DISC Behavioural Profile
See how someone scores across the four DISC styles, making patterns such as fast versus deliberate or people-first versus task-first visible.
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DISC Behavioural Profile
Four-factor behavioural model (Marston) · natural & adapted style compared
Rachel Donovan
Regional Sales Manager West
Behavioural wheel · plotted style
Primary style
Di Driver / Influencer
High Dominance with strong Influence support; Steadiness drops further under pressure.
Natural vs adapted graph
Percentile · US commercial leadership
Adaptation gap 16 points visible effort under quota pressure; watch for fatigue in long quarters.
Factor intensities
D Dominance
88Takes the decision when the room stalls.
I Influence
74Wins rooms on relationship capital.
S Steadiness
28Low tolerance for routine repetition.
C Compliance
41Accepts structure when reasoned, not imposed.
How to manage
Give the outcome and the constraint, not the method. Disagree directly.
Interview probe
“Where has your pace created rework for someone downstream?”
24 forced-choice blocks · response consistency 0.94 · DISC describes preference, not ability · generated by Xobin
What actually happens
A DISC profile that shows how someone communicates.
- 1
Forced-choice word groups
Candidates pick what is most and least like them, which is harder to game than agreeing with flattering statements.
DISC / Word group 6 of 24Choose what is most like you at work.
Direct
MostSomewhatLeastEnthusiastic
MostSomewhatLeastPatient
MostSomewhatLeastPrecise
MostSomewhatLeastIllustrative preview · sample data, not performance benchmarks
- 2
The four drives get weighted
Dominance, Influence, Steadiness and Compliance are scored relative to each other, producing a primary and secondary style rather than a label.
DISC / Profile map Tyler NashD / IDominancehighInfluencehighSteadinesslowCompliancemidIllustrative preview · sample data, not performance benchmarks
- 3
Turn the style into instructions
The report says how to brief, challenge and give feedback to this person, plus where their style clashes with the team they are joining.
Reports / DISC Tyler NashBehavioral style
D / I
Pace of decisionsfastDetail tolerancelowConflict comforthighProcess adherencemidBrief in headlines, not documents. Pair with a high-C teammate for compliance work.
Illustrative preview · sample data, not performance benchmarks
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What you get out of it
A shared language for how your team behaves.
- 4 stylesclearly mapped
Dominance, influence, steadiness and compliance show up as a readable profile.
- Configurablequestionnaire length
Quick enough to run across a whole team, not just final-round candidates.
- Practicalcoaching notes
Managers get concrete ways to brief, motivate and give feedback to each style.
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Before you ask.
How someone tends to work and communicate across Dominance, Influence, Steadiness and Conscientiousness useful for team fit and management style, not for screening people out.
Completion time depends on the questionnaire version and item count. Confirm the selected version and the time allowed before inviting participants.
Yes. A shareable individual report is designed for the person who took it, with team views for managers.
Validation and reliability are specific to the assessment, version and reference population. Request the technical documentation for your selected instrument, including the applicable reliability measure, norm sample and validity evidence. Illustrative report figures are not validation evidence.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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