About DiSC<\/p>\n<p>Can't find your question here, please ask us <a href=\"https:\/\/discprofiles.eu\/get-in-touch\/\"><strong>here<\/strong><\/a>.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-2f5926c e-flex e-con-boxed e-con e-parent\" data-id=\"2f5926c\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-88d7a4d elementor-widget elementor-widget-html\" data-id=\"88d7a4d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.faq-nav{margin-top:16px}<\/style>\n<style>\n  .dp-faq-wrap {\n    max-width: 100%;\n    margin: 0 auto 28px;\n    font-family: inherit;\n    color: #2f2a4a;\n  }\n\n  .dp-faq-title {\n    margin: 0 0 20px;\n    font-size: 34px;\n    line-height: 1.2;\n    font-weight: 700;\n    color: #2f2a4a;\n  }\n\n  .dp-faq-item {\n    border: 1px solid #e7e2f3;\n    border-radius: 14px;\n    margin-bottom: 14px;\n    background: #fff;\n    box-shadow: 0 8px 24px rgba(64, 45, 122, 0.05);\n    overflow: hidden;\n  }\n\n  .dp-faq-item summary {\n    list-style: none;\n    cursor: pointer;\n    padding: 20px 22px;\n    font-size: 18px;\n    line-height: 1.4;\n    font-weight: 600;\n    color: #2f2a4a;\n    display: flex;\n    justify-content: space-between;\n    align-items: center;\n    gap: 18px;\n  }\n\n  .dp-faq-item summary::-webkit-details-marker {\n    display: none;\n  }\n\n  .dp-faq-item summary:hover {\n    background: #faf8fe;\n  }\n\n  .dp-faq-item summary span,\n  .dp-faq-icon {\n    pointer-events: none;\n  }\n\n  .dp-faq-icon {\n    color: #40bfb9;\n    font-size: 24px;\n    line-height: 1;\n    flex: 0 0 auto;\n    transition: transform 0.2s ease;\n  }\n\n  .dp-faq-item[open] .dp-faq-icon {\n    transform: rotate(45deg);\n  }\n\n  .dp-faq-answer {\n    padding: 0 22px 22px;\n    font-size: 16px;\n    line-height: 1.75;\n    color: #4b4563;\n  }\n\n  .dp-faq-answer p:last-child,\n  .dp-faq-answer ul:last-child {\n    margin-bottom: 0;\n  }\n\n  .dp-faq-answer ul {\n    margin: 10px 0 16px 0;\n    padding-left: 22px;\n  }\n\n  .dp-faq-answer li {\n    margin-bottom: 6px;\n  }\n<\/style>\n\n<div class=\"dp-faq-wrap\">\n  <h2 class=\"dp-faq-title\">General questions about DiSC<\/h2>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>1. What is the DiSC profile telling you?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>DiSC is a needs-driven behavioural model, which means it can uncover behavioural tendencies and help people understand why they behave in a certain way and what motivates them.<\/p>\n      <p>Style is represented by a dot within one of the 12 segments of the DiSC continuum model. The position of the dot in relation to the center of the circle indicates how closely the person matches one of the main behavioral categories.<\/p>\n      <p>The closer the dot is to the circle's edge, the more strongly that individual is likely to identify with the styles and behavioral patterns associated with their type.<\/p>\n      <p>The closer it is to the centre, the easier it should be for them to adopt behavioural patterns from other personality types.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>2. What is the ideal or best DiSC style?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>No single DiSC style is considered ideal or superior. Each style brings its own set of strengths and areas for improvement. DiSC is a tool to understand the effort required for different behaviors, rather than a measure of skill. It\u2019s important to recognize that we\u2019re all a mix of styles and can adapt to others as needed.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>3. When to retake DiSC assessment?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>You or any of your clients might have wondered if they should retake the DiSC assessment after a certain period.<\/p>\n      <p>While most individuals will not see meaningful changes in their results over time, there are certain situations when retaking the assessment may be helpful:<\/p>\n      <ul>\n        <li>When an individual took it right before or after a big life event<\/li>\n        <li>When an individual took it in their non-native language<\/li>\n        <li>When an individual was distracted when they took it<\/li>\n        <li>When an individual took it more than 3 years ago and has changed work roles<\/li>\n        <li>When an individual was not authentic in their responses the first time that they completed the assessment<\/li>\n        <li>When an individual is transitioning to a new career or work environment<\/li>\n        <li>When an individual is working on personal growth or development<\/li>\n      <\/ul>\n      <p>Ultimately, the decision to retake the DiSC assessment should be based on the individual\u2019s specific circumstances and goals. If someone is unsure whether or not to retake the assessment, the above ideas might be useful to share with them.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>4. What\u2019s the most common or rarest DiSC style?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>There are no style \u201coutliers\u201d in the DiSC model refined by psychometricians at Wiley. Everything DiSC\u00ae assessments are normed so roughly a quarter of the population falls into each quadrant.<\/p>\n      <p>Other assessments based on the DISC model might show a predominance of one style because their assessments haven\u2019t been normed for equal distribution or because their questionnaire items are value-laden, using terms for one style that are more socially desirable than others.