What is DISC and How are DISC Profiles Used?

Extended DISC® is an assessment tool designed to help individuals, teams and organizations to become more successful by providing easy to use information on how to modify behavior.

Our clients use Extended DISC® with their employees to equip them with skills to modify their behavior to become more successful by:

1. Understanding how people are different
2. Developing confident self-awareness
3. Learning to identify the styles of others
4. Modifying behavior based on the other person’s style

4-Steps to Effective Behavior Modification

The participants become more aware that their success is determined in a very large part by how well we interact with other people. They learn how to effectively relate, communicate, influence and motivate others to create successful relationships with subordinates, customers, prospects, colleagues, managers, friends and family members.

The online DISC questionnaire takes only 10 minutes to complete.

The reports can be customized for all levels of the organization.

What is DISC? What is the DISC Model and what does DISC stand for?

The DISC model is a very practical and user-friendly theory of human behavior. It creates a common language and a framework to better understand ourselves and others. It is completely non-judgmental with no good or bad categories, or high or low scores.

The DISC model divides people into four main behavioral styles. Individuals are identified as either People-oriented or Task-oriented. They are further distinguished as Reserved or Active. The resulting behavioral styles are called:

• D-style (Dominance)
• I-style (Influence)
• S-style (Steadiness)
• C-style (Correctness)

The D-style is task-oriented and active. I-style is people-oriented and active. S-style is people-oriented and reserved, and the C-style is task-oriented and reserved.

The 4 DISC types – Dominance, Influence, Steadiness & Correctness

Individuals’ DISC styles, or DISC profiles, do not limit what they can accomplish or how successful they can be.  DISC styles simply predict how they tend and prefer to interact and work with others: how they communicate, motivate, influence, sell and lead.

The most successful individuals can be any of the DISC styles. However, the most successful people have a few things in common. They are confidently self-aware of their strengths and development areas. They do not overuse their strengths and work on their weaknesses. They consistently make conscious decisions about how to best modify their style with different styles of people and in different situations.

Extended DISC® is specifically designed to help all of us to make these decisions and to become more successful.

D-style profile: Dominance

The D-style is the most aggressive of the 4 styles. D-styles are quick, competitive and results-focused. Hence, others may see D-styles as being too forceful, blunt, and even rude. Under pressure, they can appear to show lack a of concern for others. D-styles want to be actively in control. Click here to learn more about the D-style Profile.

The D-style profile is one of the 4 DISC profile types including I-style, S-style and C-style profiles. The DISC types come from the William Marston’s DISC Model. They make up approximately 12% of the worldwide population.

When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.

We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.

Describing the D-style profile type

The D-style profile is the most assertive and demanding of the four DISC types. D-styles tend to be quite competitive and results-oriented. Hence, others see D-styles as being aggressive, blunt, and even rude. When D-styles feel pressured they want to focus even more on getting things done. Therefore, they can come across as insensitive or showing a lack of concern for others. They do not want to lose control. Rather, they want to focus on actively being in charge of tasks and things.

D-styles prefer to move quickly. They are willing to take risks and want to get things done now. They like change and challenges. D-styles can also be impatient and overbearing because they want things done quickly and done their way. They are usually not very good listeners and are prone to make snap decisions. However, they excel at looking at the big picture and multi-tasking. The D-style motto is, “I did it my way”.

They can be limited by their lack of humility, which others may view as arrogance. D-styles like to ask the “what” questions, “What is the bottom line?” or ” What is in it for me?”

How to identify the D-style profile type

Here are some quick and simple ways to identify the D-style profile type:

• Often appears to be in a hurry.
• Is direct and says what he/she thinks.
• May be blunt.
• States own opinions as facts.
• Interrupts others.
• May talk to many people at the same time.
• “What’s the bottom line?”
• “How does this benefit ME?”
• Very impatient.
• Becomes irritated easily.

D-style Profile Attributes

Attributes are the words people use to describe the behavioral style of the D-style profile. It is not always the words the person would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.

