- D.i.s.c assessment
Uncover Insight into the How Behind Your Why
TTI Success Insights DISC Assessment offers a reliable framework for understanding behavior and communication styles. Each DISC Profile forms part of a broader personality assessment, with the DISC Report translating results into clear, practical insights for self-awareness and development. For practitioners, DISC Certification enables accurate interpretation and ethical application of DISC within professional and organizational contexts.
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Why use Success Insights DISC?
Applications of DISC
Our range of DISC Assessment versions help you use the DISC Model for myriad applications.
Companies using the highly acclaimed TTI Success Insights DISC Reports
Learn how we can help you solve your people problems using DISC
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One Assessment, Many Solutions
The TTI Success Insights® DISC Assessment provides a comprehensive view of observable behavior and communication preferences. Each DISC Profile differentiates an individual’s natural style from their adapted responses, with the DISC Report clarifying how behavior shifts across roles and environments. DISC Certification enables professionals to interpret these insights accurately and apply them appropriately in workplace and development contexts.
INTRODUCTION
About DISC
Talent is a combination of many factors, one of which is behavior. The TTI Success Insights® DISC report guides the employee and manager in leveraging behavior for success. DISC is the universal language of observable human behavior, or “how we act”. It’s a non-threatening and non-judgmental tool that simply measures an individual’s behaviors, or how they communicate.
Measured in four proportions (Dominance, Influence, Steadiness and Compliance), the DISC assessment reveals how an individual will perform, including how they prefer to communicate, what he or she will bring to a team, his or her ideal environment and possible limitations he or she may face.
Our behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. TTI Success Insights has been in the Top 20 Companies for Assessment & Evaluation by Training Industry for more than a decade.
DNA OF DISC
How is DISC Measured
TTI’s DISC assessment reliably measures four dimensions of behavior, which are each associated with a behavioral style:
- How you respond to problems or challenges – Dominance
- How you influence others to your point of view – Influence
- How you respond to the pace of the environment – Steadiness
- How you respond to rules and procedures – Compliance
The results of TTI Success Insights® DISC assessment reveal an individual’s high and low placement in each of the four dimensions that make up their unique natural and adapted behavioral styles. This is depicted by two illustrations, TTI’s Style Insights® Graphs and the Success Insights® Wheel.
WHO CREATED THE DISC PROFILE?
History of DISC
William Moulton Marston’s described the DISC characteristics in his 1928 book Emotions of Normal People, which he generated from emotions and behavior of people in the general population. According to Marston, people illustrate their emotions using four behavior types: Dominance, Inducement, Submission, and Compliance.
Bill Bonnstetter later compueterized the DISC report for the first time in 1984 and over the years under the leadership of Target Training International, the DISC Assessment has been developed to be one of the most highly validated versions of DISC, globally. Bill J. Bonnstetter was chairman of TTI Success Insights and founder and chairman of Target Training International.
All You Need To Know About DISC
What does DISC stand for?
DISC assesses four primary behavioral styles: Dominance (D), Influence (I), Steadiness (S), and Compliance(C). Each style has unique characteristics and preferences as well as unique strengths and limitations.
Why is the DISC assessment so popular?
DISC is popular because it’s a practical, easy-to-understand assessment that helps individuals better understand their own behavioral competencies and those of others. It enhances communication, team dynamics, and personal growth.
Is DISC a personality tool?
Contrary to popular belief, DISC is not a personality tool. Two main tools to measure personality are objective tests and projective measures. Examples of such tests are the: Big Five Inventory (BFI), Minnesota Multiphasic Personality Inventory (MMPI-2), Rorschach Inkblot test, Neurotic Personality Questionnaire KON-2006 or Eysenck’s Personality Questionnaire (EPQ-R).
Why is DISC not a test?
DISC is a universal language of communication that measures ‘how’ people choose to do what they do. There are no right or wrong answers while assessing DISC. It’s better referred to as an assessment or profile.
Can my DISC profile change over time?
Your core or natural DISC styles remain stable over time, unless you undergo major traumatic or value changing experiences. Your adapted styles on the other hand change quite frequently depending on changes in factors that impact your environment/you.
Why should I take the DISC assessment?
Taking the DISC assessment can provide insights into your behavioral preferences, improve your communication skills, enhance your understanding of others, and aid in personal and professional development.
Who is eligible to take the DISC assessment?
The DISC assessment is suitable for individuals of various ages and backgrounds. It’s widely used in corporate settings but can also be beneficial for personal development. It can be used for professionals as well as students. It can be used for personal or professional purposes. A recommended age for taking this assessment is 16 years and above.
Is the DISC assessment free?
Generally, the DISC assessment is provided by certified professionals and may have a cost associated with it. However, some basic versions may be available online for free.
What are the benefits of the DISC assessment?
Benefits include improved self-awareness, enhanced communication skills, better team dynamics, conflict resolution, and personal and professional development.
Is the DISC assessment accurate?
While no behavioral assessment is 100% accurate, DISC is a well-researched tool that provides reliable insights into behavioral preferences and styles. Depending on who you purchase the DISC report from and how valid and reliable their tool is.
How many combinations of the DISC styles exist?
There are primary DISC styles, but individuals often exhibit a blend of styles. The number of combinations can be quite extensive, reflecting the complexity of human behavior. Bill Bonnstetter, the founder of Target Training International was the first to computerise DISC in 1984. Our version of DISC Success Insights comes with 384 possible permutations of the natural and 384 possible permutations of the adapted styles giving you millions of possible combinations – each unique to the individual being assessed.
Dos and Don’ts of using DISC.
