DISC Advance Interpretation Technique

INVALID PATTERN
1. The first question to ask is “Is the profile valid?” For a profile to be valid at
least ONE factor must be common to all three Graphs. Usually if EVERY
FACTOR in Graph I is opposite to EVERY FACTOR in Graph II, this is an
indication that the profile is INVALID.
2. The profile is also invalid if ALL the following factors are present:
• Three of the four factors, are opposite between Graph I and II AND
• There are more than eight star (which are not counted as Most or Least)
AND
• Graph III (Self-Image) is transition pattern AND
• There is no consistency in patters.
3. If the profile is invalid DO NOT ATTEMPT TO READ IT. DO NOT ASK
THE PERSON TO COMPLETTE ANOTHER FORM. Simply accept that
for the time being for this person the system has not worked. This happens
in roughly 3-5 % of cases. It can be caused by people trying to manipulate
the System, by people not understanding the meaning of the words or the
purpose of the exrcise.

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IF TRANSITION PATTERN ON ALL THREE GRAPH

When transition pattern showing on all three graph, they key describing
word is UNCERTAINTY. The person is tending to say, “I don’t
know…I’m unsure…. I do not feel I can express a self-images.”
1. Often this is the case with people who do not have a clear career path,
or do not understand the exercise, or have a literacy problem. Often
this is a factor with graduates and young people who have no definite
career path.
2. It is a common profile for people out of work for more than four
months.
3. Be wary of matching this profile to a PA even id it seems to fit-as the
person may require a great deal of motivating. It could be an
indication that they are lacking in self-worth, requiring much building
of confidence.
4. It is an indication that for both the Most and Least almost equal
quantities of words from each of the four factors were factors were
selected.
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TRANSITION PATTERN ON GRAPH I
1. The key describing word is INSECURITY-the person is
indicating that they do not know how to mask in order to
be successful in their work.
2. If an internal person, they are feeling insecure
3. If an external person, they are saying “I see no future
prospects in my current job”.
4. It is often reflected by a person in a new job or under a
new boss.
5. When selecting Mosts. The person chose almost equal
amounts of each factor.
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TRANSITION PATTERN ON GRAPH II

1. The describing phrase is :It’s tough”. The person is

indicating that they are feeling under great pressure at the
present time.
2. Sometimes transition pattern on Graph II is caused by
personal, financial problems and this area ought to be
probed in an interview situation.
3. When selecting Leasts this person was unsure of the
characteristics and chose almost equal amounts of each
factor.

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TRANSITION PATTERN ON GRAPH III
1. They key describing word is FRUSTRATION. The
person is trying to say “I feel I can do more/contribute
more than I am being allowed to”.
2. They feel unable to express their real self, often for one
of the following reasons:
 They have responsibility without authority;
 They have too many bosses;
 They have an autocratic boss;
 They have dotted line reporting relationships-one of
the greatest frustrations.
3. Transition on Graph III is caused when the selected
Mosts are almost cancelled out by the selected leasts.

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 LOW “D” AND LOW “C” EQUAL

1. The key considering is that the factors must be equal.

2. The key describing word is PROCRASTINATION. This person
cannot make a decision-particularly in the face of opposition and
often settles for reluctant compromise. In effect they are saying, “I
know what I should be doing, but haven’t the drive to do it”.
3. They are indicating a conflict in behavior because by showing
preference for Low D words, they are indicating the characteristic
of being passive in an antagonistic situation and by choosing Low C
words, they are indicating the characteristic of being active in an
antagonistic situation.
4. Of particular relevance when decision-making is a key factor in the
job.

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 HIGH “D” AND HIGH “C” EQUAL –
DRIVE FOR PERFECTION
1. The key consideration is that the factors must be
equal.
2. The key describing word is VACILLATION. The
person is torn between his/her drive and their
perfectionism. It is know as the Drive for
Perfection. It results in stop/go management.
3. In cases where the I and S are Low, this is a very
hard person, who is not al all empathetic, but
who can be very creative in problem solving.
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 ABOVE MID LINE
1. This can result when a person is over-promoted.
It indicates that he/she is trying to meet all
demands, trying to be positive in every respect,
to be “all things to all people”. It can be an
indication of the “Peter Principle” applying.
2. It is often a profile of person who is newly
appointed to a new job. It can also mean that the
job has outgrown the individual (become
overloaded).
3. It is an indication of insecurity
4. It is most likely to occur on GRAPH I
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 BELOW MIDLINE
1. This is an indicator that the person is feeling down
at the present time.
2. It starts at GRAPH I and proceeds to GRAPH II
and III, progressing from SERIOUS to MORE
SERIOUS to VERY SERIOUS.
3. The person is saying “I’m not feeling good”.
4. It is commonly a result of over-promotion and is
reflected when the person realises they are not
making the grade.
5. It can also be caused by a person being demoted,
overlooked or side-stepped.
6. Send this person for professional help.
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 FLICK-UP & FLICK-DOWN
AND ELONGATED S-C

1. It is important to note that for these factors to pertain, both the S and the C
must be low.
Flick-up C
2. A flick-up C occurs where a low C is at the same level of higher than a low s.
3. A flick-up C indicates that while the characteristic is to be firm, strong-willed
and independent, the individual will conform within corporate parameters.
Flick-down C
4. A flick down C is when a lower than a low S.
5. A flick-down C indicates that the behavior will be independent for
independence sake-wanting to be different and non-conformist. This will often
result in stubborn, defiant and immovable behavior. A person with these
characteristics is far harder to manage than someone with a flick-up C.
Elongated S-C
6. An elongated S-C occurs when the S is above the line and the C below.
7. An elongated S-C indicates that the behavior will be very persistent, stubborn
and immovable, although the person will be a good finisher and conform to
company policy and procedure.

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 STRESS MEASUREMENT
1. S Movement is an indication of STRESS. The greater the movement the greater
the stress potential.
2. All movement is measured against the stress ladder, the “C” column of graph
III. This is scale only. Measure the highest & lowest S factors against the stress
ladder.
3. Where the D or I is the highest factor on Graph III and the S movement is more
than 4 points on the the stress ladder, is an indication of stress potential.
4. Where S or C is the highest factor on Graph III, and the S movement is more
than 2 points on the stress ladder, then there is an indication of stress potential .
SOURCE OF STRESS
5. I movement is an indication of the likely location of the stress. Measure the
highest and lowest “I” factor againt the stress ladder. (C axis of Graph III)
6. If the I is stable, i.e. the movement is no greater than two points, the stress is
more likely to originate outside work environment, e.g. emotional or personal
stressors.
7. If the I is unstable, I.e. the movement is greater than 2 points, the stress is likely
to be work orientated.

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 ADDITIONAL INFORMATION

1. The S factor is stability factor. Excessive movement of this factor is

an indication that the stability of the individual being profiled is
being disturbed. This is interpreted as stress.
2. Then I factor is the emotional factor. The individual was asked to
think of himself/herself in his /her work situation. If the emotional
factor together with the S factor is greatly disturbed, it is indicating
that the stress is likely to be work oriented. If it is not disturbed
while the person was thinking of himself/herself in his/her work
situation, it is likely that the stress is located outside of work.
3. We allow more S movement for individuals with high D or I, if
these are the higher factors. The reason for this exception is that
High D’s generate achiever stress and often operate better when
under pressure. They tend not to be negatively affected by stress as
result. High I’s dissipate their stress by telling it to others.
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