Gain Detailed Insights into a Person’s Behaviour using Extended DISC® Profiles

Within minutes receive a validated DISC assessment which covers a person’s:

  • Natural strengths, developmental areas, motivators and demotivators
  • Causes of stress, signs of stress and know how to alleviate it.
  • Communication preferences and more

The Extended DISC® Behavioural Assessment is a self-assessment that measures an individual’s natural (unconscious) behavioural style as well as their adjusted (conscious) style. Practical, easy to understand and to implement, Extended DISC® assessments contain powerful insights that organisations and their employees can use immediately. The report describes an individual’s:

What is DISC?

The letters D, I, S and C stand for the four primary DISC behavioural types. The DISC profiles are Dominance, Influence, Steadiness and Compliance. Each DISC profile is associated with certain behaviours or observable characteristics.

It’s important to note that there are no inherently good or bad profiles, as each style has its strengths and potential challenges. People may exhibit a combination of these traits to varying degrees, and no single style is better than another. The DISC profile is not an analysis of intelligence or ability – but rather an assessment of a person’s natural behavioural tendencies in the work environment.


D profiles are competitive, aggressive, decisive and results-oriented. They prefer to move fast, take risks and get things done now. D profile types also like to be in charge, control and have the power.


I profile types are talkative, sociable, optimistic and lively. They are people-oriented, spontaneous, energetic and enthusiastic. I profiles tend to be positive and good at influencing others.


S profile types are calm, patient, and modest. They are loyal and often make excellent team players. S profiles tend to be patient listeners, trustworthy, and balanced between tasks and people.


C profiles are exact, logical and analytical. C profile types require lots of structure and rules. Their ability to think deeply about issues helps make C personalities excellent problem-solvers.

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How DISC assessments are used in the workplace

Recruitment and Retention

Extended DISC® Assessments help identify, recruit and retain the most suitable candidates. Choosing employees or promoting employees into positions that suits their behavioural style is vital in achieving success. The outcome will lead to increased sales and customer satisfaction and a harmonious working atmosphere. Through partnering with organisations, 70% of our clients experience some or significant positive change in staff retention.


Communication represents a fundamental role in our working and daily lives. In fact, a staggering 70% of business mistakes are due to a breakdown in communication or misunderstandings. Strong communication skills help us convey our message and achieve our goals. Extended DISC® provides a framework for more productive interactions. It acts as a map to improve and enhance professional and personal communication.

Team Building

Team building is an essential investment in your people. It creates trust among employees, decreases conflict and boosts collaboration. No matter how small or large your team is, understanding the balance of behavioural styles and dynamics is integral to a happy, productive team. DISC Assessments help build strong teams identifying problem areas and recommending ways of resolving them.

Sales Growth

Selling is easy for some people and difficult for others. Knowing exactly where your sales team’s strengths and weaknesses are is vital as individuals and a team. Not only to develop effective salespeople, but also excellent customer relationships. Extended DISC® Assessments help increase sales by identifying how each style sells and placing them in the right sales roles to maximise their strengths.

Enhanced Self-Awareness

Increasing self-awareness is the fundamental first step in personal or professional development. Awareness leads to an understanding of our behaviour, allowing us to recognise how we come across to others and how to adjust our response to the people around us. Extended DISC® assessments allow you to identify your natural areas of strength, develop self-awareness and enhance overall performance.

Leadership Development

Extended DISC® Workplace Assessments help you develop the skills you need to become an inspiring leader, drive results and enhance organisational performance. Understand your peoples’ behavioural strengths and get the most out of your workforce. Understand which behaviours will come naturally and easily to your employees. Learn to delegate tasks accordingly to maximise on your people’s strengths.

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What is DISC Profiling?

DISC Profiling measures an individual’s behavioural style in a variety of workplace contexts. The DISC profile is not an analysis of intelligence or ability – but rather an assessment of a person’s natural behavioural tendencies in the work environment.

A DISC profile provides an easy-to-understand explanation of the way people tend to interact with their colleagues. The report describes an individual’s:

  • decision-making style
  • preferred means of communication
  • general behaviour in a workplace environment
  • motivators and de-motivators
  • preferred work environment
  • causes of stress and signs of stress

The information in the Extended DISC® assessment can minimise the risk of making hiring errors and help employers place people in roles that suit their behavioural strengths. Managers also use DISC profiling to create tailored individual development plans to improve their employees’ performance.

DISC theory was developed from the works of the Swiss psychiatrist and psychoanalyst, Carl Gustav Jung. Jung developed a framework of ‘Functional Types’ to explain how people perceive the world. Jung recognised patterns in human behaviour and linked these character traits to the different ways individuals think and process information. Jung’s work was further developed by William Moulton Marston, an American psychologist. Marston devised the Four-Quadrant Model, based on a theory of opposite behaviours, which lies at the heart of the Extended DISC® behavioural model.

DISC profiling is commonly labelled a personality test. However, it is actually a type of behavioural assessment. Although behaviour is part of what shapes our personality, they are two different entities.

