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TTI DISC assessments for individuals and teams

Most friction on a team isn't about skill. It's about style. One person wants the answer now, another wants the details first, and both walk away thinking the other one is the problem. DISC gives your people a shared language for how each of them communicates, decides, and handles pressure, so you can work with those differences instead of around them.

Book a discovery call How I use DISC
The DISC model as shown in TTI reports: Dominance at top right is fast-paced and task-focused, Influence at bottom right is fast-paced and people-focused, Steadiness at bottom left is cautious and people-focused, Compliance at top left is cautious and task-focused. DI SC How wework TaskPeople Cautious Fast-paced
Everyone uses all four styles. Your blend is what makes you, you.

What DISC measures

Four dimensions of behavior

DISC measures observable behavior: how a person tends to act, not how smart, skilled, or valuable they are. Everyone has all four dimensions. What differs is the intensity, and the shape across all four tells the story.

Behaviors aren't good or bad. They're just different.

Dominance

Problems and challenges

Direct, decisive, results first. "Get it done now."

Influence

People and contact

Outgoing, optimistic, persuasive. "Get it done together."

Steadiness

Pace and change

Patient, reliable, team-minded. "Get it done steadily."

Compliance

Rules and procedures

Analytical, precise, quality-focused. "Get it done right."

I use the TTI Success Insights assessment, and I'm a TTI certified DISC practitioner. Each report also includes Driving Forces, which shows what motivates a person. DISC tells you how someone works. Driving Forces tell you why.

Four ways to use it

How I use DISC with owner-led teams

The assessment takes 15 to 20 minutes. The value comes from what you do with it afterward.

Hiring

Hire for the job, then fit the person to it

Start with what the role actually needs to deliver. Then use DISC with your finalists to see how each one is likely to work, communicate, and handle pressure in that seat.

  • Sharper interview questions based on each finalist's style
  • A clear view of how a new hire will fit with the team they're joining
  • A head start on onboarding and managing them well from day one

DISC shows how someone is likely to do the job, not whether they have the skills for it, so it works alongside your interviews and reference checks.

Communication

Same message, different delivery

Each person gets their own report and a one-on-one debrief, so they understand their own style and how it lands on others. Then they learn to read and adapt to everyone else's.

  • Communication do's and don'ts for each person
  • Natural style versus the style work is pulling out of them right now
  • Practice on a real conversation you have coming up

Team effectiveness

See your whole team on one page

A Team DISC report maps where everyone sits, so you can see who sets the pace, who holds the quality bar, who keeps the people side together, and where the gaps and collisions are.

  • Team DISC report and team workshop
  • Where the team's pace and the leader's pace don't match
  • Communication commitments the team agrees to keep

Culture building

Make it the way you talk to each other

When everyone shares the same language, "you're too direct" becomes "I know you want the bottom line first." DISC becomes part of how the business runs, from meetings to feedback to how leaders coach their people.

  • DISC cheat sheets and desk table tents for everyone
  • Personal goals for the first quarter, with follow-up
  • Ties into vision, values, and leadership team work

What's included

For one person, a whole team, or your next hire

Individuals

  • TTI Success Insights DISC and Driving Forces assessment, 15 to 20 minutes online
  • Your full written report
  • A one-on-one debrief to walk through what it means for you and your role
  • Practical next steps you can use the same week

Teams

  • An assessment and full report for every team member
  • A Team DISC report showing how the group fits together
  • Day 1 workshop on DISC behaviors, Day 2 on Driving Forces
  • Take-home cheat sheets and personal goals for the next quarter
  • Optional follow-up sessions and coaching to keep it going

Hiring

  • A full report on each finalist, for owners who already know DISC
  • An optional read-out call to turn each report into interview questions and a plan for the first 90 days
  • A package for up to three finalists, compared side by side on one call

How it runs

From first call to everyday use

  1. Talk

    A discovery call about what's going on with your team and what you want to change.

  2. Assess

    Everyone completes the 15 to 20 minute online assessment, usually about two weeks before the first session.

  3. Debrief

    One-on-one debriefs for individuals, or two team workshops: behaviors first, then Driving Forces.

  4. Use it

    Cheat sheets, team commitments, and personal goals put it to work, with follow-up so it sticks.

What it looks like

A leadership team of nine

A nine-person leadership team in the Edmonton area took the assessment and spent two sessions with their reports. The team map showed one fast, direct D-style leader, three high-C analysts holding the quality standard, and five S and I styles keeping the human side of the team together.

That picture explained the friction. The leader's natural pace was faster than the team's default of gathering data and checking in. Nobody was doing it wrong. They were starting from different places. The team left with a shared language, a plan for one real conversation each, and communication commitments to keep each other to.

Common questions

Before you start

Is DISC a personality test?

It's a behavior assessment. It describes how you tend to act and communicate, not your intelligence, your skills, or your worth. There are no good or bad results.

How long does it take?

15 to 20 minutes online. Your report is ready right away, and I walk you through it in a debrief or workshop.

Can I use DISC to decide who to hire?

Yes, as part of the process. Start with what the role has to deliver, then use DISC with your finalists to see how each one is likely to approach it and to shape sharper interview questions. It tells you how someone works, not whether they have the skills, so pair it with your interviews and reference checks.

What's the difference between my Natural and Adapted graphs?

Natural is your default behavior, the way you act when the pressure is off. Adapted is how your current environment is shaping you right now. A big gap between the two is a sign of strain, worth a conversation but not an alarm.

Do you work with individuals or only teams?

Both. Many owners start with their own report, then bring in their leadership team.

Contact

Find out how your team really works

Start with a 30-minute discovery call. Tell me what's going on, and I'll tell you honestly whether DISC is the right place to start.

Pick a time that works