What is DISC and How are DISC Profiles Used?

DISC is a tool that helps improve interaction. Understanding our DISC profile helps us communicate better with others.

DISC is simple to learn and understand. It measures your most comfortable behaviors or how you naturally prefer to do things. This online DISC assessment is brief and easy to access. DISC can support and improve your ability to interact with others and your overall workplace efficacy.

What is DISC? What is the DISC Model and what does DISC stand for?

The DISC Model is basic and user-friendly theory of human behavior. It gives people a common language to better understand themselves and others. It does not judge good or bad, or right or wrong. Each of us has all 4 DISC styles. The DISC assessment reveals which behavioral styles are more comfortable for us (natural) and which take more energy (not natural).

You can divide people into 4 DISC styles. People are identified as either People-oriented or Task-oriented. They are then further identified as Reserved or Active. The resulting personality types are called:

  • D-style (Dominance)
  • I-style (Influence)
  • S-style (Steadiness)
  • C-style (Correctness)

DISC model with axes The D-style is task-oriented and active. I-style is people-oriented and active. S-style is people-oriented and reserved, and the C-style is task-oriented and reserved.

The Extended DISC® Diamond

DISC Model 4 DISC types

Although the Four-Quadrant DISC Model with 4 profile types is helpful in the most basic analyses of human behaviors, it can be too general in more specific applications. As a result, the Extended DISC® Diamond was created to build upon the Four-Quadrant Model to make it more useful. The DISC Diamond, which has 160 profile types vs. 16 profile types, shows that we are more complex and multidimensional.

The 4 DISC types – Dominance, Influence, Steadiness & Correctness

A person’s DISC profile does not limit what he/she can accomplish or how successful he/she can be. It simply predicts how he/she tends and prefers to do things.

We can find successful people and leaders in all of the 4 DISC types. However, the most successful people know who they are. They are aware of their strengths, but they are also aware of the areas they need to develop. They modify their style fittingly with different styles of people and in different situations.

Remember, none of the styles are better or worse. They all have strengths and areas that need to be developed. The strengths and development areas are just different.

D-style profile: Dominance

identifying the D-style profile
The D-style is the most aggressive of the 4 styles. D-styles are quick, competitive and results-focused. Hence, others may see D-styles as being too forceful, blunt, and even rude. Under pressure, they can appear to show lack a of concern for others. D-styles want to be actively in control. Click here to learn more about the D-style Profile.

I-style profile: Influence

identifying the I-style profileI-styles are the most outgoing and social of the 4 styles. They enjoy being the center of attention. I-styles like interacting with others and meeting new people. They don’t like focusing on details, or spending a lot of time alone. People perceive I-styles as friendly, enthusiastic, and animated. Click here to learn more about the I-style profile.

S-style Profile: Steadiness

identifying the S-style profileS-styles are calm, steady, and the most laid back of the 4 styles. S-styles are more reserved and less animated than the outgoing I-styles. They like interacting with others, but they prefer doing it with people they know. S-styles prefer things to remain the same because they prefer to avoid changes and surprises. They highly value family, friends, and their team. Click here to learn more about the S-style profile.

C-style profile: Correctness

identifying the C-style profileC-styles are the most analytical of the 4 styles. C-styles focus on details, facts, information, and proof. They are comfortable working alone. Others see C-styles as rule-followers, reserved, and quiet. Click here to learn more about the C-style profile.

What are DISC Profile Assessments?

We offer easy access to online DISC profile assessments. After you complete the DISC test, a brief series of questions, you will quickly receive a detailed assessment. The report focuses on your natural behavioral style. In addition, you will learn how to achieve useful behavioral change for improved performance and a more fulfilling life. The report is built on a very practical, 4-step process. It will help you to build and sustain more successful relationships and outcomes with others.

