Find out now with the DISC Test – the leading test for understanding human nature!
DISC is one of the most widely used behavioral assessment models, applied in human resource management, recruitment, workplace dynamics, and even personal life. With DISC, employers can identify candidates’ potential and ensure they are well-suited for specific roles, while individuals can leverage their strengths to advance their careers and improve communication skills.
In the workplace, we often encounter people with opposing personalities—some are strong-willed and assertive, while others are reserved and shy. However, some individuals display a mix of characteristics; they may appear dominant in one situation but flexible and accommodating in another. DISC helps explain these behavioral differences through four distinct personality types.
DISC stands for four personality traits:
The DISC assessment is a behavioral evaluation tool designed to analyze a person's predominant traits over a specific period. By understanding these traits, we can enhance self-awareness, improve interpersonal relationships, and make interactions more effective and less awkward.
Today, companies and organizations widely use DISC for recruitment and employee management. The test typically consists of 24 to 28 questions, each featuring four adjectives derived from initial research. The results allow employers to gain deeper insights into their employees and position them in roles where they can maximize their potential.
The DISC model is based on the theories of William Moulton Marston, a renowned psychologist and author. He studied at Harvard University and made significant contributions to human psychology.
In 1928, Marston published Emotions of Normal People, in which he classified human behavior into four primary groups: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). He argued that these characteristics stem from how individuals perceive themselves and their environment. Two main factors influence behavior:
Perception of the environment – Does the person view their surroundings as favorable or unfavorable?
Level of control – Do they feel in control, or do they perceive themselves as lacking control?
While Marston laid the foundation for DISC, he did not develop the actual assessment. In 1956, Walter Clarke, a psychologist, applied Marston’s theories and created the Activity Vector Analysis, a tool used by businesses to identify suitable job candidates.
By 1965, DISC had evolved through further research and refinement. In the 1970s, psychologist John Geier expanded the DISC framework into a comprehensive personality profiling system that became widely adopted by organizations worldwide.
DISC is not only valuable for hiring decisions but also for personal and professional development. It helps individuals understand their reactions to work-related challenges, their problem-solving approaches, and their communication styles.
The DISC model is based on two key behavioral observations:
Whether you are an employer, an employee, or someone looking to improve self-awareness, the DISC assessment is a powerful tool for understanding human psychology and enhancing work performance. Take the test today and discover your personality style!
The DISC test categorizes individuals into four main personality types based on four core traits:
Each individual possesses all four traits but at different levels. When analyzing a DISC chart, one or two groups with the highest percentages are identified to recognize the dominant personality traits.
1. Dominance Group (D)
Personality: Individuals in this group value results, enjoy challenges, are decisive, and proactive. They tend to address issues directly and are competitive in achieving success.
Strengths:
Weaknesses:
Effective Communication:
Suitable Careers: Developer, leader, creator, strategic planner.
2. Influence Group (I)
Personality: This group excels in communication, persuasion, and influencing others. They are extroverted, enjoy teamwork, and maintain an optimistic outlook.
Strengths:
Weaknesses:
Effective Communication:
Suitable Careers: Marketer, persuader, media expert.
3. Steadiness Group (S)
Personality: Individuals in this group value cooperation, loyalty, and stability. They are patient, calm, reliable, and prefer structured work environments.
Strengths:
Weaknesses:
Effective Communication:
Suitable Careers: Consultant, investigator, customer relationship manager.
4. Compliance Group (C)
Personality: This group emphasizes quality, accuracy, and adherence to procedures. They enjoy analyzing data, working systematically, and always pursue perfection.
Strengths:
Weaknesses:
Effective Communication:
Suitable Careers: Analyst, researcher, quality evaluator.
In addition to the four main groups, DISC also categorizes individuals into 12 combined groups for a deeper understanding of human personality:
Individuals who take the DISC test will receive a set of three result charts. Each chart represents a specific aspect of the person taking the test.
The three DISC charts indicate the levels of four different characteristics in a person: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). The four points on the chart are connected by lines to form a "shape" that corresponds to a particular personality type.
These three charts may be similar or significantly different depending on the individual. Different DISC systems use different titles for these three charts, and the order in which they appear may vary. However, the meaning of each chart remains the same.
1. Internal Chart
This chart describes a person’s “inner” personality and how they present themselves when they feel comfortable (within their comfort zone). It may also indicate when a person feels pressured or restricted.
