DISC assessments or tests help you to better understand your employees at work, and to manage them for improved performance and engagement. The DISC model is also used to help select candidates who have the right personalities and behavioural characteristics for a job role.
One of the many benefits of DISC is that is very simple. However, it can be difficult to interpret DISC results and reports if you haven’t used the assessment before.
This guide offers a practical DISC report explanation to help you confidently read your graphs, know what they mean in real work scenarios and understand the four main behaviour types or personality traits DISC measures.
What is the DISC Assessment?
If you haven’t used DISC assessments before, see our complete guide to understanding DISC assessments.
However to briefly catch you up on what DISC profiling is, and how it works.
- DISC is a psychometric testing tool that evaluates an individual’s key workplace behaviour types.
- The DISC assessment is completed as an online questionnaire – taking about 10-15 minutes.
- You can’t fail a DISC assessment and there are no right or wrong answers. Your DISC test results can aid in identifying some of your behavioural strengths and weaknesses.
- The DISC was first conceived by William Marston and has been frequently updated since.
The DISC assessment measures four key personality traits as shown in the diagram below:
- Dominance
- Influence
- Steadiness
- Compliance
The four DISC behaviour styles
Each of the four main DISC behaviour types comes with its own unique characteristics, communication styles, motivators, de-motivators, strengths and limitations.
We all show all four behavioural factors, but emphasise these differently. We are able to modify our behaviour to each situation. However, making major behavioural modifications to meet the needs of a job environment consumes a lot more energy.
Dominance Style
People who measure high in Dominance tend to be direct and demanding, with a lot of confidence in themselves and their abilities.
Getting results is most important to people with a high D and they are motivated by tough challenges and goals.
They tend to be good leaders who can make quick decisions and perform well under pressure. However they can sometimes encounter difficulties getting along with others.
Influence Style
People measuring high in Influence are generally outgoing, social and persuasive.
Social prestige and popularity is important to them and they thrive in an environment with frequent people interaction.
They can be great at leading and motivating people. However, they may need support when dealing with tough decisions.
Steadiness Style
People measuring high in Steadiness are patient, reliable and methodical workers. They are good listeners, who focus on accommodating and supporting others.
The high S is motivated by feeling secure, valued and being encouraged to develop specialist knowledge and skills. It is also important that they are supported through any large changes and given advanced warning.
Compliance Style
People measuring high in Compliance focus on the delivery and maintenance of quality, standards and the achievement of perfection
The high C needs a structured and non-antagonistic work environment, and clear guidelines and procedures to follow.
It is important that they receive support with time management when the pressure is on and in conflict situations.
How to Read the DISC Report, Results and Graphs
DISC results can be displayed in a few ways. Most commonly they are presented as a three-graph profile (used in professional workplace reports), a circular/radar chart, or simple bar charts. This guide focuses on the three-graph format, used in InterACT-Global’s DISC assessment.
Each graph includes four dot markers — one for each trait. These markers show how strongly each behaviour is expressed:
A dot above the midline indicates a high expression of that trait.
A dot below the midline indicates a low expression of that trait.
In other words, your DISC score for each trait is simply how far above or below the midline your marker falls.
For example, someone with a dot high above the line for “D” (Dominance) is likely to be assertive, competitive and goal-focused. A low dot in “S” (Steadiness) may suggest a fast-paced person who prefers variety over routine.
These graphs offer a quick visual summary of an individual’s behavioural preferences and tendencies at work.
In the example above you can see the individual’s DISC graph measuring high in Steadiness and Compliance, and low in Dominance and Influence.
A Quick DISC Report Explanation - Why There Are 3 DISC Graphs or Scores
DISC reports typically focuses on three key graphs showing different views of a person’s behaviour: how they see themselves, how they behave in their current work environment, and how they behave under pressure.
Graph 3 – Natural Style (General Profile)
Graph 3, referred to as the “General Graph” is usually read first when interpreting DISC results, as it shows a person’s instinctive behavioural style — how they behave when they are most comfortable and not trying to adapt. It’s usually the most reliable reflection of who they are over the long term.
Graph 1 – Workplace Adaptation (Position-Adjusted Profile):
Graph 1, referred to as the “Position Adjusted Graph” shows how the individual feels they need to adjust their behaviour to succeed in their current job or environment.
For example, in the DISC diagram above, the individual’s “Compliance” factor drops below the center line in graph 1. This indicates they might feel the need to avoid being overly cautious, meticulous, or rule-bound to meet the expectations of their current role or team.
Graph 2 – Stress Response (Intuitive Profile):
Graph 2, referred to as the “Intuitive Graph” reveals how the individual is likely to behave under acute stress or unexpected pressure. It’s useful for predicting behaviour in conflict or high-stakes situations.
How to Apply DISC Assessment Scores in the Workplace
Once you have read and understood the DISC profile results, how do you apply them in the workplace to achieve your specific goals?
Below we look at some of DISC’s most common applications.
1. Managing Strengths and Limitations
Each DISC profile style has its own strengths and limitations that can contribute to the individual’s effectiveness in a job.