<\/p>\n      <p>However, note that there is still quite a difference between the most common style (i with 10.4%) and the least common style (CD with 5.3%) according to this sample size of English-speaking respondents. There is no research done on what is the distribution globally.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>5. How many people fall right in the center of the DiSC circle?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>If you look at the DiSC map for several people you\u2019ll notice that not everyone\u2019s dot is placed at the same distance from the center. That distance is also meaningful. People whose dots fall toward the edge of the circle are said to be much more inclined toward their DiSC styles. The style characteristics of someone with their dot near the outer edge will be much more pronounced than for someone whose dot is closer to the center of the circle.<\/p>\n      <p>We know what percentage of people fall in each quarter of inclination. The first quarter \u2013 the one closest to the center of the circumplex \u2013 is by far the smallest population, at only 2.0%. The percentage of those very close to the center, then, is even smaller than 2.0%.<\/p>\n      <p>Here\u2019s a quick breakdown of the percentages for each quarter:<\/p>\n      <ul>\n        <li>First quarter (closest to center of circumplex): 2.0%<\/li>\n        <li>Second quarter (\u201cslightly to moderately inclined\u201d): 16.2%<\/li>\n        <li>Third quarter (\u201cmoderately to strongly inclined\u201d): 45.2%<\/li>\n        <li>Fourth quarter (closest to outside of circumplex): 36.6%<\/li>\n      <\/ul>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>6. What does it mean to have an extra priority?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Everything DiSC\u00ae assessments go deeper than simply telling you whether you have a D, i, S, or C style. Your DiSC map will also show you:<\/p>\n      <ul>\n        <li>how strongly inclined you are to your style (how close your dot is to the edge or center)<\/li>\n        <li>to what degree you display qualities of other styles (your shading)<\/li>\n        <li>whether you have extra priorities outside those typical of your style<\/li>\n      <\/ul>\n      <p>The eight words around the map are called priorities. These are the primary areas you focus your energy on and can also be a driver for the observable behaviours that others may notice. The closer your shading comes to a priority, the more likely you are to focus your energy on that area. Everyone has at least three priorities associated with their profile, and some may have four or five. It is important to note that having five priorities is no better than having three, and vice versa.<\/p>\n      <p>The reporting of additional priorities in this way is important since they broaden the richness and accuracy of the report.<\/p>\n      <p>Remember this type of profile isn't better, or worse - just different!<\/p>\n      <p>With every DiSC profile, there is also a free Facilitator's Supplement available. This provides a little more detail about the data behind the presentation of the results. We always recommend to look at this free report when you give feedback to DiSC results.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>7. How to keep DiSC alive in your organisation?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Keeping the principles of DiSC\u00ae active and relevant in an organization can be challenging, but it\u2019s crucial for fostering a culture of communication and understanding. Here are some strategies to ensure that DiSC remains a vibrant and integral part of your workplace.<\/p>\n      <p><strong>1. Regular Refreshers<\/strong><\/p>\n      <p>Encourage teams to regularly revisit DiSC concepts. Short, frequent discussions about DiSC can help keep the principles fresh in everyone\u2019s mind.<\/p>\n      <p><strong>2. Integrating DiSC with Existing Processes<\/strong><\/p>\n      <p>Incorporate DiSC into your existing business practices. For instance, during meetings or team-building activities, remind participants of their DiSC styles and how these can influence group dynamics.<\/p>\n      <p><strong>3. Leadership Endorsement<\/strong><\/p>\n      <p>Have your leaders set an example by consistently applying DiSC in their management approach and decision-making processes. Leadership\u2019s commitment to DiSC can inspire the entire organization to follow suit.<\/p>\n      <p><strong>4. New Employee Orientation<\/strong><\/p>\n      <p>Introduce DiSC early by incorporating it into onboarding programs for new hires. This can help new employees understand the communication styles of their colleagues from the start.<\/p>\n      <p><strong>5. DiSC\u00ae Profiles Display<\/strong><\/p>\n      <p>Encourage employees to display their DiSC style somewhere visible, like on their desk, office door, or any social platform. This acts as a constant reminder of the diverse communication styles within the team.<\/p>\n      <p><strong>6. Apply DiSC in Conflict Resolution<\/strong><\/p>\n      <p>Utilize DiSC to navigate and resolve conflicts by understanding the different motivations and fears of the conflicting parties.<\/p>\n      <p><strong>7. DiSC Champions<\/strong><\/p>\n      <p>Designate DiSC champions within your organization who are passionate about the framework and can promote its use in various departments. Consider sending at least one member of a team to the DiSC\u00ae Certification program to get further expertise and increase the value your organization gets from DiSC.