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 Sébastien 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 14 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.

A summary has been sent to you by e-mail (if you requested one). Please note that some webmail providers (GMail, Yahoo Mail etc.) may treat this as spam.


This is Sébastien’s profile in detail. The graphs complete each other and represent different points of view.

d i s c
Adapted 13% 15% 34% 38%
Natural 16% 7% 35% 42%
Pallier (bêta) :
d i s c
Adapted 2 2 5 6
Natural 3 1 5 6
d i s c
Adapted 26 30 68 76
Natural 32 14 70 84
image/svg+xml d i s c Adapted Natural

Your profile is made up of four colors, which vary in brightness. Your adapted profile is marked vert-bleu. Your natural profile is marked vert-bleu.

Generally speaking, we can say that Sébastien

  • has a reserved attitude.
  • doesn’t speak often. Their contributions are rare but relevant.
  • takes a back seat. Observes and analyzes.
  • shows no particular reaction when under stress, although it bothers them profoundly.
  • can coordinate projects and teams.
  • is uncomfortable with physical contact.
  • cares about details.
  • is diplomatic.
  • struggles under pressure.
  • needs time to process and analyze information before they can react.
  • thinks things through and works methodically.
  • is uncomfortable with compliments, prefers constructive fact-based feedback.
  • is (very) uncomfortable with conflicts.
  • cares about moral values and traditions.
  • believes procedures and rules are important.
  • identifies problems.
  • doesn’t like change or new things.


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 Sébastien's behavior depending on the context.

Sébastien's ODAPHIS index*: Adapted 0-3-2-2-4-1-4 / Natural 1-3-4-1-4-1-2
(*) Each aspect is scored from 0 to 7.

Objective Motivated by a need to push past their limits to feel fulfilled; doesn’t need approval but cares only about their own success.
Strength: always goes the extra mile
Warning: individualistic
Deliberation Motivated by a quest for the objective truth as substantiated by fact and a need to understand and analyze things as a whole.
Strength: promotes the truth
Warning: can be inflexible
Altruism Motivated by the desire to help others to develop their potential without any personal gain; wants to contribute to social justice.
Strength: devoted
Warning: slow decision-maker
Pleasure Motivated by personal pleasure, enjoyment and variety as well as action taken within a casual, upbeat context.
Strength: doesn’t hesitate to act
Warning: struggles with vacuous, temporary things
Harmony Motivated by the desire for harmony and consistency of all kinds; needs estheticism in their life.
Strength: promotes well-being
Warning: scared of conflicts
Influence Motivated by the quest for power and control; prioritizes efficiency and return on investment.
Strength: commitment and determination
Warning: insensitive and autoritarian
Security Motivated by a deep-seated need for security and structure; wants to control their surroundings and feel reassured.
Strength: respects the rules
Warning: scared of changes
Objective - Harmony
Pleasure - Influence
Altruism - Influence
Objective - Altruism
Harmony - Security
Pleasure - Security


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 Sébastien is the most likely to feel.

Positive feelings
Powerful Appreciated Altruistic Confident
Victorious Grateful Welcoming Mellow
Respectable Bold Joyful Useful
Distant Beholden Good Modest
Proud Cunning Indulgent Dedicated
Determined Friendly Congenial Calm
Motivated Smiley Kind Earnest
Dominance Influence Steadiness Conscientiousness
Annoyed Disappointed Tired Confused
Irritated Frustrated Sad Worried
Angry Grumpy Guilty Preoccupied
Withdrawn Mistreated Reprehensible Embarrassed
Rebellious Discouraged Unfair Useless
Defeated Resentful Passive Mocked
Humiliated Bitter Apathetic Unworthy
Negative feelings

Conflict management

( fonctionnality in bêta version )

Turning the conflict with Sébastien into something positive and productive.

Things to know

  • He doesn’t like change, especially it means going back on a previous decision
  • Rules, procedures and traditions are important to him.
  • He likes things to be organized, with a specific plan to follow

Things to do

  • Prioritize smooth, well-planned steps forward. Think long-term.
  • Take the time to analyze the situation and weigh up the consequences, show that making no decision will be worse than an imperfect choice
  • Specify that a decision is in the best interests of the project and the team
  • Calm things down, alleviate tension, let him express himself

Things to avoid

  • Never take his opinion into account, even when it is pessimistic or complicated
  • Never listen to his rationale even if this worsens the conflict
  • Provoke a confrontation

Weighted analysis

Weighted analysis takes into account all of your choices, using a weight system, to build your profile.

( fonctionnality un beta version )

Distribution :
d i s c
Adapted 16% 18% 32% 34%
Natural 18% 23% 35% 25%
Force :
d i s c
Adapté 42 42 58 58
Naturel 42 50 59 52
image/svg+xml d i s c Adapted Natural

and in the group

Taking an overall view of the Group "SNCF 30 dec" members’ results allows us to generate an impression of how everyone is feeling.

image/svg+xml d i s c Adapted
image/svg+xml d i s c Natural

The four components

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.

E

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.

  • Like to have an overall view
  • Straight-talkers
  • Accept challenges
  • Come straight to the point
  • Speak loudly
  • Love action
  • 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.

  • Enthusiastic and optimistic
  • Enjoy persuading others
  • Don’t appreciate being ignored
  • Delegate easily
  • Struggle to finish their tasks
  • Follow fashion and trends
  • 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.

  • Don’t like being hurried
  • Act calmly
  • Are willing to help
  • Are humble and committed
  • Speak softly
  • Resist change
  • 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.

  • A besoin d’indépendance
  • Est objectif et réfléchi
  • Aime les détails
  • A peur de se tromper
  • A du mal à prendre des décisions
  • Respecte les règles et procédures
  • The height trends

    CONDUCTORS are attracted to results and challenges. They enjoy being tested. They take firm, expeditious, quick decisions. They assert their level of responsibility. Bold and self-motivated, sometimes brusque, they expect a lot of others and themselves.
    MOTIVATORS have an extroverted attitude. Skilled communicators, they pass their enthusiasm along to their team and their family. They plan for the future and use their intuition to put forward new projects, even if they are risky.
    PROMOTORS are attracted to social interaction. They have a huge network of contacts. Optimistic and friendly, they forge ahead and influence those around them. They are talkative and eloquent.
    FACILITATORS are people-oriented. They prioritize teamwork in a harmonious environment. Good listeners, they put people first.
    SUPPORTERS are attracted to harmony. They think of others before themselves and talk in a calm fashion. Paternalistic and protective, they prioritize feelings and seek consensus, but may sometimes explode.
    COORDINATORS have an introverted attitude. They put up with their environment. Reliable and committed, they coordinate their work and favor diplomacy and cooperation. They care about established roles and procedures.
    ANALYZER are attracted to rules and procedures. They take safe, cautious decisions after analyzing and evaluating the facts and the (quantifiable) data in a rational way. They can seem mechanical. They come up with and respect quality standards.
    ORGANIZERS are task-oriented. They analyze situations and problems in an objective, result-oriented manner. They demonstrate strong organizational skills. 


    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.


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