The DISC is primarily an analysis tool that enables segmenting individuals’ behaviors according to different types of profiles. Developed by the American psychologist William Moulton Marston, the DISC method has since become one of the best tools for personal development and leadership.

How does it work?

This model is articulated on 2 axes. On the one hand, it observes the perception that the individual has of his environment (hostile or favorable) and on the other the actions that he can have on his environment (to accept or to act). All categories of employees can measure their disc profile.

How was the tool developed?

It was the American psychologist, William Marston, who created this model. His work is mainly inspired by the research of Carl Gustave Jung.

What are the benefits of the method?

The DISC analysis is particularly effective in team management. Indeed, thanks to improvement in self-knowledge and to understanding the different personalities that make up their teams, managers gain in efficiency. Our workshop is thus very useful to reinforce the teams’ performance. The better the perception of the different personalities, the better the management and the quality of the relationships between members.

Why choose us for DISC training?

  • In-depth knowledge of the company in France and abroad.
  • Variety of our training and the mastery of the support tools.
  • Ethics is a key part of our practice.
  • For perseverance in our personal development work.
  • Our ability to renew and deepen our initial training.
  • Approximately 150 to 180 test done per year on all types of profiles
  • A practice of the DISC test adapted to the diversity of managerial issues
  • DISC training courses available in French, German, English and Russia

The DISC test can be integrated into our various management, leadership and team building training courses. The method is even very effective in intercultural communication issues. Whether it is a question of developing cooperation or personal efficiency, our workshops allow us above all to adapt the practice of testing according to the needs of our customers.

DiSC is a  assessment tool   often   employed  to  enrich  professional efficiency   leadership  sales skills  and communication styles . DiSC evaluates  your personality .  It does not assess  your intelligence .

 How to use disc profile information ?

 DiSC assesses  your  patterns of behavior. It does not assess  intelligence . DiSC tests   describe people’s behavior  in different   situations. …

 What does DISC  personality  mean?

 Disc tool  is a  psychological instrument built  on  DISC method  of scientist   William Marston , which focuses  on four different personality traits which are  Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

Which are the different behavioral disc patterns ?

 We recognize that the personality is often used in everyday conversation when talking about the model. As an assessment tool, it is used to  enrich   work productivity  leadership styles   sales abilities and communication styles . It evaluates  your personality.  It does not assess  intelligence .

 How should we understand a disc  test?  DISC is a  psychological instrument built  on  DISC method  of scientist   William Marston , which focuses  on four main  personality traits which are  Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

Which are all the different behavioral disc patterns ? This model is a behavioral style model. We recognize that the word personality is often used in normal conversation when talking about the theory .

For what reasons should I take a DISC  profile ?

The objective  of a DiSC evaluation  is to support you in understanding your  professional  behaviors of your colleagues  and how to  manage  the practice in your office  to become more successful . Corporate  relationships can be complex  to improve , but there are solutions  to improve  your professional relationships  with others at work .

 An overview of the D Style D:Dominance

  •  Traits interacting  with  this personality:  independent thinker, direct  , controlling
  • Focus : Bottom-line
  • Main worries :  appearing weak
  •  Leverages  the environment by: assertiveness
  •  Overuses: the need to  succeed 
  •  In a tough dispute: speaks up about problems
  • Would profit from : temper
  •  Center of excellence of the D Dominance profile : The D  type  chief is making courageous  resolutions and focuses on results .

 A quick look at the S style

  •  Traits  associated  with this style:  dependable, cautious accommodating  understanding   passive
  •  Objectives : Harmony
  • Main worries : Letting people down
  •  Leverages  others through: Accommodating others
  •  Excessive uses : Modesty
  •  During a dispute: Listens to others’ perspectives
  • Would profit from :  showing self-assurance
  •  Main qualities  of the S profile
  • The S personality   manager  is a  member of staff  who likes to reach a consensus . Sometimes  they let others take advantage of their supportive  nature.

 An overview of the I profile

  •  Characteristics   associated  with this DISC profile : quick moving , gregarious, impulsive, self-promoting.
  •  Goals: popularity, approval, excitement.
  • Main worries : Rejection.
  •  Influences others through: Charm.
  •  Overuses: hope, praise.
  • In case of strong disagreement  expresses feelings.
  • Would profit from : Being more objective.
  •  The I personality   chief loves new concepts . They can also be  erratic  leaders  not very concerned with fulfilling the obligations .

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What are the main characteristics of the C profile ?

Characteristics   associated  with this DISC profile :  restrained , analytical,  logical ,  nit-picker .
 Objectives :  accurateness
Main worries :  lack of details
 Influences environment  with :  standards
 Excessive uses :  procedures
In conflict : focuses on logic and objectivity
 Would benefit from :  looking beyond data
 Center of excellence of the C profile
The C style manager  can be  meticulous   suggesting careful analysis . They can also be cautious   leaders   who pay little attention to the human element.