<\/p>\n      <p><strong>8. Tailored Communication<\/strong><\/p>\n      <p>Use DiSC to tailor communication strategies within your team, ensuring messages resonate with the diverse styles of the group.<\/p>\n      <p><strong>9. Performance Reviews<\/strong><\/p>\n      <p>Incorporate DiSC into performance reviews to discuss how an employee\u2019s style has influenced their performance, both positively and negatively.<\/p>\n      <p><strong>10. Continuous Learning<\/strong><\/p>\n      <p>Keep the learning alive by providing ongoing training and development opportunities related to DiSC.<\/p>\n      <p>By implementing these strategies, you can maintain the relevance and effectiveness of DiSC\u00ae in your organization, fostering a more harmonious and productive workplace and getting a better return on investment from the DiSC profiles.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>8. Can DiSC be used as a hiring tool?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Everything DiSC has not been validated as a hiring tool. There is no direct correlation between DiSC styles and job success or satisfaction. DiSC focuses on personality traits rather than the skills and abilities required for a specific job.<\/p>\n      <p>However, some jobs do have a disproportional number of people with similar styles. This is only a modest trend and may only indicate that more people choose or are hired for that profession.<\/p>\n      <p>For example, you might see several iD styles in your sales department or C styles in IT and finance departments. That might mean more of those styles go into those roles or that recruiters have a bias toward that style for these roles.<\/p>\n      <p>Still, Everything DiSC is used by many organizations to build self-awareness and to help understand the style preferences and ideal work environments of new employees, aiding in their successful integration.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>9. Can my DiSC profile change over time?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Your DiSC profile can evolve over time due to various factors like life experiences, education, and maturity. Changes in your DiSC assessment results might be more noticeable over longer periods. While major shifts in style are unlikely, smaller changes can occur, especially after significant life events or when frequently engaging in behaviors characteristic of different styles.<\/p>\n      <p>We recommend re-taking the DiSC assessment every two years to ensure it captures your current style.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>10. Can I have one style at work and another at home?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>It\u2019s common for people to exhibit similar DiSC styles in both their personal and professional lives. While different situations might require different styles, this doesn\u2019t mean one has completely different styles at work and at home. It\u2019s about adapting to various situations, which might be more or less energy-intensive depending on how far it is from your natural style.<\/p>\n      <p>So, whether at home or at work, you don\u2019t really change the essence of who you are, but you may change how you respond to others in each different environment. You are likely to float between a few dominant styles based on each unique circumstance.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>11. How can I best use the knowledge from DiSC\u00ae?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Utilizing the insights gained from an Everything DiSC assessment can be incredibly beneficial in both personal and professional life. For example, understanding the concept of \u2018stretching\u2019 into other styles to be more effective with others.<\/p>\n      <p>If your natural style is analytical and reserved (C style), but you\u2019re in a situation that requires more outgoing and social behaviors (i style), this stretching can range from being slightly uncomfortable to quite challenging, depending on your style\u2019s intensity (position on the DiSC circle). The further away your natural style is from the required style, the more effort it takes to adapt.<\/p>\n      <p>Remember, the key to leveraging DiSC effectively is not just in knowing the styles, but in actively applying this knowledge to adapt and improve interactions and strategies in various areas of life and work.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>12. Should teams have a mix of all styles?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>A team can be successful with or without a mix of DiSC styles. What\u2019s more important than mix is awareness of the team\u2019s strengths and challenges. A well-rounded team will work to overcome their challenges rather than focus only on their strengths.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>13. Do the four DiSC colors mean anything?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>The colors used in Everything DiSC profiles are purely for design and branding purposes. They don\u2019t hold any specific meaning in relation to the DiSC styles themselves. It\u2019s important not to associate DiSC styles with certain colors, as research indicates that the interpretation of colors can vary significantly across different cultures.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>14. Why are there so many DISC tests?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>The DISC model is not copyrighted, so this has led to the development of various assessments by different providers. Everything DiSC is the original and the first DiSC profile created in the world and sets itself apart as a premium brand with its commitment to ongoing research and the most advanced assessments and solutions.