THE DISC PERSONAL PROFILE REPORT The DISC Personal Profile Report provides constructive, work-based information outlining an individuals' unique behavior style. The DISC Personal Profile Report provides detailed information about:  Preferred environment  Strengths  Potential weaknesses  Strategies for increasing effectiveness  Behavioural tendencies  Needs  Motivation  Work habits The DISC Team Profile Report The DISC Team Profile allows team members to understand each other’s behavioural profiles. The DISC Team Profile enables a team to move from judging others to valuing and bring out the best in each other. APPLICATIONS OF DISC DISC Profiles are used worldwide by leading companies in diverse applications, including:  Recruitment  Coaching  Team Development  Leadership Development  Talent management  Performance review  Career Development  Organisational Development

1. DISC
Dimensions of Behavior
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Consulting
D I
C S

2. HISTORY
DISC is a quadrant behavioral model based on the work of Dr. William
Moulton Marston (1893–1947) to examine the behavior of individuals in their
environment or within a specific situation (otherwise known as environment).
It therefore focuses on the styles and preferences of such behavior.
Dr. Marston’s Work: Marston completed doctoral studies at Harvard in the
newly developing field of Psychology. In the early 1920's Marston first studied
the concepts of will and power and their effect on personality and human
behavior. These findings contributed greatly to the field of psychology.
Marston published Emotions of Normal People in 1928, which elaborated the
DISC Theory. In this book he first formally presented his findings, though he
had written about DISC four years earlier. Marston published a second book on
DISC Integrative Psychology: A Study of Unit Response.
Marston viewed people behaving along two axes, with their attention being
either passive or active, depending on the individual's perception of his or her
environment as either favorable or antagonistic.
By placing the axes at right angles, 4 quadrants form with each describing a
behavioral pattern:
D I
Dominance Influence
Conscientiousness Steadiness
C S
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3. UNDERSTANDING DISC BEHAVIOUR
Understanding behaviour is critical for creating high-performing individuals, teams and
organisations.
The DISC Behavioural Model is one of the
most widely used measures of behaviour in
The DISC Profile
the workplace. Its main strength is that it is
jargon free and easy for people to understand Assessment is completed
and use. online, taking only 10-15
The DISC Assessment classifies four aspects minutes of the candidate.
of behavior by testing a person's preferences
in word associations.
DISC is an acronym for:
Dominance Influence
People are dominant, forceful and Scorers influence others, warm,
strong willed. Low “D”s are mild, low magnetic and persuasive. Low “I”s are
keyed and cautious. matter of fact and pessimistic
Conscientious Steadiness
Players stick to the rules, careful and Calm, relaxed and possessive, high
exact. Low “C”s are stubborn and more “S”ers resist change. Low scores
careless with details. suggest eager impulsiveness.
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4. THE DISC PERSONAL PROFILE REPORT
The DISC Personal Profile Report provides constructive, work-based information outlining
an individuals' unique behavior style.
The DISC Personal Profile Report provides
BRING OUT THE BEST IN detailed information about:
YOUR EMPLOYEES
 Preferred environment
With over 2000 profile  Strengths
combinations, the DISC  Potential weaknesses
Personal Profile is possibly  Strategies for increasing effectiveness
the most comprehensive  Behavioural tendencies
personal profile available  Needs
today.  Motivation
 Work habits
The DISC Team Profile Report
The DISC Team Profile allows team members to understand each other’s behavioural
profiles. The DISC Team Profile enables a team to move from judging others to valuing and
bring out the best in each other.
APPLICATIONS OF DISC
DISC Profiles are used worldwide by leading companies in diverse applications, including:
 Recruitment  Talent management
 Coaching  Performance review
 Team Development  Career Development
 Leadership Development  Organisational Development
For more information:
Shah Nizam | 9886.00.9796 | nizam@nonverbals.com | NonVerbals Consulting
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