DISC personality and behavioural assessment with reports and features including job matching, teambuilding, relationships, motivation and leadership analysis.
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Getting started with Discus is easy. Choose which of our feature-filled packages suits you best, and you'll be ready to start DISC profiling within minutes.
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Your Free Guide to DISC personality testing: Learn how DISC assessment can help improve your recruitment process, team building and leadership development.
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Discus will handle all your DISC questionnaires online, managing the entire process for you and compiling the results as soon as they're ready to view.
Discus offers one of the most comprehensive and sophisticated DISC reports available. Each report is uniquely tailored to each individual set of DISC results.
Discus offers direct candidate feedback for DISC results: the Feedback Report gives candidates a convenient and accessible way to review their own DISC profile.
Discus gives you direct insight into the motivating and demotivating factors for any personality with the Motivation Spectrum report.
The Discus Job Matching feature helps you find the optimum DISC personality style for any role. Choose job styles from a library, or create your own with the built-in Job Profiler.
Discus relationship assessments use DISC to describe the personality dynamics of any working relationship, looking at the relationship from both perspectives.
Discus team building uses DISC to help model and assess any team, exploring relationships within the team, individual team roles, leadership issues and much more besides.
Explore the range of reports Discus can produce: not only the DISC personality report, but also reports for feedback, Job Matching, relationships and teams.
Discus DISC profiling is available on a wide range of different platforms, and through apps for mobile devices and tablets.
Completely customise your candidates' DISC profiling experience with Discus, using your own logo and colour scheme on all your DISC questionnaires or reports.
Discus can provide DISC questionnaires and reports in a wide range of different languages, and can switch from one language to another quickly and easily.
A DISC test gives you personality profiling that's easy to use and affordable. A DISC profile produces a detailed picture of any personality from a simple questionnaire.
Find out how a DISC personality test, using DISC theory, can build up a powerful and sophisticated overview of any individual's behavioural style from just a simple questionnaire.
A DISC assessment brings real and varied advantages. Its core benefits lie in recruitment, but it can also help to integrate and develop people throughout an organisation.
Though DISC assessment itself originated in the 20th century, some of its core ideas have a remarkably long history, stretching back as far as ancient Greece.
The DISC factor of Dominance relates to assertiveness, drive and ambition, describing a dynamic individual with a direct, forceful and competitive attitude.
The DISC factor of Influence relates to openness and positive communication, describing a self-confident person with an outgoing and expressive attitude.
Steadiness, or 'S', is the third factor of DISC. People with a high 'S' factor work steadily and reliably, showing a focused, deliberate and patient attitude.
Compliance, or 'C', is the fourth factor of DISC. People with a high 'C' factor have an organised, cautious attitude, and approach tasks in an analytical way.
The Roodt Report is an independent assessment of the Discus DISC profiling system, providing a detailed study of the reliability and validity of the system.
The online DISC training course from Discus provides an interactive video experience introducing the DISC system.
Understanding DISC IThe Theoretical Basis of the DISC System
An introduction to the basic ideas behind DISC personality assessment, looking at the ways two fundamental behavioural traits build a detailed DISC profile.
'Personality' is a word with many different definitions, but here we look at the operational description of personality used by the DISC profiling system.
The concept of classifying personalities goes back into ancient history, evolving and developing over time to give us modern techniques like the DISC test.
Behavioural axes are part of the underlying theory behind DISC assessment, specifically two intersecting axes describing degrees of Assertiveness and Openness.
One of the two personality axes behind DISC describes attitudes and motivations relating to drive and activity, from high Assertiveness to high Receptiveness.
One of the two personality axes behind DISC describes a spectrum of interpersonal behaviours ranging between the concepts of Openness and Control.
The 'Biaxial Model' is the theoretical construct that connects different personality types. and helps us to understand their similarities and differences.
DISC's 'biaxial model' is a theoretical underpinning of the approach, but in practice DISC questionnaires more usually measure DISC factors directly.
Understanding DISC IIThe Style Card
The Style Card is a simple and straightforward means of representing a DISC personality style, and exploring the relationships between DISC factors.
We can plot personality styles on a grid - the Style Card - to give us a simple overview of the fundamental factors at work within a behavioural style.
It's convenient to assign memorable names to the major divisions on a DISC Style Card, identifying types such as Driver, Communicator, Planner or Analyst.
Each of the core DISC personality types is motivated in quite different ways. Here, we a look at the ways motivating factors change from one type to another.
Different personality types not only feel pressured in quite different kinds of situations, but also show a whole range of different responses to pressure.