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>15. Why are Everything DiSC profiles better than standard DISC profiles?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Everything DiSC profiles are one of the most advanced and researched personality assessment tools globally. They offer a more detailed evaluation of an individual\u2019s personality and behavioral style. Everything DiSC is backed by extensive research and testing, ensuring the product's validity and reliability. It has significantly evolved from the original DISC profiles and Marston\u2019s research.<\/p>\n      <p>Moreover, Everything DiSC uses 12 styles instead of just 4, incorporates Likert Scale questions, and employs adaptive testing to ensure the most accurate and modern survey process and results. Its continuum model makes the information easy to understand and apply in team environments. Overall, Everything DiSC is highly memorable, fully personalized, and positively written to ensure a positive and valuable experience for all participants.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>16. In what languages is the DiSC Profile Assessment available?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Everything DiSC is available in almost 15 languages, including Chinese, Danish, Estonian, Finnish, French, German, Italian, Japanese, Korean, Lithuanian, Norwegian, Spanish, Swedish, and Turkish. The older generation DiSC Classic is available in 30+ languages.<\/p>\n      <p>If you need assessments and results in a language not mentioned here, please contact us to discuss your requirements.<\/p>\n      <p>The translated profiles are culturally adapted to the country of origin to account for any differences in language, approach, or culture, ensuring they are applicable to every participant.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>17. Is the Everything DiSC assessment valid and reliable?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Yes. In fact, Wiley only publishes products that have surpassed their strict testing standards and have been proven effective through their iterative design process. Everything DiSC assessments build on over 40 years of DiSC research and knowledge. Specific information related to validity and reliability is available in the Everything DiSC Research Report and the Everything DiSC Research Manual.<\/p>\n    <\/div>\n  <\/details>\n<\/div>\n\n<div class=\"dp-faq-wrap\">\n  <h2 class=\"dp-faq-title\">DiSC Learner questions<\/h2>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>1. Doesn\u2019t DiSC put people in boxes?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>DiSC or other personality assessments can undoubtedly be misused. For example, someone might insist on hiring only people with a high Achiever score in StrengthsFinder, assume that an INTJ Myers-Briggs result means someone will be difficult to work with, or believe that only DiSC C styles can be good accountants. These are common examples of misuse of personality and behavioral assessments.<\/p>\n      <p>To ease learners' concerns, explain how the assessment will be used to improve communication, build stronger team relationships, and similar goals. Sharing the Cornerstone Principles found in each profile can also help. It's important to note that all DiSC styles are equally valuable, and DiSC does not predict job success.<\/p>\n      <p>We like to say that the goal of DiSC is the opposite of putting people into boxes\u2014it's about helping people get out of their boxes. While everyone has their natural comfort area, we can benefit enormously by learning to operate outside of it as well.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>2. What\u2019s the best job for each DiSC style?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>It might seem that Dominance types are naturally suited to leadership or managerial roles, Conscientiousness types excel in finances and IT, Steadiness types thrive in potentially more stable public sector or Human Resources roles, and Influence types shine in sales and communication.<\/p>\n      <p>However, this is not always the case. DiSC style does not indicate skill or job suitability. While individuals may be drawn to certain roles that align with their behavioral tendencies and natural needs, DiSC should never be used to predict job suitability or confine people to specific roles.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>3. How does my ethnicity, gender, or level of education affect my DiSC style?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>In general, research shows that demographics don\u2019t have a notable influence on the differentiation of personality types measured by DiSC profiles. DiSC is as valuable and popular in Japan as in Denmark.<\/p>\n      <p>From the Everything DiSC Manual:<\/p>\n      <p><strong>Most common DiSC style<\/strong><\/p>\n      <p>\u201cThe standardization of the eight scales ensured that the assignment of DiSC styles was roughly equal across the twelve styles. The Everything DiSC assessment has been translated into other languages where local norm groups are used to establish the optimal items and norms for each scale.\u201d<\/p>\n      <p><strong>Gender<\/strong><\/p>\n      <p>Gender \u201cdifferences are generally small. The largest differences are seen on the iS scale, in which gender accounted for 3.7% of scale variance. Women tended to score higher on the i, iS, S, and SC scales, and men tended to score higher on the D, Di, C, and CD scales.