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DISC Model

What Is the DISC Model?

DISC is the universal language of observable behavior. Just watching people proves its validity.  By learning DISC, we learn more about ourselves and others. As a matter of fact, just from a 10 minute questionnaire, we can learn more about someone than we could learn in working with them for 6 months!

DISC is based on a four-factor behavioral model developed by Dr. William Moulton Marston. In 1928, he published a book, “The Emotions of Normal People” in which he described the model below, which is still used today.

Dominance: How you respond to Problems & Challenges.
Direct and decisive, D’s are strong-willed, strong-minded people who like accepting challenges, taking action, and getting immediate results. High “D” people are described as demanding, forceful, egocentric, driving, determined, ambitious, aggressive, and pioneering.

Influence: How you respond to People & Contacts.
Optimistic and outgoing, I’s are people-oriented who like participating on teams, sharing ideas, and energizing and entertaining others. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic.

Steadiness: How you respond to Pace & Change.
Supportive and cooperative, S’s are helpful people who like working behind the scenes, performing in consistent and predictable ways, and being good listeners. High S people are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced.

Compliance: How you respond to Procedures & Rules.
Concerned and correct, C’s are sticklers for quality and like planning ahead, using systematic approaches, and ensuring accuracy. High C people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, tactful.

But… Is the DISC Model accurate?

At first I was extremely skeptical that the DISC Assessment would be able to accurately depict the behaviors of our team members. However, it didn’t take me long to become a believer.  It was able to accurately assess the strengths and weaknesses of our staff.David J. Cecere, Sr. Vice President
Tompkins Insurance Agencies
Batavia, NY

Given our previous experience of hiring against the information in one of your assessments, I’ve now instructed our VP of Sales to pay more than the usual attention to the data we discover in this process.  If we had followed that before, we could have saved ourselves six months of frustration, lost productivity and thousands of dollars.Chuck Finzer, Former President
Total Identity Group
Rochester, NY

See the different assessments available!