Common questions about Discus and DISC
What does Discus profiling cost?
How do I get started with Discus?
Can I send questionnaires to my candidates online?
Can a person completing a questionnaire read their own report?
Do I have access to all my profile reports?
How can I recover a lost or forgotten Discus password?
Is training available?
I received a test invitation, but I'm not able to use it.
I completed an invited questionnaire, but I didn't receive a copy of my report.
Can I try Discus for free?
What does Discus profiling cost?

Discus profiles start at just $38 each, with discounts available for more substantial purchases.

For new accounts, we offer a whole range of useful extras. Find out more on our pricing page.

How do I get started with Discus?

Getting started with Discus is easy. You'll just need to take a few minutes to sign up for an account, and then you'll be ready to start creating profiles right away.

Can I send questionnaires to my candidates online?

Discus provides an entire suite of features to make this process easy and automatic. At the simplest level, you can simply enter a person's e-mail address, and Discus will send them an invitation and then display and manage the questionnaire. Once the questionnaire is complete, a report will immediately be compiled and added to your accounts.

Discus also provides lots of options for your to customise this process to meet your exact requirements. For example, you can arrange to be automatically notified and sent a copy of the report as soon as it is available.

Can a person completing a questionnaire read their own report?

This is a decision you can make as you set up an invitation. There's no requirement to share the report, but you have the option of doing so if you wish.

Discus can also provide an intermediate solution through the 'Feedback' report, which is an alternative version of the report specifically designed for this purpose, providing a readable and accessible summary of the results.

Do I have access to all my profile reports?

Every DISC profile produced on your account is held in your own secure Discus database. You can access, review and manage those reports at any time. Discus even provides extra features to assess the results in combination, such as comparing candidates against the needs of a role, or assessing how individuals would work together in a team.

How can I recover a lost or forgotten Discus password?

It's easy to reset your Discus access details. You can start the process from the Discus sign-in page, or by following the link below. Discus will handle resetting your access through your registered e-mail address.

Is training available?

We offer a comprehensive online video training course introducing the DISC system and its workings. The course is free if you sign up for an account with fifty credits or more.

Discus itself offers an interactive guide to get your started, and extensive help resources throughout the system.

I received a test invitation, but I'm not able to use it.

There can be various reasons for this. The invitation code might already have been used, or it might simply have expired, or been cancelled by the user who originally set up the invitation.

Your best course of action in a situation like this is to get in touch with your invitation provider and ask them to set up another invitation for you.

I completed an invited questionnaire, but I didn't receive a copy of my report.

When a Discus user sends out an invitation, they can choose whether to give you access to your report or not, so it may simply be that this option isn't active.

If you think you should have received a report, your best course of action is to contact the person who sent you your invitation; they will have the option of sending you a copy.

Can I try Discus for free?

Sorry, we aren't able to offer free trial profiles, but if you want to try the service, remember that you can set up a Discus account with just a single credit.

If you want to see what Discus can produce, take a look at our extensive library of sample reports.

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DISC Profile Factors: S for Steadiness

The DISC factor of patience and reliability

The 'S' of DISC stands for Steadiness, a factor relating to a person's natural pace, and their reactions to change.

DISC Factor Guides:

The Steadiness factor is shown third from the left on a standard DISC graph, following Dominance and Influence.

The Steadiness factor is shown third from the left on a standard DISC graph, following Dominance and Influence.

The third of the four DISC factors relates to a comparatively reticent and careful type of person. Compared to Dominance or Influence, a person whose major factor is Steadiness will tend to be far less open or direct. They'll more usually respond to events, rather than take pro-active steps themselves.

The Style Card shows a Steady person as being high in Openness, but low in Assertiveness (which we term Receptive). This describes the core of the Steadiness factor: a concern for other people, combined with a reluctance to take direct action.

Style Card showing Steadiness as a combination of Openness and Receptiveness

Steadiness lies in the bottom-right quadrant of the Style Card, where Receptiveness meets Openness.

As the name implies, Steady people are consistent and reliable in their approach. Indeed, they prefer to operate in situations that follow established patterns, and to avoid unplanned developments. Because of this, people with high Steadiness tend to be quite resistant to change, and will take time to adapt to new situations.

Where Steadiness is low, the profile reflects a person with a quite different attitude. Low-S individuals are eager to act and impatient for results, and rarely show the patience or consideration associated with a High-S. Far from resisting change, people with low Steadiness enjoy variety and innovation, giving them a much more flexible outlook than those with high Steadiness. As such, they're ready to take on new challenges and explore new experiences.

Common Roles

A High-S will be best suited to roles where their natural advantages can come to the fore: situations where patient, reliable work is needed. A consistent working environment is ideal for a person like this, with minimal distractions or unplanned events.

The strengths of a highly Steady type of person - patience, reliability, consistency - make them particularly well suited to administrative work. They have the capacity to apply themselves to work like this and focus on its needs in a productive way. Work like this can often lack variety, but while many types would not find such a prospect motivating, it fits neatly with a High-S's preferences.

High Steadiness also relates to an level of openness to other people, so roles that involve providing support or help to others can work well for a person of this kind. This is a broad area covering a wide range of potential work. At a practical level, High-S's will often be suited to technical support or customer service work. On a more personal level, their understanding and patient approach means that they can be successful providing personal support or counselling.

Steadiness Scenarios

Like all the factors, there are situations in which a High-S will thrive, and others in which they will struggle to succeed. In this section, we'll take a brief look at some examples of each.

Following a Plan

Operating within a well-planned project is an area where a highly Steady type of person will often feel at their most comfortable and motivated. Working consistently with others towards a prearranged goal is a preferred working method for somebody of this kind. This will tend to be less true, however, in situations where deadlines are close, or the plan needs to adapt to changing circumstances.

Taking a Leadership Role

A highly Steady type of person can be an effective leader and, indeed, so can any style, under the right circumstances. Steady leaders will tend to work best where leadership involves organising other people within a relatively predictable and stress-free environment, where there's little need for urgent action or dynamic decision-making.

Adapting to New Conditions

A defining characteristic of a High-S type of person is a natural distrust of novelty. People like this will tend to avoid change simply because it involves adapting to the new and the different. Where change is inevitable, a person like this will eventually adapt to a new status quo, but it will take time for them to acclimatise themselves to their new conditions.

At a Glance:

  • Patience: High-S's will tend to wait for events to unfold and respond as needed, rather than taking direct action of their own.
  • Persistence: Once embarked on a course of action, a person like this will focus on their task and work persistently towards its conclusion.
  • Determination: High-S personalities focus intently on a task, and can be remarkably resolute in concentrating on a project.
  • Openness: Steadiness also has a social side, and people with this factor are open to building positive relations with other people.
  • Consideration: The 'S' factor relates to people who tend to think about the consequences of their actions, especially on those around them.
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