DISC Index - Personal Assessment The DISC Index™
(DI) is a personal assessment instrument designed to help individuals identify and understand their unique behavioral preferences.
It is modern interpretation by Innermetrix, Inc. of the foundational work of Dr. William Marston in the field of behavioral
science. The DI helps people better understand their individual behavioral strengths and tendencies, and can help them become
more effective in several important areas of life including interpersonal communication, goal achievement, role development,
job selection and the optimization of personal potential. Recently conducted research indicates that
the most successful people share the common attribute of self-awareness. They know their strengths and recognize
the types of situations that will tend to make them successful.
This knowledge gives them the ability to focus on achieving objectives that best fit their individual behavioral
style. They also understand their limitations and those conditions where they are less likely to be successful, and this awareness
helps them recognize situations and activities they would be wise to avoid. People who understand their natural behavioral
preferences are far more likely to pursue the right opportunities, in the right way, at the right time, thereby getting the
results they desire.
The Pathway to Success
To reach optimal performance, people must understand
WHAT natural talents they possess, WHY they are motivated to use them, and HOW they prefer to use them. The DISC Index reviews
the HOW portion of the What, Why, and How triad. When people have a good understanding of how they prefer
to behave (especially when interacting with others), they are better able to align with their environment, select the type
approach that ensures more satisfaction and success, and experience less frustration and stress. Additionally, members, as a leader or manager, or in an environment
that requires conflict resolution. The Innermetrix DISC Index profile measures four
dimensions of individual behavior:
· Decisiveness – one’s preference for problem-solving and getting results
– one’s preference for interrelating with others and sharing opinions
· Stability – one’s preference for stability,
persistence and steadiness
– one’s preference for procedures, regulations, standards and structure
(D): People who score high in
the “D” dimension tend to be very active in dealing with problems and challenges, while low “D” individuals
tend to want to do more analysis and research before making a decision. High “D” people are described as being
demanding, forceful, driving and determined. Low “D” score describe people who are conservative, cooperative,
modest and agreeable.
Interactiveness (I): People with high “I” scores influence others talk and action, and tend to be emotional.
They are described as magnetic, warm, enthusiastic and persuasive. Those with low “I” scores influence more through
data and facts. They are described as being calculating, skeptical, logical and critical.
High “S” scores
reflect someone who prefers a steady pace and does not like sudden change. Such individuals are calm, patient, deliberate
and consistent. Low “S” people are seen as liking change and variety, and are usually described as restless, impatient,
eager, or even impulsive.
Caution “C”: Individuals who are characterized as high “C” prefer to adhere to rules, regulations and
order. They like to do quality work and want to do it right the first time. They are usually careful, neat, systematic and
tactful. Those with low “C” styles like to challenge rules and act independently of them. They may be perceived
as stubborn, opinionated, unsympathetic, rebellious and perhaps, even careless.
The DISC Assessment InstrumentThe Innermetrix DISC Index™ is an online click and drag assessment that asks
a participant to rank twenty-four sets of four statements in the order in which each most applies to which each least
applies to him or her. Each DISC report comes with a personal debrief which includes the following:· A brief review of the science behind the DISC profile
· A closer look the four behavioral dimensions
· A detailed
description of the participant’s overall behavioral style preferences
· A discussion
of the participant’s communication style preferences
of the participant’s behavioral style preferences
· A description
of the participants ideal work environment
· Insights for increased effectiveness
· Keys to motivation
· Areas for development.
following is an example of the main summary graph of a DISC Index report: