Meet the behavioral model that comes from the theory psychologist William Moulton Marston published in 1928, used for decades by companies to talk about behavior at work.
In short
DISC is a behavioral model that describes four factors: Dominance, Influence, Steadiness and Conscientiousness. It comes from the theory William Moulton Marston published in 1928 and shows how a person acts, decides and communicates, not what they know how to do. Here the test has 64 statements, takes about 5 minutes and returns the four factors in order, not just the highest one.
A powerful tool for understanding human behavior
DISC is a behavioral model based on the theory American psychologist William Moulton Marston published in 1928. The model describes four behavioral factors, and each letter of the name is one of them. The four in order, from highest to lowest, is what we call a behavioral profile.
The term DISC is an acronym formed from the initials of the four factors: Dominance, Influence, Steadiness, and Conscientiousness.
Unlike other personality tests, DISC does not measure intelligence, aptitudes, or values. It focuses exclusively on how people behave in different situations, offering valuable insights about communication preferences, motivators, and potential areas for development.
William Marston published his theory in 1928 in the book "Emotions of Normal People". He proposed that behavioral emotional expressions could be categorized into four primary types, based on the individual's perception of themselves in relation to their environment.
Interestingly, Marston was also the creator of the Wonder Woman character and contributed to the development of the polygraph (lie detector). His work on human behavior continues to influence organizational psychology to this day.
Revisado em 17/09/2026
Everyone has the four factors in different degrees, and one or two usually stand out
Profile D
People with a Dominant profile are results-oriented, direct, and determined. They enjoy challenges, make quick decisions, and prefer to be in control of situations.
Profile I
People with an Influential profile are communicative, enthusiastic, and optimistic. They enjoy interacting with people, are persuasive, and easily motivate others.
Profile S
People with a Steady profile are patient, reliable, and collaborative. They value harmony, are excellent listeners, and prefer predictable and safe environments.
Profile C
People with a Conscientious profile are analytical, precise, and detail-oriented. They value quality, follow rules and procedures, and strive for excellence in everything they do.
Four things that change how your result reads
The DISC methodology is widely used in various professional and personal contexts
DISC helps companies identify candidates with the right behavioral profile for each role, increasing hiring accuracy.
Understanding the different team profiles allows for improved communication, reduced conflicts, and increased group productivity.
Leaders who know their profile and that of their team members can adapt their management style for better results.
Understanding your own behavioral profile is the first step toward personal and professional development.
DISC can help identify careers and roles that are more aligned with your natural behavioral profile.
Coaching professionals use DISC as a foundation for developing personalized development programs.
Understand your motivations, fears, and behavioral preferences to make decisions more aligned with who you are.
Learn to adapt your communication to connect better with people of different profiles.
Identify your strengths to leverage them and areas for development to work on.
Discover which work environments and roles are most compatible with your natural profile.
The DISC model was proposed by psychologist William Moulton Marston in 1928, in the book Emotions of Normal People, and has been used for decades by companies to talk about behavior at work. This test is a self-knowledge tool based on that model: it is not a psychological test and does not replace an assessment by a psychologist.
Most personality tests try to describe deep, relatively fixed traits. DISC stays on the top layer, the behaviour that shows at work: how someone decides, communicates and reacts under pressure. That is what makes it practical day to day, because it describes how people act, not who they are.
DISC is a complementary tool in selection processes. It helps understand if the candidate's behavioral profile is compatible with the role and company culture. However, it should not be the only decision criterion, but rather part of a broader assessment.
Take the DISC personality test and receive your complete report. Understand your strengths, areas for development, and how to communicate better with different profiles.
Start Free TestResults in 5 minutes. No registration required.