What is DISC?



DISC is a metric which identifies outward, observable behaviour and provides the individual with a clearer insight into his/her own behavioural framework, and that of co-workers.

The original design for this instrument was developed by Dr. William Moulton Marston. His extensive research in observable behaviour led not only to the development of DISC, but also the polygraph (lie detector). He believed that the behaviour of individuals is expressed out of four different categories. They are:

D - DOMINANT - Aggressive, Competitive, Strong
I - INFLUENCER - Outgoing, Charismatic, Sociable
S - STEADINESS - Methodical, Patient, Steady
C - COMPLIANCE - Accurate, Prudent, Analytical

Dr. Thomas Hendrickson, a clinical psychologist, then evolved the profiling system; and it is now used in 30 countries and is available in 16 languages.

The individual being profiled is asked to choose statements that best describe them. From this information the analyst can provide insight about how this individual will handle various situations personally and professionally.

DISC is proven in the business world, particularly for job placement, sales, and transition. Proper use of DISC will increase profitability, productivity, interpersonal relations and reduce tension and dissatisfaction among organisational environments.

Before you can understand others, you must first understand yourself! By learning how you communicate with the world around you, you gain the ability to adapt your communication to be more productive and effective at home and in business.


The profiles produced by the DISC profiling system have a very wide range of uses, should include:

Recruitment: The main use of commercial personality profiling is as an aid to the selection of candidates during the recruitment process.

Assessment: Regular assessment is becoming more and more widely used in the commercial sector, helping a manager to foresee and pre-empt problems with staff, and improve motivation and morale.

Cultural Integration: Cultural Integration is the process of integrating a successful new candidate into an organisation's (or new department's) existing culture.

Redeployment: Redeployment within an organisation is, in many ways, a similar process to recruitment.  Redeployment is the process involving the strategic filling of new roles within an organisation, or in transferring staff members to different positions.

Addressing Specific Problems: From time to time, specific difficulties arise related to one individual, or an internal problem within a small group. DISC can be helpful in isolating the causes of these problems, and developing strategies to resolve them.

Career Development: For those seeking a new career direction, or looking for their ideal vocation, DISC can provide some useful guidelines.

Teambuilding: DISC is a very effective tool of in helping to understand the differences and unique capabilities of team members.  If it is well used, it will result in a real sense of unity and appreciation of the employee's strengths.

Some of the proven benefits for personnel having used DISC are:

• Communicate effectively
• Resolve conflict
• Identify your own strengths and those in your team
• Listen effectively and use that information to your advantage.
• Develop communication skills
• Gain personal empowerment
• Increase productivity
• Reach your potential