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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Why is it that some teams work smoothly and effectively together, while others break down into internal conflict and achieve little? There are, of course, many reasons for this, but one of the main contributing factors is the interaction of different styles within the team. DISC can provide a useful predictor of team effectiveness, by highlighting possible problem areas and suggesting ways of resolving these problems.

The ideal composition of any team is, of course, dependent on the task that the team is intended to fulfil. In general terms, however, it is true to say that the key to success in team-building is diversity. Each of the main DISC factors draws an individual to play a different part in the team structure, and a variety of factors across different team members can help to ensure that the team performs effectively.

The Suitability Comparison section of the Style Card chapter describes interactions between different styles in detail. Rather than reiterate this information, this section will look at the four DISC factors, and the parts they have to play in the development and performance of the team.

Dominance, being the factor of control, is particularly suited to a leadership role within a team. Dominant people have a natural urge to take command, and will fit easily into such a position. An important consideration with individuals of this type, however, is that the number of highly Dominant team-members should be kept to minimum. Several people attempting to take leadership within a team will clearly have a negative impact on team performance.
Influence is the social cement of the team. Unless they possess specialised skills, highly Influential people often appear to have little practical part to play in team's proceedings, and are hence often undervalued. It is important to remember, however, that for a team to work effectively, its members must have a sense of cohesion, and this cohesion can often be achieved by the inclusion of one or two Influential individuals within the team. The communicative abilities of Influence can also produce a useful representative or spokesperson for the team, presenting their findings and ideas to others.
Steadiness represents the team's 'brake', holding the other members back from ill-considered conclusions or precipitous actions. This is an important factor, especially after the team has formed its internal social relationships and has begun to perform its real function. A consideration to bear in mind with Steady individuals is their natural lack of assertiveness, which can often prevent them from making input unless directly requested, and it is often helpful to develop the structure of the team in such a way that the Steady members feel that their contributions will be valued and accepted by the other team members.
Compliance is a factor important in actually achieving the results required from the team. Those members with high Compliance scores will tend to be the ones who generate ideas and produce materials and reports. The less pro-active side of the Compliant type, however, will normally require more assertive team-members (specifically Dominant and Influential types) to implement and monitor any plans or suggestions they may produce. The Compliant members of the team are often those who possess the specialised skills and knowledge appropriate to a project.

For any team to be effective over the long term, regardless of its constitution, it must pass through an initial period of flux and uncertainty before it will begin to perform, during which relationships and roles within the group are formed. This formative period is an ideal time to introduce any formal structures considered necessary to the smooth running of the group.

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