Simple Test
DISC Personality Test
Discover your DISC behavioral style in 32 questions — Dominance (D), Influence (I), Steadiness (S), Conscientiousness (C). Which type leads?
GIGGLEUS DISC
DISC Personality Test
Rate 32 statements and get a separate 0–100 score for each of the four DISC styles — Dominance (D), Influence (I), Steadiness (S) and Conscientiousness (C) — on a profile graph. A free self-check that shows your strongest style and how the other three compare.
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The Giggleus DISC test is a free behavioral-style self-check built on the four-factor model psychologist William Moulton Marston described in 1928. You rate 32 statements — eight for each style, half of them reverse-worded — and each style gets its own 0–100 score on a profile graph: Dominance (D), Influence (I), Steadiness (S) and Conscientiousness (C). Scores of 60 or more read as High and 40 or less as Low, and your highest score becomes your dominant type. The statements are our own: this isn't Wiley's DiSC® or Everything DiSC, it isn't scientifically validated, and it shouldn't be used for hiring. Save your result card and compare styles with friends.
Frequently Asked Questions
Q. What are the four DISC styles?
A. Dominance (D), Influence (I), Steadiness (S) and Conscientiousness (C). The model goes back to psychologist William Moulton Marston's 1928 book Emotions of Normal People; later versions renamed some factors, so C is also called Compliance.
Q. How is my DISC result calculated?
A. Each style has eight of the 32 statements, and half of them are reverse-scored so that agreeing with everything doesn't inflate a score. Your answers are added up per style and rescaled to 0–100: 60 or more shows as High, 40 or less as Low. The four scores are independent, so they don't add up to 100. Your dominant type is simply the highest; if two tie, the one that comes first in D-I-S-C order is shown.
Q. Is this the official DiSC® assessment?
A. No. DiSC® and Everything DiSC are trademarks of John Wiley & Sons. This is an independent, for-fun test with statements we wrote ourselves around Marston's general DISC model, and it has no connection with Wiley.
Q. Can I use this DISC test for hiring?
A. No. It isn't scientifically validated, and a behavioral-style result should never decide who gets hired or promoted. Use it to reflect on how you like to work and communicate, not to judge anyone's fit for a job.