How DiSC works. Discover what happens after your assessment.

Whether you are the administrator or the respondent, DiSC® assessments and profiles are simple to use. No certification is required to deliver or score the profile, it is however recommended. The online EPIC platform generates a profile for the questionnaires taken online. Paper profiles (and questionnaires) include a simple self-scoring mechanism. 

You have received an assessment access code in your email inbox. Then you have answered a simple questionnaire about your behavior. The version of your DiSC assessment determines if you see forced choice questions – this word describes me most, this one least – or a rating scale – I strongly agree, agree, am neutral, etc. You are the expert on yourself: with DiSC, answers are neither right nor wrong.

The assessment platform produces a profile report, where you discover your unique behavioural style, tendencies, needs, preferred environment and strategies for effective behaviour. They help you learn more about your strengths and challenges, which remain simple to understand.

Each profile report also includes information about all other DiSC styles, so you can observe people around you and compare. Facilitators often use Group Reports or other available reports to provide a greater understanding of your team, group, clients or colleagues.

What does DiSC measure?

DiSC measures preferred behavior, which is not the same as personality. Intelligence, aptitude, mental health or values are not part of what DiSC measures. The profile describes human behavior in different situations, such as your response to challenges, how you influence others, your preferred pace and how you respond to rules and procedures. Once you know better how DiSC works, you can start exploring behavior, without any concerns of making mistakes.

The four quadrants of the DiSC model and what they mean.



A person with the “D” style places emphasis on accomplishing results, achieving the bottom line, showing confidence


  • Sees the big picture
  • Can be blunt
  • Accepts challenges
  • Gets straight to the point



A person with the “i” style places emphasis on influencing or persuading others, relies on openness, creates and appreciates relationships.


  • Shows enthusiasm
  • Is optimistic
  • Likes to collaborate
  • Dislikes being ignored



A person with the “S” style places emphasis on cooperation, appreciates sincerity, and worships dependability.


  • Doesn’t like to be rushed
  • Calm manners
  • Calm approach
  • Supportive
  • Humble



A person with the “C” style places emphasis on quality and accuracy, shows and expects expertise, respects competency.


  • Enjoys independence
  • Objective reasoning
  • Wants the details
  • Fears being wrong

It is important mention the fact that one person never has one style, but rather a mix of all four.
While human behaviour involves a mix of the four styles, it is also influenced by experience, culture and environment.

Six different Everything DiSC profiles coexist: they are created for specific and distinct purposes, i.e. Everything DiSC Management or Everything DiSC Sales. Each of them maps behavioral traits within a more focused context, in this example respectively Management or Sales.

Now that you know more about how DiSC works, have a look at the resources pages, they will show you more on how to use DiSC and where to start.

DiSC and personality assessments in psychology

Personality traits were measured by psychologists since the 1930s. They have strived to better understand personality by creating a way of measuring it and became better aware of the complexity of interactive forces that are responsible for behaviour. DiSC assessments differ in purpose and method from other instruments used in clinical settings, to determine the emotional health of individuals.

DiSC is used to help people understand themselves and others in the range of normal human behaviour.

For many psychologists, traits and situations are interactive. This makes DiSC a very helpful tool – supporting learners adapting their responses to the needs of the person they are speaking with, given the situation they are both experiencing. As a manager, you might choose to avoid the behaviour you’re most comfortable with, and use instead the more effective one with regards to your team’s needs.

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