• Competitive
• Demanding
• Results-oriented
• Assertive
• Decisive
• Tough
• Independent
• Impatient
• Daring
• Strong
• Direct
• Demanding
• Strong-willed
• Dominating
• Brave

D-style profile’s communication style

D-styles often communicate in one direction. They talk and expect others to listen. D-profiles express their own opinions as fact; meaning their opinions need no further discussion. They may be blunt and they can often challenge others. Your interactions with the D-profile may feel like a competition. You will need to stand toe-to-toe. Since they want to move and complete tasks quickly, they may interrupt often and not ask for input from others.

Leadership style of the D-style profile type

The D-style exerts authority based on fear, power and distance. They are comfortable with crisis situations and constant change. D-style profiles think big picture and focus on results. They may see people as just another resource.

Examples of famous D-styles personality profiles

Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.

• Simon Cowell
• Rosie O’Donnell
• Alec Baldwin
• Kanye West
• Tyra Banks
• Madonna
• J.R. Ewing of “Dallas”
• Coach Bobby Knight
• Venus Williams
• Bernadette of Big Bang Theory
• Captain Kirk of Star Trek

From our blog: D-style Personality Type: I Did it my Way!

I-style profile: Influence

I-styles are the most outgoing and social of the 4 styles. They enjoy being the center of attention. I-styles like interacting with others and meeting new people. They don’t like focusing on details, or spending a lot of time alone. People perceive I-styles as friendly, enthusiastic, and animated. Click here to learn more about the I-style profile.

The I-style profile is one of the 4 DISC styles, also know as DISC personality types, including D-style, S-style and C-style. They make up approximately 32% of the worldwide population. The DISC types come from William Marston’s DISC Model.

When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.

We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.

Describing the I-style profile type

I-style profiles are outgoing, social, and talkative. They are overflowing with optimism and want to be the center of attention. I-styles want interactions with others. They do not like focusing on details or spending a lot of time alone. I-styles are good at influencing others and getting people to follow them as leaders. They know what they want and align people together to get it done. I-style profiles crave social acceptance. Hence, they like to be liked. They can be spontaneous and impulsive.

I-styles can be overly talkative, lacking focus, and emotional. They may over-promise because they are so optimistic and eager to be liked. I-style profiles are seen as very friendly, energetic, and lively. In addition, others may perceive I-styles as somewhat careless and disorganized. However, when under pressure, they have a tendency to focus more on people that they may overlook details and tasks.

Their motto is, “I am a nice person! Everyone should like me!” I-styles like to ask the “who” questions, “Who is at the meeting?” or ” Who else uses this?”

How to Identify the I-style profile type

Here are some quick and simple ways to identify the I-style profile type:

• Is open and friendly.
• Talks a lot.
• Gets easily excited.
• Is animated.
• Talks about people he/she knows.
• Prefers to not focus much on details.
• Does not listen for long.
• Does not pay close attention.
• May ask same questions several times.
• Jumps from subject to subject.
• Stays away from hard facts.

I-style attributes

Attributes are the words people use to describe the behavioral style of the I-style profile. It is not always the words the person would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.

• Social
• Spontaneous
• Talkative
• Energetic
• Visible
• Friendly
• Careless
• Emotional
• Charismatic
• Impulsive
• Optimistic
• Participating
• Inspiring
• Animated
• Persuasive
• Expressive

I-style profile’s communication style

I-profiles communicate in an inspiring way. They will sell their ideas and visions. I-profiles will talk a lot. They prefer to look at the big picture and avoid details. I-profiles focus on the positive and tend to avoid unpleasant subjects. They are good at providing positive, constructive feedback, but they may not be direct.

Leadership style of the I-style profile type

The I-style Profile types base their authority on their charisma, their ability to motivate people, and by creating a good atmosphere. They are “People” leaders. The I-style leaders want and need a lot of contacts with people. They thrive on the challenges of new and evolving organizations.

Examples of famous I-styles personality types

Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.

• Robin Williams
• Kate Hudson
• Amy Poehler
• Kevin Hart
• Drew Barrymore
• Bill Clinton
• Jay Leno
• Will Smith
• Melissa McCarthy
• Dr. McCoy of Star Trek
• Prince Harry
• Jim Carrey
• Ellen DeGeneres
• Penny of Big Bang Theory

From our blog: The Social Personality Type: Do You Like Me?