\u201d<\/p>\n      <p><strong>Heritage<\/strong><\/p>\n      <p>\u201cThese differences are generally small. The largest differences are seen on the CD scale, in which heritage accounted for 2.5% of scale variance.\u201d<\/p>\n      <p><strong>Education<\/strong><\/p>\n      <p>\u201cThese differences are generally very small. The largest differences are seen on the Di scale, in which education accounted for .7% of scale variance.\u201d<\/p>\n      <p><strong>Ethnicity<\/strong><\/p>\n      <p>\u201cPractically speaking, knowing someone\u2019s ethnic background will tell a practitioner almost nothing about that person\u2019s DiSC style.\u201d<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>4. Who can see my profile results?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>For most profiles, it's up to the learner whether they want to share their results. Only the administrator of the EPIC account will have access to view learners\u2019 completed profiles.<\/p>\n      <p>If using Everything DiSC Catalyst, everyone\u2019s overall results will be visible to others within the same organization who have also taken an assessment on the Catalyst platform. However, no one will see anyone else\u2019s complete report. Learners can adjust their privacy settings to not appear in the \"Your colleagues\" section of the site.<\/p>\n      <p>If you're using a Facilitator Report for group analysis, others will see each learner\u2019s dot-placement along with their name, but they won\u2019t have access to the full profile.<\/p>\n      <p>While some people may prefer not to share their results, we typically find that people enjoy sharing what they've learned about themselves.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>5. Can I fail a DiSC\u00ae test?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>There is no way to fail a DiSC assessment as there is no better or worse style. All results are equally good. However, as the learner is the expert on themselves, they should fill the assessment as truly as possible. Trying to manipulate the results to get a specific outcome could invalidate the assessment, making it less useful for personal development.<\/p>\n      <p>Explaining how the assessment will be used and what they should focus on when answering the questions can help alleviate learners' anxiety about taking it.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>6. Can I buy a profile for someone else?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Absolutely! If a learner sees the benefits of DiSC and wants to buy a profile for a loved one or colleague, direct them to our website or contact us. When you purchase an assessment as a gift, you will receive an email with a link to the assessment. You can then simply forward this email to your friend, family member, or colleague. The recipient will be able to set up a secure account, take the assessment, and view their results.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>7. How can I find my DiSC profile again?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>If someone has lost their profile and can't easily find it, they should return to the initial email they received from the assessment provider. The link they used to take the assessment will help them locate their completed profile. If they no longer have the email with the access code, they will need to contact us. If the assessment was purchased from us, we can help locate it for them.<\/p>\n      <p>If the learner has signed into either Catalyst or MyEverythingDiSC, they will be able to find their reports there. For MyEverythingDiSC, they might need to add their profile using the code from their initial email or the bottom right corner of their printed (or PDF) profile.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>8. What is the best DiSC style for a Manager or a Leader?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Leadership effectiveness isn't determined by behavioral style, so no single DiSC style is inherently better for leadership than another. Effective leaders excel at maximizing team performance and fostering a culture of strong teamwork and morale. Flexibility, adaptability, and agility are far more critical than specific personality traits. Research shows that the most effective leaders possess high levels of emotional intelligence, and no particular DiSC style has a natural advantage in this area.<\/p>\n      <p>Traditionally, we have seen more D-style people seek out leadership\/managerial roles but studies show that recently other styles have been increasing faster among managers.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>9. How long does it take to complete the assessment and receive the results?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>Respondents should answer the Everything DiSC questions instinctively, focusing on the perspective of \u201cWho am I?\u201d Following this approach, it typically takes about 12-20 minutes to complete an Everything DiSC Workplace assessment. The time may vary depending on the type of profile and the adaptive testing approach of the assessment.<\/p>\n      <p>Once the questionnaire is completed, the respondent\u2019s profile report is available immediately. The administrator can provide instant access to the report, or it can be withheld by a facilitator until a scheduled team DiSC session.