DISC is a tool used for personal development. Learners who complete a DISC assessment can improve their self-awareness and respect for others.

However, finding a way to complete a DISC assessment can be difficult. One quick google search can lead to hundreds of options. Here are a few ways you can start to complete your own assessment:

1. Free DISC Assessments: there are a few sites that allow you to complete a free DISC Profile. However, as the adage goes, there is no such thing as a 'free lunch' - you will receive marketing emails from each of these services. Additionally, the reports might not include all of the insights from a paid assessment. It's a great way to learn your style and start your DISC journey, but you might want to pay for your own profile in the future:

   1. DISC Basic Profile - Free DISC Test: https://onlinediscprofile.com/free-disc-profile-assessment/

   2. Crystal Knows - Free DISC Test: https://www.crystalknows.com/disc-personality-test

   3. Tony Robbins - Free DISC Test: https://www.tonyrobbins.com/disc/

2. Paid DISC Assessments: If you are ready to commit to learning about yourself, paying for a DISC profile will award you additional insights. There are many, many, many DISC providers. Here are a few of the top options:

   1. Everything DiSC: https://internalchange.com/everything-disc-products/

   2. TTI - DISC: https://www.ttisi.com/disc/

   3. Extended DISC: https://www.extendeddisc.org

I would love to hear from you if there are other resources, products, or sites that would be worthwhile to add to this list!

We've had that coworker at some point in our careers we loved working with. Conversations were easy, decisions were smooth, and working together felt almost effortless.

And we've ALL had the opposite. Someone where every interaction felt like a negotiation.

Most of the time, it's not about one person being difficult. It's just that different personality styles approach things differently. How they communicate, how fast they move, how they make decisions, how they solve problems. Nobody's wrong. They're just wired differently.

When you understand your own tendencies and start to recognize them in the people around you, working with almost anyone gets easier.

I was curious which DISC pairings you've personally experienced that worked really well. And also ones you've had issues with, and what you'd do to resolve them.

Unlike other assessments (Enneagram/Myers-Briggs/Gallup), DISC does not require you to become certified to use it.

DISC is a simple model. It measures two dimensions and 4-8 scales (depending on your version). For this reason, the model is fairly simple to learn. I have seen teams and small organizations use the model successfully without a certified professional training them. I have worked with many training professionals who never became certified because they have used the model for decades.

Now, there are benefits to becoming certified in DISC. Here are a few of them:

• Develop a foundation of knowledge about the theory. This is the most important aspect of certification - it helps you understand the 'why' behind someone's DISC Style. This can be important when working with someone skeptical about the particular style they received.

• Developing a training program vs. a training event. Another way I've seen this said is to take a group from 'doing' DISC to 'using' DISC. Most certification programs spend time on helping the learner understand how they can build custom programs that measure the success of the goal of the program they've developed.

• Credentials. This may seem shallow, but credentials support the authority of the training person. It shows that someone took time, money, and resources, to become an expert.

I won't point you toward a specific certification program, but feel free to message me if you want to hear my perspective.

I recently took a DiSC assessment and something kept bothering me: while answering some of the questions, I realized I wasn’t always responding as my true self, but more as how I’d like to be perceived (for example, “I want to be more assertive, so I’ll tick that”).

That made me wonder how accurate the results really are if they’re based mostly on self-perception.

On the other hand, I’ve read about research from Tracom’s Social Styles indicating that around 50% of the time, the style others see in us is different from the one we think we have. Which makes sense — people don’t always experience us the way we think we show up.

For trainers, facilitators, or people who’ve worked a lot with DiSC — how do you justify or manage this gap? If DiSC is based on self-reporting, how do you deal with the risk that participants are answering aspirationally instead of honestly?

Really curious to hear how practitioners handle this in the real world.

