The DISC

Online DISC Validation Guide

Interpreting the DISC
As William Marston, developer of the four-quadrant DISC model, states, All people exhibit all four
behavioral factors in varying degrees of intensity. Therefore, be careful not to stereotype or narrowly
define a person by simply reading their highest scoring characteristic on the DISC. A persons profile is
always affected by all four behavioral characteristicsparticularly the ones above the line. In other
words, a person with more than one characteristic above the line should not be considered a pure High
D or High S profile. All above-the-line behavioral characteristics should be taken into
consideration.
DDominance IInfluence
On the DISC, the D correlates to how a person responds to On the DISC, the I correlates to how a person influences
problems and challenges. Individuals with High D profiles others to their point of view. Individuals with High I
exhibit the following behavioral characteristics: profiles exhibit the following behavioral characteristics:
Dominant, driving, direct, decisive Outgoing, charismatic
Strong ego Verbal, gregarious
Active and aggressive problem-solver (vs. analytical Highly optimistic, trusting
researcher)
Persuasive
Bottom-line thinker
Impulsive, emotional
Leader because they want to lead
People-oriented
Task-oriented
A High I individuals primary emotion is optimism. These
A High D individuals primary emotion is angermeaning individuals fear rejection and lack of approval or social
that they have a short fuse and are quick to respond with acceptance.
aggression. These individuals fear that others will take
advantage of them and/or waste their time.

CCompliance SSteadiness
On the DISC, the C correlates to how a person responds to On the DISC, the S correlates to how a person responds
rules and procedures set by others. Individuals with High C to the pace of the environment, activities, and
profiles exhibit the following behavioral characteristics: responsibilities. Individuals with High S profiles exhibit the
following behavioral characteristics:
Compliant, correct, precise, exacting
Analytical, fact-finding
Steady, stable, predictable

High standards, systematic

Good listener, understanding

Conscientious
Possessive

Task-oriented
Friendly
People-oriented
A High C individuals primary emotions are fear and worry.
These individuals fear criticism and imperfection. High S individuals typically hide their emotions, and their
greatest fear is loss of security or stability.

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 The DISC

Interpreting the DISC

How to Read the Graphs

The DISC assessment analyzes behavioral characteristics and plots them as four variables on a graph.
Some DISC reports use four-color bar graphs; other reports present the results as line graphs (see
examples below).
In either format, the persons profile type is determined by reading the highest point or score on the
graph, then the next highest, and so forth. All formats of the DISC graphs include a 50% line or an
Energy Line. This line is used to determine the key characteristics of a persons profile. You will often
hear characteristics referred to as above the line or below the line.
On the bar graph (below left), we see that this person has an ID profile, that is, I and D are above-the-
line traits. The example line graph (below right) depicts an SC profile.

Energy Line

Example graph from an online Example graph from a

DISC assessment paper-based DISC
(The Abelson Groups TTI assessment
Success Insights Report)

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 The DISC

Interpreting the DISC

Graph I Adapted vs. Graph II Natural

Most DISC reports provide feedback in the form of two graphs:

1. Graph I is generated from the persons MOST responses on the assessment and illustrates the
persons adapted or public behavioral style. This graph suggests how the person has adapted their
behavioral approach to address their present (work) environment. This graph has the greatest
potential for changebased on how the person sees their environment. Some interpreters of the
DISC suggest that this graph illustrates how a person acts in response to how they think others
expect them to act. Some refer to this as putting on a face for others.
2. Graph II is generated from the persons LEAST responses on the assessment and illustrates how
the person behaves naturally a) when they are alone, b) when they are with others they trust, and
c) when they are experiencing pressure or stress. This graph presents a persons natural behavioral
style or their private self. This graph is least likely to change because the graph is determined by
more natural and stable responses to the assessment questions.

