Leaders who support personal and professional growth of their team reap the benefits of greater employee engagement, increased productivity, and reduced turnover. Australian organisations trust this approach to build stronger, more engaged teams.
Develop your people by incorporating DISC Profiles into your Learning and Development (L&D) strategy to strengthen the essential soft skills that are increasingly in demand in today’s workplace. Deloitte Access Economics forecasts that soft skill–intensive occupations will account for two-thirds of all jobs by 2030.
Soft skills reflect how effectively an individual works with others. Regardless of technical expertise, success becomes difficult if someone struggles with collaboration, communication, problem-solving, adaptability, or demonstrates negative behaviours towards colleagues. Technical skills may open doors — but soft skills determine long-term success and growth.
By using DISC Profiles within L&D programs, organisations can build self-awareness, improve interpersonal effectiveness, and create more cohesive, adaptable teams.
To see how organisations have strengthened their workforce through DISC-driven development, explore our Case Studies.
By working with HR managers, 81% of our clients improved awareness of themselves and their teams. Australian HR professionals rely on this proven approach
Teamwork
DISC profiles aid teamwork by providing insights into communication styles and behavioural preferences of a team as a whole. This understanding fosters better collaboration, helps resolve conflicts, builds trust, optimises team dynamics, and enables leaders to adapt their approach. Overall, DISC contributes to a more cohesive and efficient team. Popular with Australian organisations building stronger teams.
Communication
DISC profiles contribute to improved communication by providing an understanding of an individual’s behavioural style and behavioural preferences. This knowledge enables teams and individuals to communicate more effectively, resolve conflicts, and create a collaborative and communicative work environment.
Conflict Management
DISC provides a framework for resolving conflicts by highlighting potential sources of misunderstanding or friction based on different personality traits. This awareness enables teams to address conflicts proactively and find mutually beneficial solutions.
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Open 360 degree feedback is a method that provides employees with the opportunity to receive performance feedback from their direct reports, colleagues, and managers. Open 360 feedback reviews assist individuals in increasing levels of self-awareness and understanding their strengths and weaknesses. Open 360 reviews help provide insights into aspects of an individual’s work that may need professional development. Used by Australian organisations to support ongoing development.
Ideally, the information gained from Open 360 should support ongoing development activities such as coaching or mentoring. These development activities will ensure the lasting change from the Open 360 assessment in your organisation.
Leaders who support personal and professional growth of their team reap significant benefits including greater employee engagement, increased productivity, and reduced turnover. According to Deloitte Access Economics, soft skill intensive occupations will account for two-thirds of all jobs by 2030, making development in these areas critical for workplace success.
Incorporating DISC Profiles into the Learning and Development (L&D) department enhances three key soft skills: Teamwork (fostering better collaboration and trust), Communication (enabling more effective interactions and conflict resolution), and Conflict Management (providing a framework for resolving misunderstandings based on personality traits).
The six approaches are: (1) Training Design – tailor programs to different communication styles, (2) Leadership Development Programs – help leaders adapt their approach based on team DISC profiles, (3) Conflict Resolution Training – teach employees to navigate conflicts using DISC principles, (4) Performance Management Discussions – use DISC insights when providing feedback and setting goals, (5) Onboarding Programs – help new employees understand communication dynamics, and (6) Career Development Planning – align roles with individual strengths and preferences.
Open 360 degree feedback provides employees with performance feedback from direct reports, colleagues, and managers. It increases self-awareness and helps individuals understand their strengths and weaknesses. The insights from Open 360 should support ongoing development activities such as coaching or mentoring to ensure lasting change in the organisation.
By working with HR managers using Extended DISC® assessments, 81% of HR Profiling’s clients improved awareness of themselves and their teams, demonstrating the effectiveness of these tools in enhancing self-awareness and team understanding.