DISC Profile Filters

Once you have invited everyone in your company to take the DISC assessment, the behavioural profiles and natural characteristics of your employees will start flowing into the TeamBuilder interface.

A unique feature of TeamBuilder (included on every plan) allows you to filter your employees and job applicants based on their DISC profile.

There are over 40 filters to choose from, allowing you to:

  • Build short-lists quickly and easily
  • Choose new team-members according to the natural personality traits they’ll bring
  • Find very specific sets of natural characteristics

In fact, our employee cloning feature makes use of this characteristic filter by filtering your respondents to only show those with exactly matching natural behaviours.

This system works by studying the DISC profile and DISC profile combinations – e.g. A High I in the DISC profile combined with a Low C indicates this respondent will be full of natural self-confidence.

Filter your respondents by one of the four key DISC drivers

  • Driven by results (High D)
  • Communicator, excited, involved, influential (High I)
  • Steady completer (High S)
  • Driven by quality and accuracy (High C)

Filter based on their DISC preferred communication style

  • Tells (High D)
  • Sells (High I)
  • Listens (High S)
  • Writes (High C)

Filter respondents based on their DISC-based preferred management style

  • Directing (High D)
  • Leading (High I)
  • Procedural (High S)
  • Rule Adherence (High C)

Filter respondents by what motivates them

  • Power (High D)
  • Recognition (High I)
  • Security (High S)
  • Procedures (High C)

Filter respondents by their DISC-based fears

  • Failure (High D)
  • Rejection (High I)
  • Insecurity (High S)
  • Conflict (High C)

Filter respondents by what their DISC profile tells us they will avoid

  • Taking Control (Low D)
  • People Involvement (Low I)
  • Inactivity (Low S)
  • Restriction (Low C)

Filter respondents by what their DISC profile tells us they will seek

  • Direction (Low D)
  • Reality (Low I)
  • Variety (Low S)
  • Autonomy (Low C)

You can also filter by what the respondent likes

  • Power (High D)
  • People (High I)
  • Pace (Low S)
  • Policy (High C)

Filter by DISC sub-characteristics

These characteristics are generally identified through combinations of DISC factors – e.g. Accuracy is identified when respondents have a High C DISC factor and a Low I DISC factor in their profile.

  • Accuracy (C/I)
  • Co-operativeness (C/D)
  • Creativity (D/S or I/S)
  • Efficiency (D/I)
  • Enthusiasm (I/S)
  • Friendliness (I/D)
  • Independence (D/C)
  • Patience (S/D)
  • Persistence (S/C)
  • Self-confidence (I/C)
  • Sensitivity (C/S)
  • Suspiciousness (Low I)
  • Thoughtfulness (S/I)

Advanced Team Building

The first step in tweaking or tailoring your teams is to choose how you would like the team to perform. Choose any of the characteristics or key-drivers and you will get a filtered list of people within your company who exhibit these characteristics in their natural underlying behaviour.

That means, for example, if you want to make a team more ‘efficient’ you simply filter for people with ‘efficiency’ as one of their primary characteristics.

From the resulting list, you can then match up which people have the relevant skills needed by the team, safe in the knowledge that adding this person to the team will increase the teams overall efficiency.

It’s best practice to tell the individual that this is why you are adding them to the team so they make use of their natural behaviours.

View DISC Profiling Pricing