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Extended DISC® provides organisations with a framework to improve productivity, teamwork and communication.

What is Extended DISC®?

The Extended DISC® Behavioural Assessment is a self-assessment that measures an individual's natural (unconscious) behavioural style as well as their adjusted (conscious) style. Practical, easy to understand and to implement, DISC assessments contain powerful insights that organisations and their employees can use immediately to improve day to day interactions between colleagues, enhance motivation, recognise natural strengths, build cooperation and detect behaviours that indicate stress.

The Extended DISC® Behavioural Assessment identifies an individual’s strengths and development areas, and when a group report is compiled, the strengths and development areas of a team. An Extended DISC® personal analysis report provides specific and unique tips for individuals, which show them how small adjustments could result in big improvements in their interactions with their colleagues. 

97% of consultants, partnering with us to provide Extended DISC® assessments to their clients, have received positive feedback. Companies and consultants alike notice a perceptible improvement in workplace culture and behaviour upon completion of Extended DISC® workplace training.

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What is Extended DISC® and what gives it the Leading Edge?

What sets the Extended DISC® Behavioural Analysis apart from other assessments is its ability to measure unconscious behaviour by excluding the impact of the environment. As a result, a person’s natural behavioural style, as well as the adjustment they’re making to their current environment, are determined. This comparison allows for the identification of certain key feelings, such as pressure, insecurity, a need to adjust or to have more instructions. Team leaders can take this knowledge, make appropriate adjustments, and in doing so positively impact and improve employee mental health and wellbeing.

In cases where the reliability of the results cannot be guaranteed, the Extended DISC® assessment complies with strict internal rules which prevent a results’ report from being generated. Many behavioural analysis tools possess no measures for identifying invalid results, making the results they issue less reliable.

Extended DISC® reports on 160 different behavioural styles, providing organisations with a sharply accurate assessment of the behavioural tendencies of their staff, presented within a framework that is simple to understand.

The reports are fully customisable; different elements can be included or excluded to meet a company’s unique needs and applications – the only DISC assessments in the world that allow their users to do this. The tool supports individuals and businesses to improve not only relationships and communication but also critical aspects of business such as management and sales.

The best thing about Extended DISC® psychometrics tests is that they can be customised to each client’s needs. Not only can we help you design specific reports for the different departments in your organisation, we can also include your company’s own graphics and logos to personalise the reports.

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Book a complimentary consultation with one of our team to discuss how Extended DISC can enhance your organisational performance.

What is DISC?

DISC is an acronym, the letters D, I, S and C stand for the four primary DISC personalities. The DISC profiles are Dominance, Influence, Steadiness and Compliance. Each DISC profile is associated with certain behaviours or observable characteristics.


D profiles are competitive, aggressive, decisive and results-oriented. They prefer to move fast, take risks and get things done now. D profile types also like to be in charge, control and have the power.

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S profile types are calm, patient, and modest. They are loyal and often make excellent team players. S profiles tend to be patient listeners, trustworthy, and balanced between tasks and people.

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I profile types are talkative, sociable, optimistic and lively. They are people-oriented, spontaneous, energetic and enthusiastic. I profiles tend to be positive and good at influencing others.

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C profiles are exact, logical and analytical. C profile types require lots of structure and rules. Their ability to think deeply about issues helps make C personalities excellent problem-solvers.

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Most people who complete our psychometric tests find that they do not fit into just one of these four behavioural styles but are a mixture of two or three.

This allows for much more accurate reporting and individuals can identify exactly where they need to adjust their style in order to better interact with other styles for their mutual benefit.

What is DISC Profiling?

DISC Profiling measures an individual's behavioural style in a variety of workplace contexts. The DISC profile is not an analysis of intelligence or ability – but rather an assessment of a person's natural behavioural tendencies in the work environment.

A DISC profile provides an easy-to-understand explanation of the way people tend to interact with their colleagues. The report describes an individual's:

  • decision-making style
  • preferred means of communication
  • general behaviour in a workplace environment
  • motivators and de-motivators
  • preferred work environment
  • causes of stress and signs of stress

The information in the Extended DISC® assessment can minimise the risk of making hiring errors and help employers place people in roles that suit their behavioural strengths. Managers also use DISC profiling to create tailored individual development plans to improve their employees' performance.


What behavioural theories underpin Extended DISC®?

DISC theory was developed from the works of the Swiss psychiatrist and psychoanalyst, Carl Gustav Jung. Jung developed a framework of ‘Functional Types’ to explain how people perceive the world. Jung recognised patterns in human behaviour and linked these character traits to the different ways individuals think and process information. Jung’s work was further developed by William Moulton Marston, an American psychologist. Marston devised the Four-Quadrant Model, based on a theory of opposite behaviours, which lies at the heart of the Extended DISC® behavioural model.


Is DISC a Personality Test?

DISC profiling is commonly labelled a personality test. However, it is actually a type of behavioural assessment. Although behaviour is part of what shapes our personality, they are two different entities.

The term 'personality' encompasses more than just behaviour, it also includes our values, characteristics, temperament, emotional intelligence and belief system. DISC measures the behavioural aspect of our personality, such as how we prefer to communicate and how we react to certain situations. DISC is a valuable tool to help us understand the behavioural patterns of the people around us. But, it's not the only tool we need to fully understand personality.

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Is a DISC Profile test accurate?

Extended DISC® International, the publisher of our Extended DISC® Assessments, is committed to maintaining high standards of validity and reliability. 

Extended DISC® International publishes a validation study on a bi-annual basis. It shows remarkable consistency in its results and has achieved high scores in all measurements used to analyse accuracy.

The successful use of psychometric assessments globally, and the increasing demand for them in the workplace, is a testament to their versatility and accuracy in determining behaviours that have a measurable effect on job performance.


Can your DISC Profile change?

DISC profiling tests measure both your conscious (adapted) style and your unconscious (natural) style. Your unconscious/natural profile tends to remain relatively stable over time, although a significant change in your life may impact your natural style sufficiently to display differences between a current report and an earlier one.

Your conscious DISC profile tends to be more fluid and may change as your environment changes – you may need to make adjustments to your behavioural style in order to meet the requirements of a new project, a new role or a new company. People adapt their conscious behavioural style to suit different situations or to have more effective interactions with others. We recommend taking the DISC assessment every two years to ensure you have the most accurate and recent information.


When is a DISC Profile useful?

The flexibility of the Extended DISC® assessment makes it applicable to a wide range of business situations – DISC profiles provide essential insight for recruitment, mergers, change management, team building and gap analysis, leadership development, sales training, improving communication, dispute resolution. They are frequently used for personal development, the identification of emotional issues, even for determining the compatibility of prospective romantic couples!

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