<\/p>\n      <p>With the new Catalyst platform for Everything DiSC, respondents can view their DiSC result on the online platform as soon as they complete the assessment.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>10. What can I expect from my team after they complete DiSC?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>DiSC is a powerful tool to create self-awareness and for fostering engagement within an organization from the ground up. Participants in a DiSC session will receive resources to help them take ownership of their working relationships and better understand their own needs and how they differ from others. As team members learn to meet their own needs and those of their colleagues through their work, we expect to see increased trust, respect, and openness among the team.<\/p>\n      <p>Research shows that higher levels of trust and collaboration within an organization have a significantly positive impact on business results.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>11. Why does some of my feedback seem to contradict what I know about my DiSC\u00ae style?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>There may be times when a person\u2019s report and narrative feedback do not seem consistent with characteristics typical of their DiSC\u00ae style. For instance, we know that two people with the D style are not identical. This is because the D style is multidimensional and, therefore, contains correlated but separate elements such as forcefulness, directness, and tough-mindedness. There are times when an individual may demonstrate only two out of three of these characteristics and still be classified as a D style.<\/p>\n      <p>Unexpected behaviors or priorities outside of the typical characteristics of a DiSC style help reflect the depth of a person\u2019s individual personality. The Everything DiSC Supplement for Facilitators report can help you identify these unexpected behaviors and is available for any Everything DiSC profile.<\/p>\n    <\/div>\n  <\/details>\n<\/div>\n\n<div class=\"dp-faq-wrap\">\n  <h2 class=\"dp-faq-title\">DiSC admin account<\/h2>\n\n  <p>EPIC (Electronic Profile Information Center) is a self-service administrative tool for administering Everything DiSC\u00ae and The Five Behaviors\u00ae assessments. Wiley, the publisher of these tools, provides an online solution to provide you complete independence and authority.<\/p>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>1. Do I need the Admin Account (EPIC)?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>We recommend an EPIC Administrator Account if:<\/p>\n      <ul>\n        <li>you have an ongoing need for DiSC and The Five Behaviors profiles and reports,<\/li>\n        <li>you want to manage the profiles independently and efficiently,<\/li>\n        <li>you want to generate supplemental reports like Group reports and Comparison reports,<\/li>\n        <li>you want to restrict access to participants' completed profile until you release it (such as handing out profiles during a training),<\/li>\n        <li>you want to create your database and store reports in an organized manner for future reference<\/li>\n      <\/ul>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>2. How does the EPIC administrator account work?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>There aren't any minimums, renewal costs, or annual fees.<\/p>\n      <p>Your account becomes active as soon as you choose and pay for the EPIC Admin Account Setup Package.<\/p>\n      <p>EPIC operates by allowing you to purchase credits that can be redeemed for assessments and reports. Every profile has a credit value, and the quantity of credits varies depending on the assessment. Additionally, prices may vary depending on the language.<\/p>\n      <p>For the profiles and reports you want to use, you buy the credits you require. These can be purchased straight from your current EPIC account or by sending an email to us.<\/p>\n      <p>Together with the invoice, we email you a confirmation after adding those credits to your EPIC account. To use those credits for the reports or profiles you want, log into EPIC.<\/p>\n      <p>Credits never expire. If you order a few more than necessary for your current need, those extra credits can be used for profiles in the future.<\/p>\n    <\/div>\n  <\/details>\n\n  <details class=\"dp-faq-item\">\n    <summary><span>3. I need help with EPIC. What to do?<\/span><span class=\"dp-faq-icon\">+<\/span><\/summary>\n    <div class=\"dp-faq-answer\">\n      <p>We set up your account and provide you a free intro training when you buy an Admin Account Package.<\/p>\n      <p>We provide help for using EPIC in the Help section on EPIC platform. There are instruction videos for all functions.<\/p>\n      <p>For technical issues and questions, you can always contact us as your Authorized DiSC Partner. For 24\/7 Tech Support you can also contact:<\/p>\n      <p><strong>Tech Support (English Only)<\/strong><br>\n      Hours: Daily, 24 hours<br>\n      assessmentsupport@wiley.com<br>\n      Americas: +1 763-762-9025<br>\n      EMEA: +44 186 552 1556<br>\n      Asia\/Australia: +61 7 3703 1694<\/p>\n    <\/div>\n  <\/details>\n<\/div>\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the DiSC profile telling you?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"DiSC is a needs-driven behavioural model, which means it can uncover behavioural tendencies and help people understand why they behave in a certain way and what motivates them. Style is represented by a dot within one of the 12 segments of the DiSC continuum model.