DiSC is a behavior assessment technique used by individuals and businesses to evaluate human resources to improve leadership performance, workplace productivity, teamwork and communication. Based on the DISC theory of psychologist William Moulton Marston, which centers on four different personality traits: dominance, inducement, submission, and compliance, the system was later developed into a personality assessment tool by industrial psychologist Walter Vernon Clarke.

People who participate in the assessment are asked to complete a series questions that produce a detailed report about their personality and behavior based on the following personal profiles:

Dominance (D): Person places emphasis on accomplishing results, the bottom line, confidence

• Sees the big picture
• Can be blunt
• Accepts challenges
• Gets straight to the point

Influence (I): Person places emphasis on influencing or persuading others, openness, relationships

• Shows enthusiasm
• Is optimistic
• Likes to collaborate
• Dislikes being ignored

Submission (S): Person places emphasis on cooperation, sincerity, dependability

• Doesn't like to be rushed
• Calm manner
• Calm approach
• Supportive actions
• Humility

Compliance (C): Person places emphasis on quality and accuracy, expertise, competency

• Enjoys independence
• Objective reasoning
• Wants the details
• Fears being wrong

The goal of DiSC is to help people learn to work more effectively with others. Through personal insights into their own behavioral strengths and challenges, participants in DiSC assessments learn to relate to others.