Example graph from online assessment

(The Abelson Groups TTI Success Insights Report)

If Graph I and Graph II are significantly different, this indicates that the person is adapting their natural
style a great deal to meet the needs of their work environment. Over a period of time, this sustained
adaptation could cause stress, frustration, or communication problems. If Graph I and Graph II are
very similar, this likely indicates that the person is not adapting their natural behavior in any significant
way. The person may feel their instinctive core style is a good fit for the environment.

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 The DISC

Interpreting the DISC

The TTI Success Insights Wheel

The Success Insights Wheel adds a visual representation to a persons behavioral style report. The
wheel is designed to plot the 4 dimensions of normal behavior assessed by the DISC test. In addition,
the wheel correlates these with 8 behavioral styles you see as spokes on the wheel (Conductor,
Persuader, Promoter, etc.). Some consider this wheel model an enhancement over the basic 4-dimension
DISC graph because it comes closer to incorporating the insight of personality systems such as Carl
Jungs Psychological Types or the Myers-Briggs Type Indicator.
The Success Insights Wheel plots the 60 most common DISC graphs. Study the Wheel image below and
imagine 60 tiny DISC line graphs squeezed into the 60 sections on the wheel. To illustrate, a graph
indicating a DI behavioral profile and one indicating an ID profile have been placed in their proper
positions on the wheel below. Note, only the graph points above the DISC Energy Line are used to
determine a position on the wheelbelow-the-line points are not considered.
Creative
Precise Slow Start/Fast Finish Competitive
Accurate Vacillating Confrontational
Concern for Quality Temperamental Direct
Non-Verbal Communicator Results-Oriented
Critical Listener Sense of Urgency
Attention to Detail Change Agent

Product-Oriented Process-Oriented
Slow to Change Quick to Change
Self-Disciplined Independent
Pessimistic Optimistic

Accommodating Good Supporter High Trust Level

Dislikes Confrontation Team Player Not Fearful of Change
Persistent Persistent Contactability
Controls Emotion Cooperative Rather Talk than Listen
Adaptable Sensitive to Others Feelings Verbal Skills
Good Listener Projects Self-Confidence

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 The DISC

Interpreting the DISC

How can you remember the difference

between the star and the circle? Try this

memory trick: Youre a Star at work!
Stars and Circles

In the TTI Success Insights DISC report you receive from the Abelson Group, you will notice that
the Success Insights Wheel always plots two positions: the position of a persons Adapted behavioral
style (star ) and their Natural behavioral style (circle z). Study the example on the right below.
The persons Adapted style () is that of a Conductor, or more specifically, a Persuading
Conductor at position #11. (DI profile on DISC Graph I)
His or her Natural style (z) is that of a Persuader, or more specifically, a Promoting Persuader at
position #13. (ID profile on DISC Graph II)

In the example above, you will notice that the and the z appear in different boxes on the wheel.
This indicates that the person is adapting their natural behavioral style (z) to fit the behavioral
demands of the work environment (). The degree of separation between the two positions indicates
the degree the person is adapting their behavior. You will want to investigate with the person whether
this adaptation causes stress or if it feels comfortable and welcome.
If the two plotted styles appear in the same box, this indicates that the person is not adapting their
natural style. You may want to investigate further with the person. Is the person comfortable with how
their natural style plays in their current environment? Is the environment providing an ideal fit for their
natural style? Does the person see a need to adapt? Does the person refuse to adaptinstead, wanting
the environment to adapt to him?

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 The DISC

Interpreting the DISC

Flexible or AcrossFor Advanced Interpretations

The following information is more beneficial for advanced DISC interpretations and is likely not necessary for basic
behavioral screening using the DISC.
Look at the Success Insights Wheel and notice that D and S are positioned diagonally across from each
other; likewise, I and C are positioned across from each other. These are considered opposite
behavioral styles. On the wheel report, you will see the terms Flexible and Across used to indicate
where a persons opposite behavioral style sits on their graph.
AcrossThis term indicates that a persons core style (their highest point) and their opposite style are
both graphed above the Energy Line. This indicates that the person may experience a Me-Me conflict
to some degreeas two very different behavioral styles pull at them as they communicate and make and
act on decisions.
FlexibleThis term indicates that a person has 3 points above the line and their core styles opposite is
graphed below the line. This reinforces the idea that the person is flexible in their behavior.
In the example wheel below created for Joan Doe, her Natural/Graph II DISC profile (z) is CDS. The
report characterizes Joans Natural style as Implementing Analyzer (Flexible). Joans core style is C
(her highest point). The opposite of C is I. Because her I is below the line, her Natural style is
characterized as Flexible.

