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Dominance:  People who score high in the intensity of the 'D' styles factor are very active in dealing with problems and challenges, while low D scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.

Influence (Inducement in Marston's time): People with High I scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with Low I scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.

Steadiness (Submission in William Moulton Marston's time): People with High S styles scores want a steady pace, security, and don't like sudden change. Low S intensity scores are those who like change and variety.  High S persons are calm,  relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. People with Low S scores are described as restless, demonstrative, impatient, eager, or even impulsive.

Conscientiousness (Compliance in Marston's time):  Persons with High C styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time.  High C people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, tactful. Those with Low C scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.

A Brief History: The DISC Classic Profile was called the DISC Personal Profile System 2800 Series for almost 30 years.  We're not the new kid on the block.  We provided the following basic definitions to Disc Profile Wikipedia.  We're the original, the classy "classic".  We're the folks they make the "look-alikes" from.  In the 1990's we could provide DISC reports with software.  In 2003, the EPIC online internet website system changed the delivery system completely of DISC reports and made access to them available to everyone WITHOUT SOFTWARE!  The DISC Profile for online assessment inventory personality tests and behavioral profiling is based on the original work by William Moulton Marston in 1928.  What is a Profile?  A Profile in training or education terms, means a survey, testing, instrument, assessment, inventory, or learning tool.  DISC provides a nonjudgmental language for exploring behavioral issues. It helps people explore behavior across four primary dimensions: Dominance, Influence, Steadiness, Conscientiousness.  It has for over 35 years now!

Are you D - I - S - C?  Or are you one of the 15 unique "combination" styles?  Now You Can Find Out Online.  The DISC Profile, describing human behavior, is a very popular assessment.  Many call DISC Profiles by terms like:  "Personality Test", "Personality Tests",  or "DiSC Tests" or  "The disc Test" or D.I.S.C.  DISC "blue book", DISC Online, Online DISC, Personal Profile System, etc.  DISC Profiles describe and measure human behavior in a specific environment.  Behavior and behavior styles are an expression of one's personality...  and perhaps in that sense the DISC Profile is a Personality Test.

What is a Profile?  A Profile in learning instruments', training, or education terms, means a survey, test, assessment, inventory, or learning tool.  Profiles are largely self-assessments but can be used in: management development, communication, stress management, workplace diversity, time management, conflict resolution, team building, sales training, sales manager training, personal growth development and education, change management, personality assessment, enhancement of the hiring job interview process, relationship counseling, coaching, and many more diverse applications.  All ages, from teens to seniors, benefit from our Profiles.  Settings as varied as governments, major corporations, small business, counseling venues, churches, schools at every level, non-profit organizations, and speaking platforms... all have seen the DISC Profile.  Sometimes we use the DISC Profiles just to have FUN!

You cannot "pass" or "fail".  There are no "right" answers.
The DISC Profile does not precisely determine job fit, job fitness, or success. DISC is not recommended for pre-employment hiring screening because it does not measure a specific skill, aptitude, or factor specific to the position. DISC instead describes one's work behavior patterns, "style", or "type".  DISC gives insight into your behavior as well as the behavior of others.  To learn your own patterns of behavior take the DISC Profile used by consultants, speakers, trainers, leaders, managers, counselors, mentors, human resource development training, clergy, schools, government, and experienced by over 50 million people to improve lives.