Create Targeted Professional & Personal Development Plans based on the Insights Provided by our Assessments

Leaders who support personal and professional growth of their team reap the benefits of greater employee engagement, increased productivity and reduced turnover.

Develop people by incorporating DISC Profiles into the Learning and Development (L&D) department which can enhance essential soft skills that are in high demand in the workplace. Deloitte Access Economics forecasts that soft skill intensive occupations will account for two-thirds of all jobs by 2030.

Soft skills are indicative of how well an individual works with others. Regardless of the strength of one’s technical skills, if they exhibit unpleasantness towards colleagues, demonstrate an unwillingness to collaborate, fail in communication, struggle with problem-solving, and resist adaptation to change, success in the workplace becomes challenging for them.

Enhance Self-Awareness

By working with HR managers, 81% of our clients improved awareness of themselves and their teams.

Incorporating Extended DISC® into the Learning and Development (L&D) department can enhance these essential soft skills that are in high demand in the workplace


DISC profiles aid teamwork by providing insights into communication styles and behavioral 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.


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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How to further incorporate Extended DISC® within a Learning and Development environment


Training Design

Tailor training programs to different communication styles. For instance, include a mix of visual aids, interactive sessions, group activities, and written materials to cater to the diverse behavioural styles of individuals with various DISC profiles.


Leadership Development Programs

Integrate DISC assessments into leadership development programs. Help leaders understand their own communication styles and how to adapt their leadership approach based on the DISC profiles of their team members.


Conflict Resolution Training

Develop training modules on conflict resolution that incorporate DISC principles. Teach employees how to navigate conflicts by understanding the perspectives and behavioural preferences of others.


Performance Management Discussions

Use DISC insights in performance management discussions. Managers can reference DISC profiles when providing feedback, setting goals, and creating development plans for employees.


Onboarding Programs

Integrate DISC assessments into the onboarding process. This can help new employees understand their own communication style and adapt more quickly to the communication dynamics within their teams.


Career Development Planning

Incorporate DISC assessments into career development discussions. Help employees identify roles and projects that align with their strengths and behavioural preferences, promoting job satisfaction and professional growth.

Open 360 for personal development

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.

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.

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