Have questions? You’re in the right place. Here, we’ve answered the most common queries about our services, processes, and everything in between, so you can get the clarity you need, fast.
The DISC model is a behavioural framework that groups people into four primary styles: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). It helps us understand how people typically behave, communicate, and make decisions. Discflow enhances this by adding emotional intelligence to deepen self-awareness and improve interpersonal effectiveness.
Discflow integrates the core DISC behavioural model with emotional intelligence (EI). This means individuals not only gain insight into their natural style, but also how to manage their emotions and respond effectively to others—critical for modern workplace success.
Discflow assessments are built on a validated behavioural science foundation. While no tool can predict behaviour with complete certainty, the results offer highly valid and valuable insights when applied thoughtfully and with proper context.
The DISC model was developed by Dr William Moulton Marston, a psychologist and researcher at Harvard in the 1920s. He introduced the theory in his book “Emotions of Normal People” (1928), where he outlined the four primary behavioural styles: Dominance, Inducement (later Influence), Submission (Steadiness), and Compliance.
The original DISC theory is in the public domain, so no single organisation owns it. However, various companies have developed their own proprietary assessments, such as Discflow, based on Marston’s theory. These versions include unique methodologies, interpretations, and tools—often protected by copyright and used under licence.
Your profile provides insight into the priorities and preferences of your style—including communication, emotional intelligence, and how you respond in challenging or stressful situations.
No. Discflow describes tendencies, not limits. Everyone has a blend of all four DISC styles. The goal is to encourage flexibility and awareness, not categorise people.
It assesses key emotional intelligence competencies: self-awareness, self-management, social awareness, and relationship management. These are presented alongside DISC styles to give a more complete picture of a person’s behavioural and emotional approach.
Just 10–15 minutes. It’s quick, intuitive, and designed to give accurate results in a short time.
Since core behavioural styles tend to remain stable, retaking the assessment isn’t frequently necessary. However, a refresh can be useful after significant life or career changes.
Discflow enables teams to communicate more clearly, collaborate more effectively, and manage conflict more constructively. It helps individuals recognise behavioural differences and adapt their approach for stronger working relationships.
Absolutely. When customer-facing teams understand behavioural styles, they can adapt their approach, build rapport faster, and deliver more personalised service.
It helps leaders become more aware of their impact on others, adapt to different team members, and lead with emotional intelligence—key traits for engaging and inspiring performance.
Yes. Different styles respond differently to change. Discflow helps leaders and teams understand emotional and behavioural reactions, making communication and transition smoother.
Yes. While expressions of behaviour vary culturally, the underlying principles of DISC and emotional intelligence are universal, making Discflow ideal for multinational and diverse teams.
Not at all. While leaders benefit greatly, Discflow is useful for everyone in the business—from front-line staff to executive teams—because it improves communication, self-awareness, and relationship-building at every level.
Yes, but with care. It’s not a pass/fail test—it’s best used as a tool to inform conversations during hiring; help assess team fit and identify support and development needs. It should always complement, not replace, other assessment methods.
While you can read a profile on your own, facilitated sessions help teams and individuals get the most out of the insights, understand the deeper meaning, and apply them effectively at work.
Definitely. Discflow integrates seamlessly into onboarding, performance management, leadership training, and team-building initiatives to enhance their impact.
Yes. Team reports provide a visual overview of the group’s style dynamics, highlighting potential strengths and blind spots, and helping build cohesive, self-aware teams.
We offer support from certified Discflow facilitators, ensuring accurate interpretation and appropriate application of results in both individual and team settings.
Begin with a pilot group or leadership team, then expand through facilitated workshops or team sessions. We’re here to support you every step of the way.