To help interpretation, communication and understanding, DiSC Personality Model experts have defined - through statistical analysis of the graph combinations - fifteen DiSC Profiles or 'Patterns'. 
The Profiles are given names. The objective of these names is to give a single descriptive term that captures the essence of that Pattern. 


Apply creative focus to practical, workable concepts and make them doable. 
Display competitive and results-oriented interactions, but engage others with persuasion rather than through aggressive methods. 
Good at explaining their ideas and the steps required to reach their goals. 
Well organised and often have a step-by-step action plan to ensure a good result. 
Can be quite verbal in stating their dissatisfaction and in criticising others who are not contributing. 


Steady, objective, and analytical. 
Successful due to their strong persistence in pursuing their objectives. 
Can excel in complex and/or technical projects. 
Rely upon logic rather than emotion. 
Like working alone and do not feel the need to engage or be involved with others. 
Can sometimes be viewed as lacking tact and/or warmth. 


Strong sense of personal accountability and results orientation. 
Will likely demonstrate a keen interest in the quality of the work being done. 
Because of a high opinion of the quality of their own work, they may often either do a task themselves or take back a delegated task so that it's done right. 
Operate at a high efficiency and expect acknowledgement and rewards for their efforts. 


Enjoy working with others. 
Viewed as friendly, even as they seek to accomplish their personal goals. 
Often gain the respect and support of others. 
Aspire to positions of authority, and it is important that they "look good to others." 
Like variety in their day. 
Can be too optimistic about others and tend to believe they can influence others more than they likely can. 
Often need analytical support to offset their tendency to proceed without all the facts. 


Follow their own path and will seek new projects and challenges. 
Self-reliant and like to solve their issues without asking for help. 
Their independence fosters innovation that is strongly advocated to others. 
Being in control is important to them, and they can push back if challenged. 
Have high expectations of others and can be quite critical if expected results lag. 
Can be seen as uncaring and, at times, difficult to work with. 


Adept at solving "people problems." 
Seen as warm, empathetic and insightful. 
Like to form extended personal relationships and often develop a reputation for unobtrusive, contributory efforts when working with others. 
Can become too lenient with marginal contributors and tend to be too mild when issuing corrections, directions, and expectations. 


Display opposing directions in their behaviors. 
Desire results and goal achievement AND a for those results to be perfect. 
Shift between aggression and sensitivity, the desire for immediate results vs. consideration of alternatives. 
Often make routine decisions quickly, but may need to exercise caution for bigger ones. 
Agents of change who will want the space and flexibility to explore by retesting and revisiting their conclusions over time. 
Can be seen as emotionally distant and sometimes surprisingly direct. 


Rely upon procedure and structure in all aspects of life. 
Detail-oriented and seek perfection. 
Need to know the expectations and the timetable for their work. 
Can get bogged down in details and will not rush important decisions. 
Will take a risk if they have the facts to support it. 
May be initially suspicious of personal compliments, praise, or flattery. 


Have many personal contacts who support their efforts. 
Outgoing, socially comfortable, and make friends with ease. 
Promote with enthusiasm and draw on their contacts to help them achieve their goals. 
Quite optimistic, which can lead to misjudging others. 
May not spend time on considering negative consequences of their "gut feel" inclinations. 
Can over-talk as they pursue their objectives. 


Display strong self-confidence that may be viewed as arrogance. 
Will pursue options that challenge them to achieve goals. 
Like difficult tasks, unique opportunities, and seek positions of authority. 
Avoid constraints. 
Rules can be viewed as loose guidelines. 
Act quickly and can become impatient and critical with more methodical and analytical people. 
In the extreme, can appear cool and abrasive to others. 


Will make an attempt to adjust or modify the thoughts and actions of others. 
Good at understanding how to steer others toward a predetermined result. 
Will set the stage for the desired result before they verbalize that desire. 
Their strong persuasive skills can elicit cooperation from others, but sometimes create a feeling by others of being manipulated. 
Can be intimidating and can seek to override the decisions of others. 


Have highly developed "quality control" and critical thinking ability. 
Favor logic and facts, but also possess intuitive abilities that they will meld with the facts. 
Preparation is essential prior to action. 
May appear shy, but can work with others who have similar high-quality focus. 
Avoid confrontational situations and, because they need to "get it right," can delay decisions. 
If they make a mistake, they will likely research additional material to support their original choice. 


Balance both interpersonal connections and goals/objectives. 
Supportive, make others feel included, and extend a hand of friendship. 
Tend to be well organized and deliver effective results. 
Service oriented, the Harmonizer style is quite good at taking on/helping with tasks that others may struggle with themselves. 
Do not like conflict and may avoid connections with assertive individuals. 


Blend well with most others. 
Moderate behaviors with unobtrusive behavior. 
Likely considerate, helpful, and patient. 
Will build a solid relationship with a limited number of associates. 
Most effective in specialised areas of expertise. 
Will be well-planned and consistent in performance. 
Do not like "fire drills." 
Good at contributing to projects and activities. 


Seek projects in their area(s) of expertise. 
Constantly challenge their own work and results. 
Likely knowledgeable in many areas. 
Easy to work with unless their expertise is challenged. 
Quality-oriented and expect strong results from themselves and others. 
Can become critical of others if they achieve poor results. 
At times, they can become too insistent on doing things a "certain way." 
You can use these styles to help identify your team members and improve hiring and selection, increase sales, improve your customer service, increase productivity, reduce employee turnover or model teambuilding motivating them to grow your business. If you are struggling to identify how your team fit why don't you think about hosting a team DiSC day?  

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