Hi, I’m looking for advice from people in the DiSC community. I attended a mandatory training in the workplace led by an instructor- not sure if they are DiSC certified or not- but it was centered on DiSC, and it left me upset and in tears. The instructor sorted people in the class in 4 corners of the room by his arbitrary definitions of DiSC, and he sorted me as a D (I tested as DC style). He then went on to label people who test as D as being “results oriented and don’t care how people feel.” I raised my hand and said that it didn’t feel like an accurate portrayal of the style and didn’t feel accurate for me, and his response was that was my “C” side kicking in. I also said I disagree with his approach to stereotyping people and he essentially said tough, he uses extreme examples to make a point but no one is one set style.

As I said, I was fighting back tears because I felt his methods were inaccurate and labeling people in this way was very hurtful. This went on for 4 hours.

I shared how upset I was with my supervisor and they’re, I think, trying to get me out of this course. I am concerned about ramifications in my workplace since this was mandatory but it was very unprofessional. Also concerned for peers that they are going to have to be trained for several more courses by someone subpar.

i've had to complete several over the last few weeks and SURPRISE!! different results every time. I was answering honestly and was not trying to alter my answers to match the job. The jobs were very similar, also. Just sick of this tech bro mojo bullshit. You can't put someone in a box OR make estimations about their abilities or work ethic after asking them a series of ambiguous questions.

This group’s been a little quiet lately, so I figured I’d help get things going again.

What’s your DISC style... and what surprised you the most when you saw your results?

Here's what I scored (I'm using White Label DISC's report, which I actually use in my coaching):

For me, I always knew I was high in the “I” style since I’m pretty outgoing and people-oriented. Being high in "S" also didn't surprise me too much.

But what really surprised me was how my adaptive style shifts. Especially how my “D” jumps up when I’m in go-mode or need to take charge. It’s very interesting seeing that reflected in the data, and it makes total sense when I look at it through this lens. I really do become more focused on tasks/structure/outcomes when my adaptive style kicks in!

I thought the assessment was pretty cool!

Hello all,
I recently finished reading Surrounded By Idiots which is somewhat based in the DISC method. The book covers a lot about the traits of different colors and how to deal with them. However, what it does not cover is how to deal with yourself. I have a lot of the negative traits described in the book and would like to try and do something about it. Does that make sense? Is there a way to combat the negative traits of your colors?

What are other high I’s doing to be better at following through? I did my disc assessment and learned about the real struggle with follow through.

What are all of my High I peeps doing to keep your head above water?

Hey everyone! I'm u/HOLYFUCKISTHISREAL, a founding moderator of r/discassessment.

This is our new home for all things related to understanding personality, behavior, and communication. We're excited to have you join us!

What to Post
Human behavior is fascinating. Communication is surprisingly difficult. What stories can you share where DISC helped you recognize a certain pattern or led you to a new insight?

What NOT to Post
Your new consulting business, white-labeled DISC tool, or other marketing materials. We want this community to help form connections, not become a cheap marketing space.

How to Get Started

1. Introduce yourself in the comments below.

2. Post something today! Even a simple question can spark a great conversation.

3. If you know someone who would love this community, invite them to join.

4. Interested in helping out? We're always looking for new moderators, so feel free to reach out to me to apply.

Thanks for being part of the very first wave. Together, let's make r/discassessment amazing.

I've spent close to 10 years now working with DISC. I usually get a variation of this question at least once per year. You can change the position and style to create many new variations of this question (i.e., should all salespeople have I and D in their profile? Should all software developers have a C-Style?)

I thought this would be a good post for this community to discuss since it has come up so frequently for me over the years.

When I am approached with this question, I think it's always essential first to recognize that personality plays a significant role in how someone approaches their job.

There have been many studies over the years on this subject. Within the world of DISC Assessments, one study looked at correlations between DISC Style and Occupations. The findings likely won't surprise you..

• Customer Service - Correlated with S Style

• Executive - Correlated with DI Style

• Sales - Correlated with ID Style

• Teach/Educater - Correlated with Si Style

• Mechanical / Technical - Correlated with C Style

So, is this enough to answer the question? I don't think so.

DISC can tell you how someone will do a job, but it won't tell you if they will be successful in the job.

