Writing
Writing on behavioral assessment. Argument, not content marketing.
Pieces worth the time of somebody who already knows this field — practitioners, L&D leads, and buyers who have been disappointed before.
The editorial line
Workplace behavior articles: three rules we write to
Say something a competitor could disagree with. A piece nobody could argue with is a piece nobody needed. If it would sit unchanged on any vendor's site, it does not go on ours.
Write for people who already know. The audience is practitioners and L&D professionals with years behind them. "What is DISC" content is written for search engines, and it reads that way to everyone else.
Be willing to concede. Including where our own instrument is limited, where the evidence is thin, and where a competitor does something well. It is the only thing that makes the rest credible.
Planned
What we intend to write
Why everyone recognizes themselves and nothing changes
The gap between insight and application, and why it is a design problem rather than a motivation problem.
What you can and cannot re-measure after twelve months
Behavioral style is stable. Emotional intelligence is not. Getting that wrong is how development programs end up reporting noise as progress.
The five minutes before a difficult conversation
Where behavior actually changes, and why almost no development product is present for it.
What a certification is worth after the certificate
On day rates, deliverables, and the weeks of unpaid design work nobody quotes for.
Reading a psychometric claim properly
What reliability coefficients mean, what they do not, and the questions to ask any vendor including us.
Team & Leadership Development
Prevent Burnout: Discflow’s Resilience Approach
Summary: Burnout is a significant challenge in today’s workplace, as evidenced by high stress levels and financial impacts reported by Financial Times, Reuters, and PRovoke Media. Discflow leverages DISC assessments to provide proactive strategies for identifying and mitigating burnout by enhancing communication, team dynamics, and individual well-being. Introduction: In today’s demanding business environment, organisations face […]
DISC & Emotional Intelligence
Better Psychometric Results: Why Yours Don’t Work | DISC
DISC & Emotional Intelligence
How Three Empathy Qualities Help Improve Your Business
Empathy is a cornerstone of every successful organisation, shaping teamwork, motivation, and strategy. By fostering empathy in your workplace, you can unlock benefits like increased productivity, profitability, and employee loyalty. At Discflow, we empower businesses to harness empathy through our DISC tools, helping leaders and HR professionals build stronger, more connected teams. Let’s explore how […]
DISC & Emotional Intelligence
Improve Emotional Intelligence: Awareness Tips | DISC
As you socialise at work, at home or around school, you have probably come across individuals who are good listeners. Regardless of how tough the situation might seem for you, they always know how to approach it and what words to use to calm you down. Even if they don’t provide you with a solution […]
Team & Leadership Development
Enhancing Team Success with C Personality Types: How to Collaborate in Your Organisation
If you work with someone who embodies the Compliance (C) personality type from the DISC model, you’ve likely noticed their meticulous, analytical approach and dedication to accuracy. Understanding how to work with C types can elevate your team’s efficiency and problem-solving capabilities. At Discflow, we’re committed to helping organisations harness DISC insights to improve communication […]
Team & Leadership Development
Building Strong Teams with S Personality Types: How to Collaborate in Your Organisation
DISC & Emotional Intelligence
Thriving with I Personality Types: How to Collaborate in Your Organisation
DISC & Emotional Intelligence
Mastering the D Personality: Effective Ways to Work with Them in the Office
If you work with someone who embodies the Dominance (D) personality type from the DISC model, you might notice their bold, results-driven approach. But what does this mean for collaborating with them in the workplace? Understanding the D personality can transform how you work together, whether you’re a leader, co-worker, or team member. At Discflow, […]
DISC & Emotional Intelligence
Top 6 Myths About DISC and Personality Profiling – Debunked by Discflow
With countless myths and misconceptions about DISC and personality profiling tools online, it’s no surprise people are confused. Don’t worry—we’ve created this guide to debunk the most common myths about DISC and help you understand its true value. A Brief History of DISC The DISC model was first proposed by psychologist William Moulton Marston in […]
DISC & Emotional Intelligence
Resolving Conflict in the Workplace with DISC
Workplace conflict is inevitable; with so many different personalities, ambitions, and behaviors clashing against each other conflict will always arise at some point or other. In one report, 26% of employees said that conflict was ‘prominent’ in their workplace. Of course, there’s nothing wrong with productive conflict within a team. In fact, it can be […]
Team & Leadership Development
Why Team Managers Should Become DISC Certified
There are many ways to use DISC in your organisation, from assessments to workshops and training days. However, one of the best ways to get the most value out of DISC profiling is to nominate internal champions to undergo a certification in DISC and embed it effectively in your organisation. While it’s often an HR […]
DISC & Emotional Intelligence
Improving Customer Communication with DISC
When we talk about how DISC can improve communication, we usually discuss communication within the workplace – between team members or with managers, for example. However, while DISC can be an invaluable tool for improving communication between employees, it also has its benefits for communicating with customers. For anyone working in sales, customer service, or […]
The honest alternative
If this is not resourced, do not launch it
A blog with five posts and a date eighteen months old says more about a company than no blog at all — and it is the first thing a careful buyer checks.
Two pieces a quarter that people forward is a better program than twelve nobody finishes. If the cadence cannot be sustained, this page should be held back and the effort put into the evidence summary and the case studies, which do more work per hour spent.
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