DISC Assessment

DISC Assessment

The DISC Assessment is a model of human behavior that helps people understand “why they do what they do”


Individual behavior styles and preferences have a direct impact on our interpersonal relationships at home and at the workplace. People differ from each other in fundamental ways including their values, behaviors, talents, temperaments, wants and beliefs. The assessment of an individual emotional behavior will facilitate the empowerment of individuals and unleash team performance.

What is a DISC Assessment?

It is a model of human behavior that helps people understand “why they do what they do.” The dimensions of Dominance, Influence, Steadiness and Compliance make up the model and interact with other factors to describe human behavior. This assessment can serve a a tool to identify effective team communications, the development of leadership, sales effectiveness and overall a great tool to identify teambuilding.

Who is using DISC?

The DISC Styles assessment has been crafted specifically to assist organizations in understanding how behaviors impact the success of their employees—and how it all links to the bottom line. The DISC assessments is a highly validated tool trusted by several Fortune 500 companies, the United States Military, and professional consultants worldwide.


People who score high in the intensity of the “D” styles factor thrive in dealing with challenges, while low “D” scores are people who want to do more research before committing to a decision. High “D” people are demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering.

Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.


People with high “I” scores influence others through talking and activity and tend to be emotional. The individuals with high “I” scores are generally described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic.

Those with low “I” scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.


People with high “S” styles scores want a steady pace, security, and do not like sudden change. High “S” individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced.

Low “S” intensity scores are those who like change and variety. People with low “S” scores are described as restless, demonstrative, impatient, eager, or even impulsive.


People with high “C” styles tend to adhere to rules, regulations, and structured formats. They like to do quality work and do it right the first time. High “C” people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful.

Those individuals with low “C” scores will tend to challenge the rules, = want independence and can often be described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and less concerned with details.

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