2. External Chart
Very few people have a consistent display across various situations; instead, they adapt to the environment in each specific situation or according to the expectations of others. The external chart shows the behavior a person exhibits to fit the current context. This chart can change over time, depending on the person’s environment or significant life events such as changing jobs or moving.
3. Summary Chart
While the internal and external charts provide valuable information about a person’s attitudes and perceptions, in practice, a person’s behavior rarely completely reflects one of these approaches. Therefore, the summary chart synthesizes information from both charts to offer a perspective on the actual behavior a person will display.
Before looking at the charts, read the “Natural Style” chart on the right side first. This chart shows your natural behavioral tendencies in stress-free conditions. To read this chart, start with the red “D” bar on the left and finish with the blue “C” bar on the right.
Each colored bar has a brief description. A score above 50 indicates a high level of that behavior trait, while a score below 50 indicates a low level.
Your score’s placement shows how strongly you exhibit each trait. If the score is in the middle, your style is moderate in that category. If no exact score appears, your personal style is a unique mix of D, I, S, and C.
The red D bar stands for Dominance. High D scores tend to be direct, assertive, challenge-oriented, and bold. Low D scores tend to be non-confrontational, cooperative, and pleasant. The emotion associated with high D is anger. Famous people with high D scores include Hillary Clinton and Donald Trump.
The yellow I bar stands for Influence. High I scores tend to be enthusiastic, persuasive, talkative, and trusting. Low I scores tend to be reflective, skeptical, grounded, and practical. The emotion linked to high I is optimism. Famous people with high I scores include Bill Clinton and Oprah Winfrey.
The green S bar stands for Steadiness. High S scores tend to be stable, patient, predictable, and calm. Low S scores tend to be flexible, restless, and impatient. The emotion associated with high S is calmness — they are not easily expressive. Famous people with high S include Mother Teresa and Gandhi.
The blue C bar stands for Conscientiousness. High C scores tend to be analytical, careful, accurate, and detail-oriented. Low C scores tend to be independent, undisciplined, stubborn, and unconcerned with rules. The emotion tied to high C is fear. Famous people with high C scores include Al Gore and Hermione from Harry Potter.
The natural style is on the right side and represents how you naturally express yourself. The adaptive style is on the left side and represents how you adjust to fit the current situation. If you notice a significant difference between the scores in your natural and adaptive charts, it may indicate that you experience stress due to this adaptation. In such cases, it’s useful to ask yourself: What is the source of this stress, and how can you alleviate it?
For example, as a student, you might need to follow certain rules to graduate. Hence, many students will show a higher C (Conscientiousness) score in the classroom. Sometimes, to achieve desired results, we must learn to adapt and adjust our behaviors according to specific circumstances.
In Competitive Recruitment
The DISC test is widely used in recruitment. It allows companies to gain better insights into a person’s personality and strengths/weaknesses, particularly how they react to challenges, teamwork, and problem-solving. This helps recruiters choose candidates for the right roles.
Not only does it benefit recruiters, but DISC charts also provide valuable information for managers. DISC helps managers gain a clearer, more objective understanding of their employees, and identify their strengths and weaknesses. For this reason, many organizations, including banks, use DISC to monitor individual performance in specific jobs.
DISC also helps managers develop strategies for improving team performance, whether working individually or as a group.
In Human Resource Management
Many companies and organizations use DISC as a tool to create a positive work environment. For example, a dental office has used DISC as a prominent method to make each team work more efficiently. Managers can monitor each individual’s progress and performance, what drives their growth (and what causes stress). They share a common vocabulary without judgment to discuss problems and better understand the company’s desired workplace culture.
Another example is a construction company. Whenever a new employee is hired, they are required to take a DISC profile. This profile is shared, and the orientation and training process is accelerated. A new accountant might know that their boss belongs to the “Influence” group and tends to evaluate others based on openness, social skills, and enthusiasm. The boss might understand that the new accountant is part of the “Conscientiousness” group, who cares more about objective and accurate procedures. Together, they can recognize that both traits are necessary and bring flexibility and depth to the organization. They gain insights into how to adjust their working styles accordingly.
Effective Communication with the Four DISC Personality Types
While DISC may seem complex, it offers numerous benefits for recruitment and human resource management. It is especially useful for individuals to apply DISC chart insights in their work environments to boost productivity. By understanding the personalities of colleagues, partners, and associates, individuals can adapt their communication and behavior to achieve smoother and more successful professional outcomes.