What is DISC?
A Flexible, Easy to Use Assessment
DISC is truly a flexible assessment that is both easy to take and administor.
Behavioral Assessment Tool
Four Primary Traits
Communication Styles
Workplace Applications
DISC is frequently applied in professional settings for team building, leadership development, conflict resolution, and improving interpersonal dynamics better understanding one another.
Adaptability
Individuals can learn to recognize and adjust their communication styles based on the DISC style and preferences of others, leading to more effective collaboration and cooperation.
Personal & Professional
Understanding the Four DISC Styles
The four styles of DISC are inherently distinctive, mirroring the individuality within each of us. While some may find a closer resonance with one specific letter, others might embody a harmonious blend of multiple traits. This diversity is an integral aspect of our uniqueness.
D
Dominance
People with a high D personality type are typically risk-takers and self-starters.
C
Compliance
C personalities are described as perfectionists, and place great value on being accurate.
I
Influence
People with a strong I personality thrive being around people and are the life of the party.
S
Steadiness
S personalities are often described as a rock. They seek out stability and routine in life.
Benefits of DISC
A Truly Universal Language
PeopleKeys provides DISC assessments in more than 35 languages, meticulously hand translated by professionals to guarantee accurate and high-quality translations.
History of DISC
Validity of PeopleKeys DISC
Given that the DISC framework is in the public domain, it’s crucial to recognize that not all DISC assessments are created equal. This is particularly true for many free assessments that are available online; their originators might lack credibility, leading to potential inaccuracies.
PeopleKeys, as a leading provider of DISC assessments, ensures the utmost validity and reliability in its offerings. Backed by over 35 years of vigorous research and validation processes underpin the accuracy of PeopleKeys’ DISC assessments, making them trustworthy tools for personal and professional growth. The commitment to ongoing research and refinement ensures that PeopleKeys DISC remains at the forefront of precision and effectiveness in revealing and understanding individual behavioral styles.
Backed by Over 35 Years of Research
PeopleKeys’ validated and accredited solutions address specific assessment tools, training, and technology needs. The patented PeopleKeys Predictive AI™ process plays a crucial role in revolutionizing our hire-train-retain process, predicting successful job matches and enhancing talent management strategies.
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Frequently Asked DISC Questions
What does a DISC profile tell you?
How long does a DISC test usually take to complete?
An online PeopleKeys DISC assessment typically takes 10-15 minutes, with instant results.
The hardcopy version takes about 15-20 minutes due to manual scoring. Quick and efficient, it provides valuable insights swiftly.
Do I need to be certified in DISC?
PeopleKeys DISC Reports are self-explanatory, but certification showcases a comprehensive grasp of DISC theory and application, enhancing your ability to interpret results for clients or employers.
Can DISC personality styles change or are they static?
Is DISC culturally consistent?
Who developed DISC theory?
What is the difference between DISC and Myers-Briggs (MBTI)?
While both are highly validated, it’s essential to note that MBTI is also a clinical tool, not typically used for hiring purposes due to its detailed nature and longer completion time. Furthermore, Myers-Briggs ethical guidelines explicitly state “it is not ethical to use the MBTI instrument for hiring”.
Can you tell me more about people with high values in opposing quarters (I & C or D & S)?
How can understanding DISC profiles improve teamwork?
Can a person be a combination of more than one DISC type?
Are there specific careers that align better with certain DISC profiles?
How can DISC be applied in personal relationships?
Can DISC be used for professional development?
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