About the project
Why this site exists
We wanted a DISC test that anyone can take in ten minutes without signing up or paying, that gives them a clear report in their own language and that they can share with their team. The site works in 14 languages, the result appears instantly and can be saved as a PDF, and managers and HR have a panel where participants’ results are collected into a table.
What the test is based on
The test is built on William Marston’s four-factor model (1928) and later most/least questionnaires: 24 blocks of four statements, one per style. The descriptions of the styles and the sixteen profiles were prepared by our editorial team with the help of artificial intelligence on the basis of the generally accepted DISC characteristics.
The project is independent and not affiliated with Wiley (DiSC®), TTI Success Insights or other trademark holders. The word DISC is used as the generic name of the model.
Who runs the site
The site is run by the disc-test.org editorial team: we write the texts, maintain the code and answer the mail. The project is independent: the test and the result are free, with no sign-up and no ads. The only paid service is the in-depth DISC profile (see “Services”). We do not sell training or certifications, and we are not affiliated with Wiley (DiSC®), TTI Success Insights or other trademark holders.
We are responsible for everything published on the site. If you find a mistake in the text, an inaccurate translation or a discrepancy between the description of the method and the way the score is actually calculated, write to us: we will fix it and update the date of the change.
How we write and check our texts
The statements about the method are based on primary sources and peer-reviewed research, including critical work; the list of works is collected in the “Sources and further reading” section. We do not paraphrase commercial reports: the descriptions of the four styles and the sixteen profiles were prepared by our editorial team with the help of artificial intelligence on the basis of the generally accepted characteristics of the model.
Every page carries the date it was last updated. We revise the texts when the test itself changes or when readers point something out, and we do not publish anything we cannot back up with a source or with our own checking.
What the test does not promise
The test is not a clinical or diagnostic tool, does not measure intelligence, competence or fit for a job, and should not be the sole basis for hiring decisions. It is a starting point for self-observation and team conversation.
Feedback
You can write to us via the “Contact” form.