Naturally, the results and graphs shown here are personalized according to individual test results. Some sections of the test may, for example, be deactivated for certain people. The other examples given here illustrate different configurations.
Here are the results of the DISCp4 Pro test done by Melody Pond the 1970-01-01. The answers have determined a DISCp4 Pro profile in terms of its four founding components Dominance (D), Influence (I), Steadiness (S) and Conscientiousness (C). The test took 11 minutes in total.
You will find an initial explanation of the DISC model below. We also recommend reading the free handbook available on our web-site and/or joining one of our courses.
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This is Melody’s profile in detail. The graphs complete each other and represent different points of view.
Your profile is made up of four colors, which vary in brightness. Your adapted profile is marked rouge. Your natural profile is marked jaune.
Please note: Melody appears to have an rouge profile, but their genuine profile is jaune.
Generally speaking, we can say that Melody
Your "adapted style" represents your "public persona". This is how you present yourself to those around you. Jung referred to it as "the mask". It’s the personality you choose to reveal to others; the way you want to "appear".
Your "natural style" represents your "private persona". It reveals the aspects of your behavior which have been chosen subconsciously and are the least likely to vary or be influenced by your expectations or those of other people. This second indicator tells you what your "real personality" is: the one you automatically turn to when you struggle to maintain your "adapted" style.
It’s nothing unusual if your test results identify you as having overlapping profiles (i.e. several DISC letters), even with identical scores. The interpretation of your results takes into account both types of behavior.
It is perfectly normal for your adjusted profile and your natural profile to differ. This is the sign that, whether you are aware of it or not, rightly or wrongly, you feel the need to adjust to your surroundings, co-workers, constraints, objectives etc. For example, an accountant will tend to show off their conscientious nature, whereas a salesperson will act especially friendly and a team leader will take charge of things. However, if the differences between your profiles are too great, this may indicate you took too long over your answers during the test. In this case, it’s best to take it again and try to answer as fast as you can.
Knowing your own profile and those of your contacts will help you communicate with them more effectively. I recommend taking the test again from time to time. If your life goes through any major changes, your profile may change too.
You will find a few free memos below. Please feel free to download those which correspond to your profile as well as those of your contacts. They will allow you to identify the main characteristics which correspond to your profile and those of your contacts. The golden rule is to adjust your communication and your behavior to others.
ODAPHIS (BRAPHIS in french) is an acronym which stands for Objective, Deliberation, Altruism, Pleasure, Harmony, Influence and Security. The ODAPHIS index focuses on the factors which are the most likely to determine Melody's behavior depending on the context.
ODAPHIS index*: Adapted 5-2-1-2-1-4-0 / Natural 4-2-1-4-1-3-1
(*) Each aspect is scored from 0 to 7.
In certain situations, we feel different emotions. They can be either positive or negative. Some people (according to their profile) will welcome and express them easily whereas others will try and avoid them.
The blocks of color below indicate which emotions Melody is the most likely to feel.
( fonctionnality in bêta version )
Turning the conflict with Melody into something positive and productive.
Weighted analysis takes into account all of your choices, using a weight system, to build your profile.
( fonctionnality un beta version )
DISC is an acronym which stands for Dominant, Influential, Stable and Conscientious. The DISCp4 model evaluates people’s profiles in terms of these four components. The four components included in the DISCp4 model are represented on a disc with two axes. The profiles on the left are more comfortable with managing tasks whereas those on the right lean more towards managing people. Profiles towards the top are more extroverted and feel superior to their environment and are in control of it. Towards the bottom are introverted people who put up with their environment rather than controlling it.
The 4 components of the DISCp4 model are represented by the initials which make up the acronym. They are also associated with different colors: red, yellow, green and blue. Each profile can be defined according to the main characteristics listed below. These caricatured portraits can be tempered by bearing in mind that a person’s profile is always made up of several components.
DOMINANT profiles are full of energy, action-oriented and in constant motion. They are naturally positive and factual, sometimes aggressive, outgoing and persistent and they easily focus on their aims. They adopt a top-down, direct approach in their dealings with others.
INFLUENTIAL profiles care about getting on well with people. Generally positive and extroverted, they enjoy other people’s company and believe life should be fun. Cheerful and friendly, they deal with others in a convincing and democratic manner.
STABLE profiles like their life to feel coherent and may fight obstinately for a given cause. They are earnest and reliable. They don’t respond well to ambiguity or impersonal structures. They may be shy in their dealings with others.
CONSCIENCIOUS profiles like to think before they act. They may seem cold or indifferent. They demonstrate a strong desire to know and understand their environment. They struggle to respond to pressure from above and prefer to communicate in writing.
These memos sum up the main characteristics of each DISCp4 profile. They are an ideal addition for understanding your test results and adapting your communication to the context.