Google searches for DISC

The most common search terms for people who are looking for advice on DISC reports are they acronyms:

D = Dominant / Dominance

I = Influence

S = Steady / Steadiness

C = Compliant / Compliance

What do these terms mean, and why are they important for HR, business coaching, recruitment, etc?

The DISC Empower tool evauate people on the two matrixes:

Results Driven: High score = Lions and Turtles, Low score = Monkeys and Goldfish

Extroverted vs Introverted: Extroverted = Lions and Monkeys; Introverted = Turtles and Goldfish

What do these things mean?


Results Driven – a results driven person will be more interested in a high score or result (eg sales result, sports result, etc), then they are about people. They are competitive by nature, and driven or motivated by WINNING.

People Focus – people that are motivated by interacting with others are not so interested in the score or in winning. They value relationships over results.

Energy Source:

Extroverted – a person who is extrovertred gets their ENERGY from other people. When they are feeling stress or tired, it is the energy of their friends and colleagues that keeps them going.

Introverted – people who are introverted get their ENERGY from within themselves. When they are feeling stressed or tired, they tend to withdraw from other people, and find a quiet space where they can recharge.

Why is this important?

Knowing yourself is the first step in getting the very best out of yourself, and with working with those around you. YOU are your greatest asset, and your stregths and weaknesses can derail your career, if you don’t understand yourself.

The next step is to know those around you. You can get the best out of others, when you know how they like to work, communicate and play.

How can you find out your profile?

Here are the instructions you can use to send to the people on your team, including candidates.

Could you first do a DISC report, please?  This is a free online quiz that provides us with further understanding of your communication and work preferences.  It is a short quiz and should only take 10 minutes to complete.


a.            Register via:

b.            (This will send you a link to verify your email address.  Do this first, and then log back into the website)


a.            Then click “Free profile report”

b.            Read the instructions

c.            Complete the assessment (10mins) – whilst doing this, think about how you behave AT WORK.  It is not about how you operate at home, at the BBQ, etc. 😊

d.            Note that you can’t get this assessment ‘wrong’; there are no right or wrong answers, nor is there a score or a mark.


a.            Download the report, and email it to us

b.            We recommend that you invest $150 to upgrade to the full report, and will reimburse you if you chose to do this, and share the full report with us.


Business owners, recruiters and HR managers can gain access to a PORTAL, where you can keep track of your team and your candidates, and allocate VOUCHERS (so people can upgrade their reports). Talk to DISC Empower to lean more.


Some people also refer to profiling using the “Gentle, Persuasive, Humble, Original” model. Here is the approx alignment for those, to the DISC Empower system:

Gentle = Goldfish

Persuasive = Monkeys

Humble = (oposite of Lions)

Original = (oposite of Turtles)

Why should we use DISC reports?

Typical questions people ask:

  • What value will we get from doing a DISC report?
  • What will it tell us?
  • Is someone at DISC Empower just guessing the answers?
  • Is DISC more suited to recruiting then team-building?

These are all great questions, so let’s look at each area!

What does a DISC Empower report tell us?

  • Problem Solving Approach
  • People Socialising Preference
  • Embracing Change
  • Routine roles vs Rapidly Chaning Roles
  • Attention to Detail
  • Creativity

The DISC Empower system has been tested and proven to be the fastest way to get to know your candidate, and for your team to get to know each other.

Try it now, you will be impressed!

How to score well on a DISC assessment

Do you have to complete a behavioural profile (like a DISC assessment) as part of a performance review or job application?

Remember there is no right or wrong answer. It is not a test.

Depending on what system your current or potential employer is using, most commercial grade profiling systems are validated based on scientific research and years’ of research.

The worst thing an employer can do is to put an applicant into a role that isn’t suited to them. This will ultimately mean that they are not happy, and the quality of their work could suffer.

If you would like to learn more about yourself, and even use it as an opportunity to trial doing a behavioural profile assessment, we would be delighted to give you free access to a DISC Empower profile report.

You can access this online assessment here:

Here are a few tips for you on getting the assessment as accurate as possible:
> Set yourself up in a quiet area, with access to the internet. Make sure you won’t be interrupted or distracted
> It shouldn’t take more than 7 minutes to complete the entire assessment. Don’t over think or try to second guess the questions. Just pick the option that is most like you, and the option that is least like you.
> Relax and enjoy the ride!

I love this quote from Albert Einstein: “Everybody is a genius.  But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”

Fish climb DISC Empower

Feel free to message us if you have any questions. You can do this via our “Contact us” form on the website, here is the link:

What most DISC profile reports ‘forget’ to tell you

Many behavioural profile reports (such as DISC reports) overlook areas of your profile where you “push away” from certain behavioural types.

In the DISC Empower Behaviour Reports (even in the free one; you can get yours here) we recognise that a person’s behaviour is not made up of a single letter (eg “You are a C!”) or even two components (“OK, you are a Cd”).