S-style Profile: Steadiness

S-styles are calm, steady, and the most laid back of the 4 styles. S-styles are more reserved and less animated than the outgoing I-styles. They like interacting with others, but they prefer doing it with people they know. S-styles prefer things to remain the same because they prefer to avoid changes and surprises. They highly value family, friends, and their team. Click here to learn more about the S-style profile.

The S-style profile type is one of the 4 DISC profile types including D-style, I-style and C-style profiles. S-styles make up 30% of the world population. The DISC types come from the William Marston’s DISC Model.

When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.

We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.

Describing the S-style Profile Type

S-style profiles are steady, calm and easy-going. They prefer interacting with people they know, since they are more reserved. S-style profiles prefer things to remain the same because they like stability and security. They view family and friends as very important. They will strongly defend their own group or team, sometimes emotionally. S-styles value fairness and justice.

S-styles are reliable and stable. They focus on cooperation, especially with the person in charge, to carry out the tasks. They want you to tell them what, when and how you want it done and they’ll be glad to do it. If you do not give an S-styles enough details, they may not get started because they don’t want to make mistakes. S-styles are more hesitant in their actions and decision-making. They want to consider others and focus on agreements.

Since S-styles prefer stability and security, they tend to resist change and need support with it. Their motto is “if it’s not broken, let’s not fix it.” When S-style profiles are under pressure they can become too accommodating. They will often say “yes” too easily. Their biggest fear is loss of stability. S-styles want a stable and secure environment. Change can be challenging for S-styles.

S-styles like to ask the “how” questions, “How are we going to do this?” or “How does this impact us?”

How to identify the S-style profile type

Here are some quick and simple ways to identify the S-style profile type:

• Is easy-going and appears calm.
• Listens carefully; nods and goes along.
• Appears thoughtful.
• Let me think about it.
• Likes own physical space.
• Does not get easily excited.
• Ponders alternatives, slow in making decisions.
• Asks questions and inquires about the specifics.
• Seems to have strong opinions but does not express them vocally.
• Completely new ideas/things seem to make him/her uncomfortable.

S-style profile attributes

Attributes are the words people use to describe the behavioral style of the s-style profile. It is not always how the person himself/herself would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.

• Steady
• Accepting
• Caring
• Permissive
• Supportive
• Pleasant
• Sincere
• Loyal
• Warm
• Reliable
• Careful
• Emotional
• Patient
• Calm
• Amiable
• Stable

S-style profile’s communication style

The S-styles, like the D-styles also prefer one directional communication. However, they prefer interactions in one-on-one settings. They answer when asked, but otherwise, they prefer listening to speaking. S-profiles tend to speak calmly and amiably. S-profiles look to create trust during the interaction. They prefer to talk about topics that they have mastered. In addition, they will explain things calmly and thoroughly.

Leadership style of the S-style profile type

The S-style profile’s authority is based on experience, expertise and organizational status. They are comfortable, as leaders, in maintaining routines and stability. They are service- orientated. The S-style prefers to lead smaller teams. Their leadership style is participative.

Examples of famous S-styles personality types

Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.

• Mandy Moore
• David Beckham
• Bobby Ewing of Dallas
• Mahatma Gandhi
• Mr. Sulu of Star Trek
• Princess Kate – Duchess of Cambridge
• Michael J. Fox
• Halle Berry
• Matthew Broderick
• Tom Brokaw
• Peyton Manning
• Jimmy Fallon
• Rajesh of Big Bang Theory

From our blog: Steady Personality Type: Assert Your Strengths!

C-style profile: Correctness

C-styles are the most analytical of the 4 styles. C-styles focus on details, facts, information, and proof. They are comfortable working alone. Others see C-styles as rule-followers, reserved, and quiet. Click here to learn more about the C-style profile.

The C-style profile is one of the 4 DISC profile types including D-style, I-style and S-style profiles. The DISC types come from the William Marston’s DISC Model. They make up approximately 28% of the worldwide population.

When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.

We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.

Describing the C-style profile type

C-style profiles are the most analytical and reserved of the 4 DISC styles, also known as 4 personality types. They can be very detail-oriented. C-styles prefer focusing on facts, information and proofs. They are comfortable working alone. C-styles are cautious and hold themselves to high standards. They focus on analyzing tasks and the quality of the product or service. C-styles make sure that everything works the way it should.

C-styles can come across as critical of others. They focus on finding mistakes and expect everyone to follow their standards. Others can perceive their attention to detail and correctness as nit-picky.. C-styles’ desire to do things correctly can also slow down their decision-making. They can over-analyze issues and need a lot of information. Under pressure they can come across as being overly critical.

The C-style profile’s motto is, “if we do not have time to do it right, do we have time to do it over again?” C-styles like to ask the “why” questions, “Why does it work this way?” or ” Why is this step needed?”

How to identify the C-style profile type

Here are some quick and simple ways to identify the C-style profile type:

• Is quiet; proceeds cautiously.
• Focuses on details; asks many questions.
• Is deliberate and controlled.
• Is not comfortable with physical contact.
• Appears reserved and somewhat timid.
• Doesn’t express disagreeing views easily.
• Is well prepared; may have done homework.
• Studies specifications and other information carefully.
• Makes decision only after studying pertinent facts/issues.
• May be very critical; criticism based on facts, not opinions.

C-style profile attributes

Attributes are the words people use to describe the behavioral style of the C-style profile. It is not always how the person himself/herself would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.

• Analytical
• Detailed
• Exact
• Perfectionist
• Systematic
• Accurate
• Cautious
• Careful
• Thorough
• Distant
• Formal
• Withdrawn
• Quiet
• Logical
• Controlled
• Compliant

C-style profile’s communication style

C-profiles often prefer to use written communication, like emails. They don’t readily express disagreeing views. They want detailed, fact-based information to insure they make the correct decisions. Since C-profiles focus so much on details and data, they may miss the big picture. C-profiles prefer conversations where they don’t have to focus on opinions or abstract matters. They can be extremely diplomatic.

Leadership style of the C-style profile type

The C-style’s authority is based on rules and proven standards. They prefer to keep distance from people. C-style leaders emphasize rules and quality focus. They are a “things” leader; they are more interested in facts, details and analyses.

Examples of famous C-styles personality types

Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.

• Spock of Star Trek
• Condoleezza Rice
• Albert Einstein
• Bill Gates
• Jack Nicklaus
• Sherlock Holmes
• Bill Belichick NFL Football Coach
• Hermione of Harry Potter
• Clint Eastwood
• Richard Nixon
• Monica of Friends
• Sheldon Cooper of Big Bang Theory

From our blog: Analytical Personality Type: Am I Correct?

What are DISC Profile Assessments?

Extended DISC® is an online DISC assessment that identifies individuals’ hard-wired DISC style.  The results are tailored to your unique needs and preferences.  You are not forced to select from a few off-the shelf reports.

The assessments can customized for specific job roles and industries to provide the most relevant information employees need.   In addition, the DISC assessments can be tailored for content, length, pictures, colors, logos, page order, etc. to provide the most applicable and user-friendly assessments.

Once an individual completes the online DISC questionnaire just once, the results can be provided in any assessment format at no additional cost.  Also, Team/Group, Pair and Organizational Assessments can be created at no additional cost and without having to ask the employees to complete the questionnaire again.

All assessments are built on a very practical, 4-steps to Effective Behavioral Modificationsprocess. It ensures individuals will modify behaviors.

DISC is not a personality test!

DISC is not a personality test. Extended DISC® measures a person’s natural, hard-wired behavioral style.  It focuses on a person’s natural, most comfortable way of doing things.

Extended DISC® helps people become aware of how they prefer to interact with others and their environment. The Extended DISC® model also helps to identify the preferred DISC styles of others. As a result, we can make adjustments to our behavior to become more successful in our professional and personal lives.

The History of DISC Profile Assessments

Carl Gustav Jung

Carl Gustav Jung created a groundbreaking model for human behavior in his 1921 book, Psychological Types.  Dr. Jung recognized that people can be divided into four main styles.  He created what is known as a Four-Quadrant Model by using two axes (Sensing-Intuition and Thinking-Feeling).  This model is still the most widely used and accepted model in understanding human behavior.

William Moulton Marston

In 1928, William Moulton Marston published a book, Emotion of Normal People.  He built upon Jung’s work and named the four main behavioral styles, D, I, S and C.  Today his DISC model is in the public domain.  A few organizations have created their proprietary assessments based on the foundations of Dr. Jung’s and Dr. Marston’s work.