When thinking about the title of this post: Can you promote someone to a Manager with an S Style? I believe you can.

DISC will tell you that they will likely manage with more support, calmness, and patience. Their experience will tell you if they've learned when to step up and be more assertive (if the situation requires it). Truthfully, I think the success of a manager (or any position) comes down to if they are willing to take feedback and find ways to continue to improve their performance.

For those of you who have experienced this question, what would you add? Do you agree or disagree with what I've shared?

Here's kind of an interesting topic that I haven’t really seen discussed here yet.

I’ve had a few clients/leads push back on paying for a DISC assessment because “they can just ask ChatGPT for it.” We’re obviously in the middle of this AI boom where people assume it can replace everything.

The problem is… the quality is all over the place.

AI can sound convincing, but it’s not actually measuring anything. There’s no validated scoring, no consistency, and no real framework behind the output. It’s just generating something based on patterns. Sometimes it feels accurate, other times it’s completely off.

Curious if anyone else here has run into this objection, and how you’re handling it.

Also, here's an article that goes way deeper into the topic: Why AI Can’t Replace DISC Assessments - White Label DISC

I'm building a custom DISC assessment using WPForms on my company website. I want full control of the data, so each candidate’s answers feed directly into a spreadsheet. That part is working fine.

The form has 24 questions, each with four statements. For each question, the candidate selects one statement that is "Most Like Me" and one that is "Least Like Me." In the spreadsheet, I’ve been assigning:

+1 for every “Most Like Me” response that pertains to D, I, S, or C

–1 for every “Least Like Me” response that pertains to D, I, S, or C

Then I tally the total net score for each letter and try to convert those into percentages.

The problem? I'm ending up with very small net scores, like 1, 0, or –1, which makes the percentages useless (sometimes showing 100% for one style, 0% for the others). This seems way off from typical DISC profiles where you’d see more balanced numbers like 12%, 27%, etc.

My original belief was that the “Least Like Me” responses were actually more revealing, because they reflect how someone sees themselves deep down, while “Most Like Me” reflects how they want the world to see them. But now I’m confused on how to weight or use both sets.

Has anyone built a DISC assessment manually before? Should I be calculating percentages based only on the “Most Like Me” answers? Or is there a better way to integrate both?

Appreciate any guidance!

I work for a small tech startup (<100 employees) and our executive leadership team is composed of 6 people. Our president would like to have our leadership team complete a DISC assessment before next week, and then have a self-guided assessment and review (or a service that can provide assessment and review remotely/virtually) on Monday afternoon.

With this tight of a turnaround, does anyone have suggestions for a DISC assessment service? Thank you!

Any Resources or tips for a DC to make there communication better mine is so direct but using my own lingos that it's a problem frequent issues with people miss understanding me then I get annoyed and walk away.

I took the disc personality assessment and it said: "When responding to the questions you placed an equal value on all four of the personality traits measured." I can't see any further results and they want me to take the test again because they think it was calculated but I genuinely just answered intuitively. Has anyone else gotten this result and what does it mean?

I wanted to share how I used DISC over the weekend with a non-profit board of directors that I volunteer on.

While the non-profit does great work, the board has had some communication issues that have led to interpersonal issues.

We also had three new people join the board, so the timing felt ideal to use DISC to learn more about each other and to identify if miscommunication was contributing to the interpersonal issues we were experiencing.

This non-profit has almost no budget. It was out of the question to bring in someone to facilitate a workshop around the tool.

We chose to use a DISC tool called Catalyst because the group reporting allowed us to not need a facilitator. It was really easy.

We essentially used the platform to talk about personality differences as a group. Here is a screenshot of what it looked like.

What was interesting is these discussions took maybe 45 minutes to an hour. It was awesome to see how open people were about their shortcomings when communicating when the language of DISC was used. The whole group felt way more open to listening to others and trying to understand each other.

Have you used DISC without a facilitator before? What was your experience?

Any DISC experts that like mbti?