We work on the composition being founded on the way you work in four key areas:

  • How you work with PROBLEMS:
    • You are somewhere on this scale:
      • DIRECTING – that is you like to tell people what to do; or
      • COLLABORATIVE – you like to work it out with others what should happen
  • How you deal with PEOPLE:
    • You are somewhere on this scale:
      • OUTGOING – you thrive best when you work with other people; or
      • OBJECTIVE – you work best when on your ownThe PACE you are comfortable working at:
  • The PACE that you work with:
    • You are somewhere on this scale:
      • ROUTINE – you work best with structure and consitent tasks; or
      • RAPID – you thrive in a role with change and action!
  • And how you work with POLICY (rules and procedures):
    • You are somewhere on this scale:
      • EXACTING – you are trained there is a right way to do things, and love getting it right; or
      • EASY-GOING – you want a role where you can try new things and designs

Sample DISC Empower Behavioural Composition – copyright of DISC Empower

Sample DISC Empower Behavioural Composition - copyright of DISC Empower

Feel free to visit our site now, and recommend it to your colleagues, if you would like to learn more about what makes up your full 360 behavioural profile composition.

Pillars of Recruitment

9 Bus _ animal-02

How do we get the right people on the right seats in the bus?

Firstly, stop hiring the wrong people!

Too many business owners and managers a simply hiring the “least wrong” person that turns up for the job interviews.

Here is a short check list to help you get the right people on your team.

STEP ONE – get your house in order first

  1. Culture review – does your business look attractive to potential top talent?
  2. Manager review – would you work for you?  Do some research online as to what makes a great manager, and just do that.  Find out what you are doing that is driving your current star employees crazy, and stop doing that now!
  3. Plan the position – ensure that you have thought through the new position.  What is the title, what are the key outcomes (deliverables), what does success look like, how will you measure performance (KPI’s), draw up the position statement, update the org chart (even though the role hasn’t been filled yet), confirm who they will report to, draw up the induction checklist, confirm who will mentor them, arrange the equipment (incl IT) checklist, and THEN start recruiting!

STEP TWO – go hunting

This is about SELLING the company and the position to the right applicant.  He or she is out there somewhere!

  1. First, ask your star performers if they know someone that could fill the role.  People hang-out with others that share their values, so if they know someone that fits this bill, go here first (feel free to PAY them a reward for a successful onboarding of one of their contacts.  It will still be cheaper than a recruitment agency).
  2. If that doesn’t work, it is time to use an agency.  Find one with a track record of filling roles in your industry, and at your pay point.

STEP THREE – the reviews

There are several key pieces of DNA that makes up whether someone is suited for your business and the role that you have on offer.

  1. Culture fit.  Get various team members to interview the person, in different physical locations (board-room, break-out area, cafe, park, etc).  Will the person enjoy your culture and core values?  If not, stop now.
  2. Physical ability.  Does this applicant have the physical ability for the role?  This could include strength, language skills, etc.
  3. Behavioural Profile. This is about the way that this individual is motivated, how they communicate, what types of work they will find stimulating, what type of work is a natural turn-off for them and more.  The BEST (OK, we are biased!) way to find out this information is via a 7 min full DISC Empower assessment.  Cost is AUD$200 Per Person.  A very cheap investment, to get a full 36 pages of solid information on this applicant. Pages 6 and 7

4. Skills.  Note we put it last?  You can train on skills, you can’t train on culture or behaviour.  The last check you need to do is the skills audit (against your requirements) and write a “Personal Development Plan” (PDP) for the individual.

Go to work ON your high performance team today!

DISC Empower Profile D.I.S.C. Image

Arrange Personality Profile Assessments for your job applicants now!

You need to work with an Accredited DISC Empower Advisor to obtain FULL profile reports on your applicants.  Contact us to find an Advisor in your area.

Would you like to get YOUR own report?

Visit to find out, and get YOUR free version of the DISC Empower profile report!

Getting the best results in the workplace!

Our workplaces are dynamic placed, with a mixture of different people and personality styles.

Click on the image below that represents YOUR style, and read some tips that will help you maximise your performance, and that of your co-workers:


5 DA-1-colour


6 IA-1 Monkey Colour


7 SA-1 Goldfish Colour


8 CA-1 Turtle Colour

0 DISC Circle with Animals

What sort of animal are you?

Visit to find out, and get YOUR free profile report!

Business & HR Advisors

DISC Empower are looking for business coaches, HR advisors and training professionals that would like to partner in view of providing behavioural assessments to your clients.

You are welcome to use the free version of our report now.

If you would like to become accredited, and become a DISC Empower Advisor, and also be able to gain access to the full 36 page report, please contact us via our website.

As part of becoming accredited, you gain access to our comprehensive Masterclass Advisor Manual!

DISC Empower Accreditation v7 - COVER_v3

Recruiting or reallocating roles?

Allocating the Roles

Remember the greatest injustice is to treat everyone the same.
Be clear on what characteristics are required in the role, and then find the right person for the role.
Don’t try and jam a share peg in a round hole!
DISC Empower assessments and reporting are ideal tools to help find a person’s strengths, and then you can find a role where this behaviour type will shine.

Visit DISC Empower now to secure your reporting! 

Understanding Workplace Behavioural Styles

Enjoy this new video from DISC Empower!

Note: this video is from 2015, and uses our “old design’ of mascots, however the messages are still very correct.  Enjoy!

(Watch on Wistia)

(Watch on You Tube)

Here are our new Mascot designs, released in 2022: