Dominance
Direct and decisive
Driven by results. Moves fast, takes charge and focuses on outcomes. Challenges the status quo and works well under pressure.
Portrait 2.0 · DISC behavioral profile
A DISC assessment for behavior that's felt but rarely understood.
Portrait 2.0 is a DISC assessment that measures behavioral style across four primary and four blended styles, delivered as an individual report covering communication, strengths and blind spots. It turns an intuitive sense of how colleagues work into something a team can name and use.
- DIDominance & InfluenceDriving, persuasive
- IInfluenceExpressive, sociable
- ISInfluence & SteadinessWarm, encouraging
- SSteadinessPatient, consistent
- SCSteadiness & ComplianceMethodical, dependable
- CComplianceAnalytical, precise
- CDCompliance & DominanceExacting, determined
- DDominanceDirect, decisive
- Assessment
- One online questionnaire, untimed, completed in a single sitting. Most people take 10 to 20 minutes. It's the same assessment used for Core 2.0, Leader 2.0, Sales 2.0 and Fit 2.0.
- What it measures
- DISC behavioral style only. Portrait 2.0 does not include the Emotional Intelligence layer, which is the difference between it and Core 2.0.
- Report
- Delivered through FlowHub, the platform where you assign assessments and access results. Typical turnaround to confirm.
- Languages
- Available in multiple languages, with the same instrument and the same model throughout.
Why behavior matters
Understanding behavior should be simple
Behavioral differences are experienced daily and rarely understood clearly. People feel friction without knowing why. The same situation lands differently with different people.
People struggle to describe how they work
Without a shared language for behavior, teams default to personality judgments — "she's difficult", "he's not a team player" — rather than naming the behavioral difference that is actually driving the friction.
Communication styles are misunderstood
What reads as directness to one person reads as aggression to another. What reads as careful consideration reads as indecision. Without awareness, different styles create misunderstanding rather than complementary strength.
Differences create friction rather than value
Behavioral diversity is a strength, but only when it is understood. When it isn't, the same differences that could make a team more effective produce tension and avoidable conflict instead.
The DISC model
What are the four DISC styles? Dominance, Influence, Steadiness, Compliance
Everyone is a combination of all four, with a natural tendency toward one or two. No style is better than another.
Influence
Enthusiastic and collaborative
Energized by people and ideas. Communicates openly, builds relationships quickly, and brings optimism to the work.
Steadiness
Calm and supportive
Values stability, consistency and genuine connection. Works methodically, supports others reliably, and grounds a team.
Compliance
Precise and analytical
Motivated by accuracy and quality. Analyzes carefully, follows process, and raises the standard through attention to detail.
DISC is not about putting people in boxes. It builds a shared vocabulary for behavioral differences that already exist in every team — turning what was previously felt into something that can be named.
What's in the report
What does a DISC report include? Four dimensions
Easy to understand, immediately relevant, and practical to apply.
Behavioral style
The DISC profile — the natural tendencies that shape how someone approaches work, how they communicate, and how they respond to pressure and challenge.
Communication preferences
How they prefer to give and receive information, what makes communication with their style effective, and where differences in style lead to misunderstanding.
Strengths and blind spots
The contributions the natural style makes to the people around them, and the patterns that get in the way — particularly under pressure, or when unnoticed.
Tasks and relationships
How the style shapes their approach to getting things done, and to the working relationships that make that possible. A practical lens on day-to-day behavior.
Included at no extra cost
Even simple insight becomes powerful when it is applied
Every Portrait 2.0 report comes with FlowConnect: coaching guidance written for that person's behavioral profile, reached through the platform whenever it's needed. No waiting for a workshop, and nothing to remember from one.
- The situation
- A colleague responds to your idea with silence. You're not sure whether they're thinking, disagreeing or disengaged — and the silence is starting to feel uncomfortable.
- Default behavior
- Fill the silence. Push harder. Withdraw. Read it as resistance. Most people respond in line with their natural style, which may push the other person further away or close the conversation down.
- One shift to try
- Name it, ask one question, wait."I'm not sure where you've landed on this."Then ask one specific question and wait for the answer.
What changes
Consistent rather than dramatic
Small shifts in how people understand themselves and each other, applied regularly.
More effective communication
Conversations become clearer and faster, and less likely to be misread — because people understand their own style and the styles around them.
Better collaboration
Behavioral differences become a source of strength rather than friction. Teams that understand each other complete work with less effort and fewer misalignments.
A shared language
A common vocabulary for how people work, which makes it easier to raise issues and adapt to each other without it becoming personal.
Who it's for
Anyone who works with people
People new to behavioral assessment
Who want a clear, direct read on their own style, in a report they can act on the same day they receive it.
Teams improving communication
Who want a shared starting point for understanding behavioral differences, and a common language for talking about how they work together.
Organizations starting out
Who want a foundation for more advanced development — awareness and a common framework first, deeper insight after.
Portrait 2.0 is the scale choice, and for a lot of rollouts it is the right one. At 7 tokens it is the lowest cost per person in the suite, which is what makes it viable to give several hundred people a common vocabulary rather than a selected few. A shared language only works if everyone actually has it.It is also the honest choice when the goal is awareness rather than development. Portrait tells someone how they behave, clearly and usefully. When the goal changes — when the question becomes not just how someone behaves but how well they adapt it — Core 2.0 adds the Emotional Intelligence layer on exactly the same foundation, so nothing already learned is wasted.A workshop alongside the report turns individual insight into shared understanding across a team, which is what makes every subsequent conversation easier.
Practical detail
How it actually runs
| Assessment | One online questionnaire, untimed, completed in a single sitting. Most people take 10 to 20 minutes. It's the same assessment used for Core 2.0, Leader 2.0, Sales 2.0 and Fit 2.0. |
|---|---|
| What it measures | DISC behavioral style only. Portrait 2.0 does not include the Emotional Intelligence layer, which is the difference between it and Core 2.0. |
| Report | Delivered through FlowHub, the platform where you assign assessments and access results. Typical turnaround to confirm. |
| Languages | Available in multiple languages, with the same instrument and the same model throughout. |
| Cost | 7 tokens per report, the lowest in the suite. The rate per token improves with volume, and tokens don't expire. |
| Support | Debrief structures, facilitation guides and workshop materials, whether we deliver with you or you deliver yourself. |
| Evidence base | Construction and measurement are documented in the Discflow 2.0 Technical Manual, available to qualified users on request. The evidence summary |
What it isn't for
Portrait 2.0 is a development tool. It is not designed or supported for selection, hiring or promotion decisions, and nothing in the report should be used to make one.
Common questions
Portrait 2.0 questions
What are the four DISC styles?
Dominance, Influence, Steadiness and Compliance — the last of which is called Conscientiousness in some DISC models. Portrait 2.0 also reports four blended styles: DI, IS, SC and CD.
What is the difference between Portrait 2.0 and Core 2.0?
Portrait 2.0 measures DISC behavioral style only. Core 2.0 adds the Emotional Intelligence layer on the same foundation, so it reports not only how someone behaves but how well they adapt it.
How long does a DISC assessment take?
Portrait 2.0 is untimed and most people complete it in 10 to 20 minutes, in a single sitting.
Is DISC a personality test?
Partly, and the distinction matters. DISC measures behavior, which is the outward, observable expression of the internal drives usually grouped as personality — so it does describe aspects of personality. What it does not do is assign a fixed inner type. Behavior is the layer that shows up in a meeting and the layer someone can adapt, which is why it is the useful one for development.
How much does Portrait 2.0 cost?
Seven tokens per report, the lowest in the suite. The rate per token improves with volume and tokens do not expire. We quote against a fixed rate card rather than publishing a figure.
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