Do use DISC to understand and appreciate differences. Don’t use it to label or pigeonhole people (Stereotyping).
Do apply it for team building and communication. Don’t use it as the sole criterion for employment decisions.
How can the DISC assessment be used in the workplace?
DISC Success Insights is widely used in the workplace for a variety of purposes. Here are possible applications of DISC at the workplace:
- Team Building: DISC can help in understanding team dynamics and improving teamwork by highlighting each team member’s communication style and preferences.
- Leadership Development: Leaders can use DISC to adapt their management style to better suit the needs of their team members.
- Conflict Resolution: Understanding different DISC styles can assist in resolving conflicts by recognizing the root causes based on differing communication styles or priorities.
- Improving Communication: DISC can be used to tailor communication strategies to suit different team members, leading to more effective and efficient interactions.
- Recruitment and Selection: DISC profiles can aid in determining whether a candidate’s behavioral style aligns with the role and team they are being considered for.
- Career Development: Individuals can use their DISC profiles to identify strengths and areas for improvement, guiding their professional development.
- Sales Training: Sales professionals can use DISC to understand and adapt to the buying styles of different clients, improving sales effectiveness.
- Change Management: DISC assessments can help managers understand how different team members might perceive and react to change, and plan accordingly.
- Customer Service Improvement: Understanding DISC profiles helps customer service teams adapt their approach to suit different types of customers.
- Performance Management: DISC can be used to provide personalized feedback and development plans based on an employee’s behavioral style.
- Stress Management: Recognizing how different DISC types react to stress can help in developing more effective stress management strategies.
- Personalized Coaching: Coaches and mentors can use DISC to tailor their approach to the individual needs and styles of their mentees.
Can the DISC assessment be used for personal development?
DISC assessment can be an extremely valuable tool for personal development. By understanding your own DISC profile, you can gain insights into your personal behavioral style, including your strengths, challenges, and how you typically respond to certain situations.
What is the most common or rarest DISC style?
Determining the most common or rarest DISC style is challenging because the prevalence of each DISC profile can vary significantly based on the population being studied, the context, culture and the methodology of the research.
Can I have one style at work and another at home?
Absolutely, it’s quite common for individuals to exhibit different DISC styles in different environments, such as at work versus at home. This phenomenon is largely due to the adaptability of human behavior in response to varying contexts and expectations.
- Context-Dependent Behavior: People often adjust their behavior based on the environment and the people around them. For instance, a person might display a more dominant and assertive behavior (high D) at work due to the nature of their job or workplace culture, but might be more steady and cooperative (high S) in their home life, where a different approach is needed.
- Role Expectations: The roles we play in different areas of our lives can influence our behavior. A person might be a manager at work, which requires a certain level of assertiveness and decision-making (traits associated with high D or C), but the same person might be more relaxed and easy-going (traits associated with high I or S) in a family setting.
- Stress and Comfort Levels: In more comfortable and familiar settings, such as at home, individuals might naturally revert to their inherent DISC style. In contrast, workplace stress or the need to meet professional expectations can lead someone to adopt a different style.
- Adaptation for Success: In professional settings, individuals often consciously or subconsciously adapt their DISC style to what they perceive as necessary for success. This adaptation can be influenced by the company culture, the specific demands of their job, or their perceptions of what constitutes effective professional behavior.
- Awareness and Management: People who are aware of their DISC profiles might intentionally manage or adapt their behavior in different settings to achieve better outcomes. For instance, someone might consciously use a more Influential (high I) style in a social setting to connect with friends, even if their natural style is more Conscientious (high C).
Can my DISC profile predict what job I might be best at?
Your DISC profile can provide valuable insights into the types of work environments and roles that might suit you best, but it’s important to remember that it doesn’t predict or determine your job capabilities or success. DISC profiles are more about understanding your preferred style of behavior and communication, rather than dictating your skills or abilities.
- Alignment with Job Roles: Certain DISC profiles may naturally align with the typical demands of specific job roles. For example, a high D (Dominance) profile might thrive in roles requiring decisive action and leadership, like management or entrepreneurship, while a high I (Influence) profile might excel in roles that involve communication and persuasion, such as sales or public relations.
- Career Development: DISC can be a tool for personal development, helping you identify areas for growth that could expand your career options. For example, if your profile suggests challenges with assertiveness or decision-making (traits associated with D), you might focus on developing these areas to pursue leadership roles.
- Adaptability: While DISC can suggest environments and roles where you might naturally excel, it’s also a reminder of the value of adaptability. Understanding your DISC profile can help you recognize areas where you might need to adapt your style to different job requirements or work environments.
- Career Exploration: For those unsure about their career path, DISC can provide a starting point for exploring suitable roles that align with their natural behavioral tendencies.
Which DISC style makes the best leaders?
The idea that a specific DISC profile inherently makes the “best” leader is a bit of a misconception. Leadership effectiveness is influenced by a multitude of factors, including but not limited to one’s behavioral style. Each DISC style has its unique strengths and potential challenges when it comes to leadership. It’s not what style you have that determines success, it’s what you do with the style you have that is the real determinant of how successful you may be at work or in life.
Should teams have a mix of all DISC styles?
Having a mix of all DISC styles in a team can be highly beneficial for several reasons. Diversity in behavioral styles contributes to a more balanced, dynamic, and effective team.
However, it’s also important to note that simply having a mix of DISC styles doesn’t automatically lead to a successful team. The key is how these styles are understood and managed. Teams need to be aware of their different styles and actively work on leveraging their strengths while compensating for their weaknesses. Effective leadership and team development practices are crucial in helping diverse teams work together effectively.