CD (or DC) CDS

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 The DISC

Validating a TTI Success Insights DISC

Directions

The TTI Success Insights DISC Report from the Abelson Group contains 18 sections of behavioral
analysis. Many sections will be extremely useful when recruiting and selecting candidates for your team.
Other sections will help you understand how to manage, motivate, and communicate with team
members once they are in place on the job. From the individuals perspective, all sections of the report
should yield valuable insight into the individuals natural and adapted behavior and the behavior of
others.
Use the following guidance as you communicate and validate the report sections with your applicant.
1. Introduction Required (script may vary)

Introduce the validation process and set your applicants expectations with the following script:
Im sure you are curious about the results of the behavioral assessment you completed for us, so I wont keep
you in suspense. The DISC assessment analyzes 4 dimensions of normal behavior:
DDominance How a person responds to problems and challenges
IInfluence How a person influences others to their point of view
SSteadiness How a person responds to the pace of the environment, activities, and
responsibilities
CCompliance How a person responds to rules and procedures set by others
Each person demonstrates these four dimensions of behavior to varying degrees. The DISC identifies your natural
behavioral style (that is, how you instinctively operate) and also your adapted behavioral style (that is, how you
respond to the demands of the environment). We find this information helps us understand a persons
communication and behavioral strengths and helps us identify other factors that might create stress or
frustration. The DISC is only one part of our Career Visioning process, but we believe that it provides powerful
insight to help set up a win-win situation for us both. I have received your DISC report results, and I would like us
to walk through the report together so that you have an opportunity to validate this information.
2. General Characteristics Required

Read aloud this General Characteristics section while the applicant looks over his or her copy. Ask the
applicant to consider whether the statements are True or False about their behavior in the workplace.
As you come to certain statements, ask the applicant if they agree or disagree. Ask them to offer
examples that reinforce or challenge the statements. Take notes on your copye.g., record T and F
in the margins, underline key points, record the applicants exact responses, etc.

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 The DISC

3. Value to the Organization Recommended

Read the bullet points to your applicant and ask them to comment True or False for each. Probe for
more information and ask for examples to back up pertinent points.
4. Checklist for Communicating Recommended

Ask your applicant to read the list and select 3 or 4 tips that they believe offer the most valuable advice
on how to communicate with them. Take notes as the applicant explains their choices. Ask for examples
that demonstrate and validate.
5. Dont on Communicating Recommended

Ask your applicant to read the list and select 3 or 4 tips that they feel are barriers to communication
with themthings that create frustration or jeopardize good communication. Take notes as the
applicant explains their choices. Ask for examples that demonstrate and validate.
6. Communication Tips (or Selling Tips) N/A for screening
interview

Encourage your applicant to read this section on their own to help them understand how to
communicate effectively with others who have different behavioral styles. Suggest, If we choose to go into
business together, we will revisit this information together at a later date.
7. Ideal Environment Recommended

Comment to your applicant: We want to understand what you consider to be an ideal work environment and
how our workplace fits those expectations. Do you see anything here that is an issue?
8. Perceptions Optional

Ask your applicant to review briefly this analysis and give an honest evaluation of whether the comments
seem true or false.
9. Descriptors Recommended

You will find that the Descriptors table is one of the most useful analysis tools in the TTI Success
Insights DISC Report. While your applicants study the table, remind them off the 4 dimensions of
normal behavior:
DDominance How a person responds to problems and challenges
IInfluence How a person influences others to their point of view
SSteadiness How a person responds to the pace of the environment, activities, and
responsibilities
CCompliance How a person responds to rules and procedures set by others
You might consider comparing the Descriptors table to the applicants DISC graphs (typically on page 20
of the report).