We offer a variety of assessments including Individual, Team, Work-Pair, Department, and Organizational. You can find reports to fit specific job roles and the needs of your company. We have reports for different job roles and industries. For example, sales reports can help sales people know how to close a deal or how leadership reports can help better manage and lead employees. In addition, you can tailor the reports. We have reports for sales people, leaders, customer service reps, students, and many more. Contact us for a demo!

What are DISC Assessments Report Samples

DISC is not a personality test!

DISC is not a personality test, but a self-assessment tool that measure a person’s behavioral style. There are no assessments that can truly measure a person’s personality. Personality can be very complex and hard to measure. Our tool is simple, yet powerful. The tool focuses on a person’s natural, most comfortable way of doing things.

First, the tool helps people become more aware of how they prefer to go about the day. Everyone has a natural behavioral style or a preferred way of doing things. Second, but equally important, we can use the information to identify the preferred DISC styles of others. Once we have this information, we can make adjustments to our behavior. You are in control of your own behavior and with this, you can now focus adapting your style to others. The tool provides insightful ways to be more aware of our style, identify the DISC style of others, and tips to modify our behavior.

Our tool does not measure intelligence, attitude, values, or abilities. Instead, it focuses on behavior since we can make effective changes to behavior. There are many tools that are based on the DISC Model. However, not all DISC tools measure the same thing. How does our tool, so simple on the surface, provide such valid and powerful data? Our assessments are based on 30 plus years of research and constant validation.

Why use DISC reports and profiles?

4 DISC types in a meetingDISC profiles help you increase self-knowledge. How do you prefer to behave and go about the day? How do others view someone with your profile? It’s not always the same as how you view your own style. You can readily identify how your natural style tends to respond under pressure and conflict. In addition, you can learn what motivates you and what happens when you overuse your style.

The assessment can go beyond a person’s DISC profile type. You can use it to engage and build your teams. Teams can use the tool to help address team dysfunction and to improve team dynamics. Teams become more effective when the team members are more aware of their fellow team members’ communication styles.

Are you looking for a useful and proven method for your employees and teams to be more successful? Your employees can take our brief online DISC test. The reports are generated as soon as the person completes the 24 questions. They provide information on how to adapt one’s behavior using specific, action-oriented steps. The report focuses on a person’s strengths, areas for improvement, motivators, approach to teams, and much more.

Why choose DISC assessments?

DISC is simple to use and works beyond the workplace. You’ll find added benefits, such as improving relationships and interactions in all aspects of your life. We know people succeed because they are keenly aware of how they behave and they can adapt accordingly. DISC simply reminds us to keep doing what we already do well. We need to always be aware of our style and we need to know when to adjust. In addition, we need to practice and think about making changes ahead of time. DISC provides you with a map to more successful interactions with others. See what our clients are saying.

The History of DISC Profile Assessments

Carl Gustav Jung

DISC started when Carl Gustav Jung created his model for human behavior in the late 1920’s. He identified the four types of human behavior: sensing, intuition, thinking, and feeling. Sensing and intuition are the information-gathering (perceiving) functions whereas, thinking and feeling are the decision-making (judging) types. Jung’s model is still the most widely used and accepted model in understanding human behavior. It is the template for almost all behavioral assessments in use today.

William Moulton Marston

In 1928, William Moulton Marston built upon Jung’s work and created the 4 quadrant model of behavioral styles. Marston was a psychologist, lawyer, comic book writer, and inventor. He invented one of the first lie detector machines and he was the creator of the comic book hero, Wonder Woman! Marston’s DISC Model measures the emotions of “normal people.”

The DISC Model helps people become more self-aware of how they prefer to behave. In addition, they can use it to identify the DISC style of others in order to make conscious decisions about how to adjust their behavior in communication. The model is powerful, and it is easy to learn and use. It identifies 4 behavioral styles: D-style, I-style, S-style, and C-style.

However, Marston did not develop the actual DISC tools to assess people. Walter Clarke, an industrial psychologist, used Marston’s Model to develop the first tools in the mid 1950’s. These early assessments were used in businesses for support in job placement and hiring.