A Standard DISC assessment
highlights two aspects of behaviour:
Basic behaviour – the natural style, influenced by genetics and early learning, which tends to remain stable over time.
Adapted behaviour – the adjustments made in response to environmental or situational demands. As adapted behaviour is learned, it may vary significantly between contexts.
Origins - The DISC framework was introduced by psychologist William Moulton Marston in 1928 to describe four observable patterns of behaviour—Dominance, Influence, Steadiness and Compliance. His work focused on how emotions drive behaviour in everyday situations, not on fixed personality types.
DISC is not a personality test. Rather, it is a self-reflective assessment aimed at increasing awareness, supporting clearer communication and contributing to stronger relationships.
Benefits of DISC
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Easy to explain and understand, using a clear colour-based framework.
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Supports greater self-awareness and understanding of others.
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Enhances communication and promotes more constructive relationships in both professional and personal settings.
Areas of Use
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Valuable in contexts involving communication, collaboration and self-reflection.
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Increases awareness of behavioural differences, leading to improved interaction and efficiency.
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Commonly applied in individual coaching and team development, where enhanced self-awareness supports stronger working relationships.
Commonly applied in individual coaching and team development.
Increases awareness of behavioural differences, leading to improved interaction and efficiency.
Valuable in contexts involving communication, collaboration and self-reflection.
See a sample report here -
To see full report, contact us for more information and access to more material.
DISC
Situational DISC
Standard DISC vs. Situational DISC
Standard DISC remains a widely used self-reflective assessment for personal growth and communication. For those requiring the same familiar framework but with added contextual flexibility and comparability, Situational DISC provides an expanded alternative.
Behavioural style assessments are based on self-evaluation and are not personality tests.
DISC is an ipsative assessment that highlights only basic and adapted behaviours.
HOW Index® and Situational DISC are normative assessments, meaning they can measure behaviour in specific situations and compare results with broader reference groups – making them more flexible and dynamic.
Measurement
Behavioural view
Flexibility
Best suited for
Comparability
Report style
Ipsative – compares the individual with themselves
Shows two fixed states: basic and adapted behaviour
Limited – static behavioural overview
Personal reflection, communication and self-awareness
Cannot be compared between people
Uses colour-based language
Normative – results can be compared across individuals, teams and groups
Shows two fixed states: basic and adapted behaviour
High – tailored to chosen contexts (e.g. colleagues, manager, conflict, customers)
Professional use in coaching, recruitment, leadership and team development
Fully comparable across individuals, teams and organisations
Enriched with situational contexts and normative precision using colour language