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 The DISC

10. Natural and Adapted Style Optional

Explain the difference between a persons Natural and Adapted behavioral styles. Consider comparing
the analysis in this section with the applicants Natural and Adapted DISC graphs (typically found on page
20). If an applicant appears to be adapting their Natural style significantly, probe to find out why this
might be.

N/A for screening

11. Adapted Style
interview

Because this section reflects how the applicant is adapting to their present work environment (not the
work environment you are offering them), you may find a discussion about this information more useful
if you choose to continue your professional relationship with the applicant. At that time, you will want
to consult with them to ensure that their natural style is a fit for the environment or that they are able
to adapt easily, comfortably, and willingly.

N/A for screening

12. Keys to Motivating
interview

Because this section reflects how the applicant is adapting to their present work environment (not the
work environment you are offering them), you may find a discussion about this information more useful
if you choose to continue your professional relationship with the applicant. At that time, you will want
to consult with them to ensure that their natural style is a fit for the environment or that they are able
to adapt easily, comfortably, and willingly.

N/A for screening

13. Keys to Managing
interview

This analysis is more useful if you choose to continue your professional relationship with the applicant
and if you find yourself in a managerial role with the applicant.

14. Areas for Improvement Optional

Emphasize that everyone who takes the DISC assessment receives this type of feedbackWe all have
areas for improvement, right? We at Keller Williams Realty believe that people operate from their strengths and
bridge their weaknesses by leveraging systems, tools, and the assistance of other people. If you see specific
points that raise a flag for you, be sure to probe for clarification or explanation. Notice how your
applicant responds to criticism.

N/A for screening

15. Action Plan
interview

This section of the report will be most useful if you choose to hire the applicant into your organization
and once you begin managing, mentoring, and consulting them.

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 The DISC

16. Behavioral Hierarchy Recommended

Explain that this page illustrates the applicants degree of variability in each of eight behavioral areas.
Work towards summarizing and communicating this feedback in a conversational way. For example,
Jane, I dont see a great degree of extremes here. Your highest number is a 6 on Urgency and your lowest is a 3
on Analysis of Data. This indicates to me that you operate comfortably in all of these areas. Do you believe this is
true? Now, you have a somewhat high sense of Competitiveness. Would you agree with this? Can you give me
some examples? How do you think this relates to your Versatility?

17. Style Insights Graphs Required

This section presents the classic DISC profile graphs. Many people will immediately turn to this section
of the report and try to extrapolate a complete picture of the persons behavior without reviewing the
other report sections. We advise against this. Superficial, unsophisticated interpretations of the DISC
graphs can lead to inappropriate judgments and stereotyping. Use the powerful insight in this section in
combination with the analysis presented throughout the entire report.
Show the candidate the Style Insights Graphs. Explain what the two graphs illustrate, how they are
different, and that you will focus on the behavioral characteristics charted above the line on Graph II.
Identify the applicants Natural behavioral profile (1 to 4 letters). Remember, use only above-the-line
letters starting with the highest, then second highest, then third highest, etc. Then begin your
conversation with a script such as the following:
Your Natural behavioral style appears to be ________. <fill in profilefor example, IC> Lets discuss some of
the traits of this behavioral style and determine if you believe this is an accurate characterization for you.

18. Success Insights Wheel Optional

The Success Insights Wheel presents a different visual representation of the applicants behavioral styles.
Imagine 60 of the most common DISC graphs squeezed into the 60 boxes on the wheel. Explain that
the correlates to the persons Adapted Style graph and the z correlates to their Natural Style Graph.
Comment on the additional behavioral analysis offered by the 8 work roles identified on the wheel.
Explain that the degree of separation between the star and circle indicates the degree the person is
adapting their behavior.

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