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 DISCp4Pro test done
by Jean Dufour the 1970-01-01.
The answers have determined a DISCp4Pro
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.
A summary has been sent to you by e-mail (if you requested one).
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This is Jean’s profile in detail.
The graphs complete each other and represent different points of view.
Pallier (bêta) :
Your profile is made up of four colors, which vary in brightness.
Your adapted profile is marked jaune.
Your natural profile is marked jaune.
Generally speaking, we can say that
is talkative and gestures a lot.
is dynamic and driven.
knows how to pass their enthusiasm and motivation on to their team.
knows how to bring people together.
takes an interest in the slightest details of other people’s lives. They are often by the coffee machine, chatting away with their colleagues.
is sociable and expresses themselves easily.
develops and maintains a network of contacts. Builds bridges between people.
likes their tasks to be varied but can get distracted and fail to finish everything.
delegates easily and trusts people, relies on their instincts and intiution. Must be careful not to avoid tasks which don't motivate them.
follows fashion and trends.
likes working with others.
finds it difficult to be alone.
lives through others’ views of them.
likes to be the centre of attention.
can’t deal with rejection.
needs to feel loved and appreciated.
soon takes an interest in new things.
can quickly level up on subjects which motivate them.
finds it difficult to complete their tasks, probably due to their appetite and enthusiasm for 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
behavior depending on the context.
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.
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
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
Motivated by the desire to help others to develop their potential without any personal gain; wants to contribute to social justice.
Warning: slow decision-maker
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
Motivated by the desire for harmony and consistency of all kinds; needs estheticism in their life.
Strength: promotes well-being
Warning: scared of conflicts
Motivated by the quest for power and control; prioritizes efficiency and return on investment.
Strength: commitment and determination
Warning: insensitive and autoritarian
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
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
Jean is the most likely to feel.
( fonctionnality in bêta version )
Turning the conflict with
Jean into something positive and productive.
Things to know
He doesn’t like conflicts
He believes that people are key to resolving problems
He thinks things through by talking about them
He doesn’t like long explanations
Things to do
Put an end to the discussion as soon as it becomes conflictual and find time to talk it over in a quiet place
Prioritize physical contact, preferably in a friendly context such as at the coffee machine
Present your own approach and talk freely about feelings
Prioritize short, no-pressure steps, even in separate stages; completing four 30-minute sessions is better than one 2-hour session
Talk about trust and working together
Things to avoid
Express things in writing, which he might find obnoxious
Let the conflict drag on since it upsets him and makes him emotionally unstable; he prefers to be offered a way out
Preach at him, especially in public
Backtrack after moving forward
and in the group
Taking an overall view of the Group "Service marketing"
members’ results allows us to generate an impression of how everyone is feeling.
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.
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
Come straight to the point
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
Struggle to finish their tasks
Follow fashion and trends
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
Are willing to help
Are humble and committed
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
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.
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.
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.
They prioritize teamwork in a harmonious environment.
Good listeners, they put people first.
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.
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.
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.
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.