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What is DISC?

The DISC is a behavioural self-assessment tool created by psychologist William Moulton Marston that identifies four main behavioural tendencies, explained by combining a person's different rhythms of activity and rationality.

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The acronym DISC refers to the four primary behavioural patterns evaluated:


Summary of behavioural styles

Forceful, goal-oriented and pragmatic people. They like to get control and guide people to action.
Idealistic, cheerful people, recognised for their high levels of social relationships, spontaneity and team cohesion.
Calm, serene and patient people who harmonise the team with tolerance, caution and discretion.
Perfectionist people, oriented towards quality and data, are strict in their daily work.
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What it measures and how it measures it

DISC measures different behavioural indicators based on different relational styles

Communication and relationship style.
How to interact effectively with other people.
Detection, analysis and definition of specific behaviours to achieve goals together.
Conflict management
Detection of the critical aspects the person must consider to neutralise and optimise conflictive situations with others.
Leadership style
The type of behaviour and activities should be carried out to mobilise a group towards a common objective.
Essential motivators
Detection of behavioural patterns that make people feel better and motivated with what they do.


  • Leadership Style
    Style with which a person tends to mobilise others.
  • Analyse a work team
    Detect and analyse the team profiles, how to generate synergies within the group and what aspects to enhance and improve in the people who make it up.
  • Understand the organisation's culture
    By applying the DISC to the top management team and managers, it is possible to identify the most valued patterns within the leadership group and define how to align other people with the organisation.
  • Optimise the relationship between two or more people
    The DISC provides information about the person's profile to understand others and refine their relationship.
  • Define and evaluate competencies:
    Define specific competencies for your role based on the requested behavioural pattern.

Talent Acquisition

  • To structure the profile of a position
    You can use the DISC to establish the different levels of activity, rationality and emotionality required for a given role within the organisation.
  • For the recruitment process
    Complement the hiring processes to adjust the alignment between candidates and the requested profile.
Talent Acquisition


  • Detect what motivates people to buy something.
  • Improve the level of interlocution to ensure that your message is delivered transparently.
  • Understand your customers' objections to understand their needs better and build trust with your interlocutors to build long-term relationships.

Who is the DISC test for?

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Managers of organisations that will do our Conscious Leadership program through Nailted Academy.
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People who want to delve deeper into any aspects the tool measures through our DISC course.

Why should you use the DISC test in your company?

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Contrary to our belief, people are highly predictable at a behavioural level. Knowing the behavioural styles of the people with whom we interact allows us to develop the ability to foresee many avoidable conflicts and anticipate the reactions that these conflicts generate. In addition, it will help you motivate the people on your team and understand what moves them to action and their professional development.
Celia Selmes
Celia Selmes
General Manager - Nailted Academy

How it integrates with our “Conscious Leadership Program.”

Conscious Leadership

“Conscious Leadership” is a leadership program where self-awareness and conscious leadership development are essential to guarantee consistent and scalable team management.
We use the DISC test in our “self-awareness” module intending to identify and know the primary behavioural patterns that help us work on the different aspects of the module:

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Leadership style
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Communication style
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Conflict management
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Change management.

Need advice?

Schedule a call and tell us your plans. We will make a joint assessment and we will advise you based on your needs, adapting to them and offering you the solutions that best suit your organization.

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