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the ideal or best DiSC style?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No single DiSC style is considered ideal or superior. Each style brings its own set of strengths and areas for improvement.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"When to retake DiSC assessment?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Retaking the DiSC assessment may be helpful after major life events, role changes, non-native language use, distraction during the first attempt, or when someone is focusing on growth or transitioning to a new environment.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What\u2019s the most common or rarest DiSC style?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"There are no style outliers in the Everything DiSC model. The assessments are normed so roughly a quarter of the population falls into each quadrant, though some of the 12 styles may still appear somewhat more or less often in a sample.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How many people fall right in the center of the DiSC circle?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Very few people fall right in the center. The first quarter closest to the center of the circumplex is only 2.0 percent of the population.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What does it mean to have an extra priority?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Everything DiSC goes beyond identifying a D, i, S, or C style. It can also show how strongly inclined you are to your style, how much you display adjacent styles, and whether you have extra priorities outside those typical of your style.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How to keep DiSC alive in your organisation?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Useful approaches include regular refreshers, integrating DiSC into business processes, leadership endorsement, onboarding, visible profile reminders, conflict resolution, internal champions, tailored communication, performance reviews, and continuous learning.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can DiSC be used as a hiring tool?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Everything DiSC has not been validated as a hiring tool. There is no direct correlation between DiSC styles and job success or satisfaction.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can my DiSC profile change over time?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Your DiSC profile can evolve over time due to life experiences, education, and maturity. Major shifts are unlikely, but smaller changes can happen over longer periods.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can I have one style at work and another at home?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"People often show similar DiSC styles in personal and professional life. Different situations may require different responses, but this does not mean someone has completely different styles at work and at home.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How can I best use the knowledge from DiSC?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"The key to leveraging DiSC effectively is not just knowing the styles, but actively applying that knowledge to adapt and improve interactions and strategies in life and work.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Should teams have a mix of all styles?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"A team can be successful with or without a mix of DiSC styles. What matters more than mix is awareness of the team\u2019s strengths and challenges.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Do the four DiSC colors mean anything?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"The colors used in Everything DiSC profiles are purely for design and branding purposes. They do not hold any specific meaning in relation to the DiSC styles themselves.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Why are there so many DISC tests?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"The DISC model is not copyrighted, so various assessments have been developed by different providers. Everything DiSC positions itself as the original and premium version with ongoing research and advanced assessment design.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Why are Everything DiSC profiles better than standard DISC profiles?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Everything DiSC profiles are highly researched and more advanced than standard DISC profiles. They use 12 styles, Likert scale questions, and adaptive testing to produce more accurate and personalized results.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"In what languages is the DiSC Profile Assessment available?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Everything DiSC is available in almost 15 languages, including Chinese, Danish, Estonian, Finnish, French, German, Italian, Japanese, Korean, Lithuanian, Norwegian, Spanish, Swedish, and Turkish. The older DiSC Classic is available in more than 30 languages.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Is the Everything DiSC assessment valid and reliable?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes. Wiley only publishes products that have surpassed strict testing standards, and Everything DiSC assessments build on over 40 years of DiSC research and knowledge.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Doesn\u2019t DiSC put people in boxes?