The term ‘personality’ encompasses more than just behaviour, it also includes our values, characteristics, temperament, emotional intelligence and belief system. DISC measures the behavioural aspect of our personality, such as how we prefer to communicate and how we react to certain situations. DISC is a valuable tool to help us understand the behavioural patterns of the people around us. But, it’s not the only tool we need to fully understand personality.

Extended DISC® International, the publisher of our Extended DISC® Assessments, is committed to maintaining high standards of validity and reliability. 

Extended DISC® International publishes a validation study on a bi-annual basis. It shows remarkable consistency in its results and has achieved high scores in all measurements used to analyse accuracy.

The successful use of psychometric assessments globally, and the increasing demand for them in the workplace, is a testament to their versatility and accuracy in determining behaviours that have a measurable effect on job performance.

DISC profiling tests measure both your conscious (adapted) style and your unconscious (natural) style. Your unconscious/natural profile tends to remain relatively stable over time, although a significant change in your life may impact your natural style sufficiently to display differences between a current report and an earlier one.

Your conscious DISC profile tends to be more fluid and may change as your environment changes – you may need to make adjustments to your behavioural style in order to meet the requirements of a new project, a new role or a new company. People adapt their conscious behavioural style to suit different situations or to have more effective interactions with others. We recommend taking the DISC assessment every two years to ensure you have the most accurate and recent information.

The flexibility of the Extended DISC® assessment makes it applicable to a wide range of business situations – DISC profiles provide essential insight for recruitment, mergers, change management, team building and gap analysis, leadership development, sales training, improving communication, dispute resolution. They are frequently used for personal development, the identification of emotional issues, even for determining the compatibility of prospective romantic couples!

Frequently Asked Questions

Success stories of Extended DISC® assessments

Employee Engagement

A leading US hospital used an Extended DISC® workplace assessment tool to increase employee engagement. Employee engagement was becoming a problem due to a lack of communication and teamwork between departments. They set out to use a DISC assessment tool to support and improve employee interaction to help improve overall workplace efficacy.

After implementing Extended DISC tools, the hospital achieved the 18th ranking out of 500 in the list of Forbes magazine’s “America’s Best Employers” for 2017.

“We have seen a noticeable difference in many of our internal teams as well as a noticeable improvement in communication and team cohesion since we’ve utilised the Extended DISC® tool.”

A large training organisation looked to increase its clients’ sales. Their philosophy is that in sales, being able to build rapport, bond with others, and deal with difficult people are skills that, when done successfully, will set us apart from our competition.

They selected Extended DISC® as a tool to incorporate into their training programs. They applied DISC internally and externally as part of every conversation.

They asked new clients to measure the time they currently spend on emotional waste, drama, and problem solving to make sales. After they conduct the Extended DISC® training, they ask their clients to measure again.

Clients recognised a 20% drop in stress and time management within the sales process. What they find is that applying Extended DISC® allows their employees to move out of an emotional perspective and into a strategic one.

An Extended DISC® consultant partnered with a sales team of a large manufacturer who looked to increase sales. Once completing the online questionnaire, the group participated in a full-day training session.

The content of the programme consisted of:

  • Background on Extended DISC®
  • Understanding the four basic behavioural styles (D, I, S and C)
  • Interpreting their own reports to really understand themselves
  • Identifying the behavioural styles of customers
  • Communication and the various styles
  • Listening and the various styles
  • Adjusting our styles – How to sell to the different styles
  • Factors that motivate the buying decisions of the various styles


Immediately following the training, there was a noticeable improvement in communication between the individuals and the team’s morale. They appeared to be more focused, and the sales manager reported to our consultant that sales immediately increased by some 11% in the first month and that increased level has been surpassed in the second month by another 1.5%.

One of our European associates achieved a remarkable turnaround in staff retention rates by introducing the Extended DISC® assessment tool to a large cable television and internet provider.

Candidates were employed on a three-month trial period, and 50% of them did not continue with the firm after the initial three months. After using Extended DISC® the number of new recruits who remained with the organisation improved to 83%. Only 17% left after the initial trial period.

Implementing Extended DISC® as part of the recruitment process meant that the profile of each candidate could be compared to the profile of the “ideal profile” (made through benchmarking and role analysis). This provided a basis on which an objective hiring decision relating to each candidate could be made.

The validity of recruitment decisions rose significantly as a result of applying Extended DISC® solutions. Instead of losing 50% of new recruits after the three months, this figure dropped to 17% – a considerable saving in recruiting and training costs.


97% of our current clients would recommend our DISC assessment tools to other businesses. Don’t take our word for it, read some great feedback from our clients.

Brett Honisett
Brett HonisettL & D Manager-Europcar
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The HR Profiling team have provided excellent service and support and have gone above and beyond on many occasions. Their training for Level 1 Practitioner and Level 2 Consultant is excellent and has allowed us to fully utilise Extended DISC® and apply it to the organisation.
Glenn Mansfield
Glenn Mansfield
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As business consultants Non-Executive Management (NEM) had been using DISC for some time as a means of helping clients understand the temporal styles of their people. Extended DISC® is a far more revealing tool, and the online questionnaire method is easy and quick for people to use. -

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