A DISC profile with a difference: every answer is a real strength with a real cost, so there is no “right” answer to perform. Your choices build three graphs — the self you show, the self under pressure, and the self you see in the mirror.
Answer for who you are on a normal working day — not who you plan to become.
Same assessment, different lens on the results.
Every option is equally attractive, the order changes each time, and paired questions quietly check that answers hold steady.
The classic Adapted, Instinctive and Mirror graphs — read together with a facilitator, not in isolation.
DISC describes behavioural preference. It is not a measure of ability, intelligence or character — and it never decides alone.
Tap once for most like you, tap a second option for least like you. Tap again to clear.
Choose profiles saved on this device, or add results saved from other devices. The group view shows how the styles are spread, where the team’s centre of gravity sits, and where the blind spots are.
Transparency is part of quality. This page documents the item design, the scoring model and the validity checks — the questions a careful buyer should ask of any assessment.
The profile uses 24 situations. Each one shows four statements — one for each DISC style — and asks which is most like you and which is least like you.
Every statement is written as a real strength with a real cost, so no answer looks obviously “better” than another. Six situations are honest-mirror questions with no comfortable choice — these sharpen the pressure graph and make the profile harder to perform.
The order of the answers changes every session, so habits and memorised patterns carry no signal.
Graph I — Adapted self. Built from your most choices: the behaviour you consciously bring to your current environment.
Graph II — Instinctive self. Built by inverting your least choices: the behaviour that remains available under pressure, when adaptation is expensive.
Graph III — Mirror self. Built from the difference between your “most” and “least” choices: your settled self-picture. Primary and secondary styles are read from this graph. Where the graphs differ, that is material for the debrief — not an error.
Every profile carries a confidence rating built from: paired questions (the same situation asked twice in different words, far apart), answer-pattern checks, answering-speed checks, and profile-shape checks (styles too close together, everything above the midline, and similar signals).
Low confidence does not invalidate a profile — it tells the facilitator where to slow down and verify in conversation.
This instrument measures behavioural preference under Marston’s DISC model. It does not measure ability, intelligence, integrity or mental health, and it must not be the sole basis for hiring, promotion or termination decisions.
Results compare a person’s own preferences with each other — they do not rank one person against another. Group views show patterns for discussion, not exact comparisons between individuals.