London Office: Tel: 0207 917 9879 Address: 180 Piccadilly, London, W1J 9HF

Central Office: Tel: 01782 855700 Address: The Lodge, C/O Glenhough, Sandy Lane, Brown Edge, Staffordshire Moorlands ST6 8QL

What is DISC?

DISC Assessment

What is a DISC Assessment?

DISC is a neutral, universal and silent language measuring OBSERVABLE behaviour only.  A DISC Assessment is a powerful, user friendly, insightful and exciting way to identify the styles in which a person behaves.   Understanding another person’s DISC Pattern and adapting one’s own behaviour to suit that behavioural style opens up an arena of communication and understanding between two people and helps to build upon their relationship.  A person’s behaviour is measured against these four Behavioural Factors:

Dominance         Measuring how you respond to problems and challenges
Influence            Measuring how you respond to people and influence others
Steadiness         How you respond to change and pace yourself
Compliance        How you respond to rules and procedures set by others

All people exhibit some behaviour in each four factors and it is important to note that a person’s DISC Assessment is the sum of the intensity of all four factors (DISC).  The TTI Success Insights® DISC Assessment measures both the Natural Behavioural Style of a person, and the Adapted Behavioural Style of a person.  Understanding the disparity between a person’s Natural (preferred) style and their adapted style gives a huge amount of insight into a person’s energy levels, productivity and sustainability.  The assessment guides all parties in leveraging behaviour for success, maintaining self-esteem throughout.


DISC Assessment

The DISC Assessment is Frequently used for: 

✔ Recruitment and Selection

✔ Team Building

✔ Leadership Development

✔ Coaching & Mentoring

✔ Personal Development

✔ Sales Skills Development

✔ Communication Skills Development


Why use the DISC Assessment?DISC Assessment


People tend to trust and work well with those people who seem like themselves.  The most effective way to gain the commitment and cooperation of others is to “get into their world” and “blend”with their behavioural style.  Observe a person’s body language, “how” they act and interact with others. Notice clues in their work or living area.  By applying the DISC language, you will immediately be able to adapt to their style.


People tend to be too hard on each other, continually judging behaviour; therefore, team development tends to be slowed or halted due to people problems. An awareness of behavioural differences has an immediate impact on communication, conflict resolution and motivation for the team. Investment always precedes return. Investment in training the team on the DISC language gets an immediate return in team development. According to specialists in team development, most teams never make it to high performance without training in a behavioural model and commitment to using it from the top management down.


Understanding style similarities and differences will be the first step in resolving and preventing conflict.  By meeting the person’s behavioural needs, you will be able to diffuse many problems before they even happen.  People prefer to be managed a certain way.  Some like structure and some don’t.  Some like to work with people and some prefer to work alone. “Shot in the dark” management does not work in the 21st century. The DISC language, combined with TTI Success Insights® Reports, will teach you more about a person in 10 minutes than you can learn in a year without DISC.


Other words for endorsement are “credibility” or “influence”.  Every interaction you have with a person either increases or decreases your endorsement.  Have you ever met a person who won’t stop talking and relates his whole life story to you?  When you see that person coming, do you dread the interaction?  If so, it is because their behaviour has caused them to lose endorsement with you and, therefore, that person does not get the benefit of your time.  Conversely, a person who you can’t wait to see daily has gained your endorsement and therefore, is deserving of your time.  The DISC language allows you to “stack the deck” in your favour.  By knowing a person’s behavioural style, you can immediately adapt to their style and gain endorsement.

Text taken from Target Training International Ltd. Behaviours Technical Report

A DISC Assessment does NOT measure:


DISC Assessment The DISC Assessment can: 

✔ Build Effective Teams

✔ Improve Communication Skills

✔ Improve Cooperation

✔ Resolving and preventing Conflict

✔ Gaining Credibility and Endorsement


  • TTI Success Insights® DISC is not “Cheatable”.  A certain graph pattern will appear when respondents have tried to answer the questionnaire “favourably”.
  • TTI Success Insights’® years of research has proven the value of both the low and high side of each behavioural style, giving the ability to analyse 384 graph types, compared to as few as 16 analysed in other “DISC” assessments.
  • TTI Success Insights® DISC assessment reveals an individual’s placement in each of the four dimensions that make up their UNIQUE natural and adapted behavioural style.

Spot the Counterfit!DISC Assessment

Since 1984 TTI Success Insights® have been developing, researching and validiating assessment measurements used in over 90 countries and in 40 languages that are trusted within 75% of Fortune 500 Companies within the United States of America. TTI Success Insights® understood along the years of their journey that whilst the DISC Assessment is a fantastic tool for identifying and improving communication, it can only provide you with an accurate prediction of HOW a person will behave-according to their natural and adapted style. To get a deeper understanding of an individual’s performance you must use separate assessments.

Unfortunately there are providers in the marketplace that have misunderstood the theory of DISC and in particular-what a DISC Assessment DOES NOT measure. Seeing an opportunity for corporate gain they have developed watered down and not valid assessments, branding them as ‘DISC’. Here are a few pointers to be aware of in your search:


✔  DISC Assessment does not measure ‘Personality’ and should never be referred to as a ‘Personality Test’.

✔  It is the HOW of performance.

✔  All four factors of a DISC Assessment should be measured individually.  Ensure that there is not a mathematical calculation occurring between two factors-mainly Influence-Compliance and Dominance-Steadiness.  If the two scores add up to 100 then you know that only two factors have been measured.

✔  Ensure that DISC assessments are free of Adverse Impact.

✔  Ensure that DISC assessments are valid for selection.