When you understand these, you can help people to build on key strengths and provide the right support where they are likely to need it. For example, someone measuring low in Compliance is going to need support where there is a lot of detail involved.
2. Motivating and Engaging People
When you understand what motivates employees and what they fear, it is much easier to keep them engaged in the job. For example, without frequent challenge a high D will grow increasingly bored and disinterested.
3. Matching DISC Behaviour with the Job
A strong understanding of the key DISC communication styles will help you to communicate better with others, and how they will likely communicate with you.
Focusing on detail when talking to a high D won’t achieve the same results as talking to them directly and giving them the basic facts for example.
How Can Employers Use DISC Results to Assess a Job Candidate's Fit for a Particular Role?
Employers can use DISC results to assess a job candidate’s fit for a particular role by conducting a DISC analysis of the candidate’s behavioural tendencies and characteristics.
A careful DISC analysis of a candidate’s behavioural tendencies helps employers avoid relying on gut instinct alone.
By understanding a candidate’s Dominance, Influence, Steadiness, and Conscientiousness, employers can determine if the candidate’s natural behaviour aligns with the requirements of the role. For example, if a role requires a high level of assertiveness and confidence, a candidate with high Dominance scores may be a good fit.
On the other hand, if a role requires strong attention to detail and adherence to processes, a candidate with high Conscientiousness scores may be better suited for the role.
By matching the DISC results to the specific requirements of the role, employers can make more informed hiring decisions and ensure that the candidate will thrive in the position. Additionally, understanding a candidate’s DISC results can also help employers tailor their approach to managing and coaching the individual once they are hired, leading to better performance and job satisfaction.
What Should Employers Keep In Mind When Interpreting DISC Test Results?
Wrapping Up and Next Steps
One of the great benefits of DISC is that it is quick and easy to understand and gives you instant results. It helps you to save money and time on recruitment, while managing and engaging your employees better.
Once you understand how to read the graphs and interpret DISC profiles as shown above, you can start to apply it to a large variety of work contexts.
If you would like to get accredited in DISC, and acquire the knowledge and skills to interpret DISC results and apply them, practically in the workplace, and coach others with DISC I recommend registering for one of InterACT-Global’s DISC accreditation courses.
This will enable you to:
- Administer DISC assessments to individuals and groups within your organisation or for clients.
- Debrief profiles one-on-one — helping people understand their own style and how to work better with others.
- Facilitate team DISC sessions to improve communication, trust, and collaboration.
- Apply DISC strategically across hiring, onboarding, performance, coaching and succession.
- Use the InterACT DISC platform to manage assessments, reports, and assessment data.
Author of this Article - Chris Schutte
Chris has 30 years experience as senior manager and entrepreneur in the Human Capital consulting and management industry, using the DISC test in his practices. He has a wealth of experience in business development, Human Resources and Human Capital risk management and turn-around strategies. His leadership experience, runs across various industries including Manufacturing, Retail, HR, etc.
Table of Contents
FAQs
Frequent Questions About DISC
What will my DISC assessment results tell me?
InterACT’s DISC reports will highlight your work behaviour preferences, identifying you communication styles and possible motivators and de-motivators. It can also help you to better understand your own behavioural strengths and possible development areas.
DISC does not measure intelligence or aptitude. DISC does not reveal personal secrets about yourself or your history. It is designed to simply and objectively identify observable behaviours.
Can I fail a DISC assessment?
No. There are no right or wrong answers and unlike aptitude or cognitive tests, DISC isn’t designed to test your skills and ability to perform in a role.
Can DISC tests be used for team building?
Yes, DISC tests can be highly effective for team building. By helping team members understand each other’s behavioral styles, DISC profiling enhances communication and reduces misunderstandings. It allows individuals to appreciate diverse perspectives and working styles, which can lead to improved collaboration and a more cohesive team. Understanding these dynamics helps teams leverage their collective strengths, resolve conflicts more effectively, and create a supportive and productive work environment.
Which DISC profile is best for leaders?
Any DISC profile type can be a great leader and the ideal profile for a leadership position will usually depend on the specific work context. Each DISC style comes with unique strengths and limitations.
How does DISC profiling compare to other personality assessments?
DISC profiling is specifically designed to focus on observable behavior and communication styles, making it particularly useful for improving workplace interactions and team dynamics. Unlike some other personality assessments that may measure broader aspects of personality or cognitive abilities, DISC provides actionable insights that can directly impact day-to-day work relationships and performance.
How can DISC profiling help with conflict resolution in the workplace?
DISC profiling can help with conflict resolution by identifying the underlying behavioral styles and communication preferences that may be causing conflicts. By understanding these differences, you can develop more effective mediation strategies and tailor conflict resolution approaches to address the specific needs and styles of the individuals involved, leading to more harmonious and productive workplace interactions.
Ready to Start Using DISC Assessments in Your Business?
Talk to our team at InterACT-Global to get a quote, or more info on our DISC assessments.