Each of the personality types of the DISC Style Card have their own motivations, and so understanding those types can help in building negotiation strategies.
Looking at the ways that different Style Card personality types interact with one another give us a useful introduction to DISC relationship assessment.
Understanding DISC IIIThe Four Factors
A detailed and comprehensive overview of the workings of the DISC assessment system, from first principles to more advanced interpretation techniques.
Style Card personality types can be mapped onto full DISC profile patterns, with each segment of the Style Card corresponding to a DISC profile shape.
There are a series of common principles lying behind DISC questionnaires and their interpretation that help us build a useful picture of a personality.
A DISC graph gives a clear overview of a personality's relative levels of Dominance, Influence, Steadiness and Compliance in different kinds of situation.
Dominance, or simply 'D', is the first of the four DISC factors and relates to traits such as independence, competitiveness, ambition and personal drive.
Influence, or simply 'I', is the second of the four DISC factors and relates to traits such as sociability, personal confidence, openness and expressiveness.
Steadiness, or simply 'S', is the third of the four DISC factors and relates to traits such as patience, reliability, consistency and acceptance of others.
Compliance, or simply 'C', is the last of the four DISC factors and relates to traits such as structure, procedure, rule-orientation and organisation.
DISC profile shapes can change substantially from one graph in a series to another in a profile series. Here we look at the implications of changes like this.
The relationships between the factors in a DISC profile give rise to twelve 'sub-traits', giving us a more sophisticated view of an individual personality.
Job Matching involves comparing an individual DISC profile against a personality template for any role to assess a candidate's suitability for that role.
DISC assessment can help to identify certain types of stress, or 'profile tension', by looking at the ways a personality is adapting to different situations.
Understanding DISC IVDISC Profile Shapes
An interactive guide with general interpretations for the most common DISC profile shapes, looking at communication, common abilities, motivations and more.
A DISC profile where Dominance (or 'D') appears as a sole high factor describes a person whose style is efficient, self-motivated and independent.
A DISC profile where Influence (or 'I') appears as a sole high factor describes a person whose style is friendly, enthusiastic and self-confident.
A DISC profile where Steadiness (or 'S') appears as a sole high factor describes a person whose style is patient, thoughtful and persistent.
A DISC profile where Compliance (or 'C') appears as a sole high factor describes a person whose style is co-operative, accurate and sensitive.
A DISC profile with two high factors of Dominance and Influence describes a person whose style is self-motivated, independent, enthusiastic and self-confident.
A DISC profile with two high factors of Dominance and Steadiness describes a person whose style is efficient, independent, thoughtful and persistent.
A DISC profile with two high factors of Dominance and Compliance describes a person whose style is efficient, self-motivated, accurate and sensitive.
A DISC profile with two high factors of Influence and Steadiness describes a person whose style is friendly, self-confident, patient and persistent.
A DISC profile with two high factors of Influence and Compliance describes a person whose style is friendly, enthusiastic, co-operative and sensitive.
A DISC profile with two high factors of Steadiness and Compliance describes a person whose style is patient, thoughtful, co-operative and accurate.
A DISC profile with combined high Dominance, Influence and Steadiness describes a person who is independent, self-confident and persistent in style.
A DISC profile with combined high Dominance, Influence and Compliance describes a person who is self-motivated, enthusiastic and sensitive in style.
A DISC profile with combined high Dominance, Steadiness and Compliance describes a person who is efficient, thoughtful and accurate in style.
A DISC profile with combined high Influence, Steadiness and Compliance describes a person who is friendly, patient and co-operative in style.
Sometimes DISC profiles can form unusual patterns ('compressed', 'extended' and so on), and each of these special cases has its own particular implications.
Understanding DISC VApplication Areas
DISC assessment has a host of application areas, from recruitment and assessment to team-building, conflict resolution and career development.
Recruitment is probably the area where personality profiling is most actively applied, with applications in all areas of the selection and hiring process.
Cultural integration is the process of inducting a new member into a group or organisation, and an understanding of personality is crucial to this process.
A DISC assessment, or behavioural profile, has a part to play in ongoing appraisal, helping to build a comprehensive picture of staff performance and effectiveness.
DISC behavioural assessment and role matching can provide vital insights to help redeploy individuals into the best suited roles within any organisation.
Personality is a key factor in team building, and a profiling tool like DISC can give you deep insights into the ways people work together in a group.
DISC assessment can play a part in identifying sources of both personality conflicts in the workplace, and help to address personality issues like this.
DISC can help to identify career paths most closely suited to individual personality types, by matching careers against a person's preferences and motivations.