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"DiSC and other personality assessments can be misused, but the goal of DiSC is actually to help people get out of their boxes by improving communication and relationships.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What\u2019s the best job for each DiSC style?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"DiSC style does not indicate skill or job suitability. People may be drawn to certain roles, but DiSC should never be used to predict job suitability or confine people to specific roles.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How does my ethnicity, gender, or level of education affect my DiSC style?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Research shows that demographics do not have a notable influence on the differentiation of personality types measured by DiSC profiles.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Who can see my profile results?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"For most profiles, it is up to the learner whether they want to share their results. The EPIC account administrator can view completed profiles, and Catalyst users in the same organization can see overall results but not full reports.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can I fail a DiSC test?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"There is no way to fail a DiSC assessment because there is no better or worse style. All results are equally good.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can I buy a profile for someone else?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes. You can purchase an assessment as a gift and forward the assessment email to the recipient so they can set up an account, take the assessment, and view their results.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How can I find my DiSC profile again?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"The learner should return to the initial email they received from the provider. If they no longer have it, they can contact the provider. If signed into Catalyst or MyEverythingDiSC, they may also find their reports there.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the best DiSC style for a Manager or a Leader?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No single DiSC style is inherently better for leadership. Flexibility, adaptability, agility, and emotional intelligence are far more important than any one style.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How long does it take to complete the assessment and receive the results?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"It typically takes about 12 to 20 minutes to complete an Everything DiSC Workplace assessment. Once completed, the profile report is available immediately.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What can I expect from my team after they complete DiSC?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"DiSC helps create self-awareness and fosters engagement. Teams often see increased trust, respect, openness, and stronger collaboration.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Why does some of my feedback seem to contradict what I know about my DiSC style?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Two people with the same DiSC style are not identical. Unexpected behaviors or extra priorities reflect the depth of a person\u2019s personality and make the profile more accurate.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Do I need the Admin Account (EPIC)?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"An EPIC Administrator Account is recommended if you have an ongoing need for DiSC or The Five Behaviors profiles, want to manage them independently, generate supplemental reports, restrict access until release, and store reports for future reference.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How does the EPIC administrator account work?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"There are no minimums, renewal costs, or annual fees. The account becomes active after setup, and you purchase credits that can be redeemed for assessments and reports. Credits never expire.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"I need help with EPIC. What to do?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"You receive a free intro training when you buy an Admin Account Package. EPIC also includes a help section with videos, and Wiley\u2019s technical support is available 24\/7.\"\n      }\n    }\n  ]\n}\n<\/script>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Domande sul DiSC\u00ae? Sei nel posto giusto. Domande frequenti, domande dei partecipanti e risposte utili sul DiSC\u00ae Non trovi la tua domanda? Chiedicela qui. Domande generaliDomande dei partecipantiAccount amministratore (EPIC) Nessuna domanda corrispondente. Prova con un\u2019altra parola. Domande generali sul DiSC 1. Cosa mi dice, in concreto, il mio profilo DiSC\u00ae?+ Il DiSC \u00e8 un [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-29345","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/pages\/29345","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/comments?post=29345"}],"version-history":[{"count":7,"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/pages\/29345\/revisions"}],"predecessor-version":[{"id":29619,"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/pages\/29345\/revisions\/29619"}],"wp:attachment":[{"href":"https:\/\/discprofiles.eu\/it\/wp-json\/wp\/v2\/media?parent=29345"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}