DISC behavioural profiling systems
Our Geelong, Ballarat and Melbourne-based practitioners deliver DISC profiling Australia-wide
Leadership at Work is a partner with, and distributor of, Discover Profiles.
As such we are able to offer heavily discounted profiles and supplementary support services.
DISC is a behavioural profiling tool designed to provide people with insights into their individual behavioural preferences, adaptive behaviours to their current workplace. It provides indicative motivations, likely driving observable behaviour as well as an overview of their probable communication style.
DISC profiling
Behaviour (in any form) will impact upon job performance and team productivity. Utilising behavioural profiling as a risk-mitigation approach to recruitment, performance management and team building continues to be a highly credentialled approach.
DISC profiles give people a practical, easy-to-understand language for behaviour at work. By identifying how individuals prefer to communicate, make decisions, respond to pressure and collaborate, DISC helps employees build stronger self-awareness and adapt their approach with greater confidence. The result is clearer conversations, fewer misunderstandings and more productive working relationships.
For individuals, DISC turns behavioural insight into performance improvement. Team members learn how to recognise their strengths, manage blind spots, handle conflict constructively and tailor their communication to different personalities. This creates faster alignment, better engagement and a stronger ability to influence, lead and contribute in ways that suit both the person and the role.
At a company level, DISC supports a more connected, efficient and accountable culture. When teams understand behavioural differences, managers can coach more effectively, delegate with purpose and reduce friction before it becomes costly. The payoff is improved collaboration, stronger leadership conversations, higher productivity and a workplace where people spend less time navigating miscommunication and more time delivering results.
Our DISC products can:
- Support candidate selection (including job profile matching)
- Provide insights into individual and team ‘under-performance’
- Support performance management approaches and interventions
- Support coaching and mentoring
- Support effective communication norms and standards
DISC accreditation
Professional accreditation for OD / HR partners, L&D partners and senior staff
DISC accreditation, by Leadership At Work, in partnership with Discover Profiles, enables accredited individuals to interpret and facilitate DISC profiles and related processes effectively. Accredited individuals also receive discounts on individual and bulk DISC profile purchases (individual and job profiles).
DISC is a practical behavioural profiling framework that helps people understand how they tend to communicate, make decisions, respond to pressure and work with others. It describes observable workplace behaviour across four core dimensions – dominance, influence, steadiness and compliance – and translates these insights into a common language that HR professionals, leaders and employees can use to improve self-awareness, communication, coaching conversations and team effectiveness.
For HR professionals, DISC is most valuable when used as a validated development and decision-support tool. In recruitment, this makes DISC useful for structured interview preparation, exploring behavioural fit, onboarding planning and identifying likely communication or working-style preferences, provided it is used alongside job analysis, interviews, reference checks and other objective evidence.
In performance management, DISC can strengthen the quality of feedback, coaching, delegation and development planning by helping managers adapt their approach to individual behavioural preferences. When interpreted by accredited practitioners, DISC can support fairer, more consistent conversations about strengths, potential pressure points and development needs. Used ethically and in combination with sound HR processes, it gives organisations a practical way to improve engagement, team alignment and performance without reducing people to a label or profile.
Job profiling
Utilising DISC to profile the human characteristics of a job has been a little historically controversial. Perhaps the reason for this is that it has been incorrectly utilised, or at least misunderstood as a genuine tool for improving candidate suitability.
DISC job profiling requires a panel of knowledgeable stakeholders (typically an HR partner, senior manager and a relevant third party) to identify the behavioural characteristics that would reasonably facilitate high performance.
Meet your DISC profiling experts
Our team brings practical experience to help you define direction and achieve meaningful outcomes.
DISC profile case study
An engineering firm requires the services of a Health, Safety, Quality & Environment Manager as part of a major roads upgrade.
As a result of the DISC profiling process, it was agreed that the company require a candidate who is highly organised and very focused on ensuring compliance, whilst working with (not against) works teams to focus objectively on project goals.
After completing the job profile questionnaire, the panel is surprised to realise they are looking for candidates who prefer C (compliance) style behaviours.
The selection panel can now utilise this information, alongside candidate DISC profiles to explore potential misalignment between the candidates default behavioural style and the indicative style of the job.
Here is a sample of a candidate profile compared against the job profile.
Job profiling involves an investment of approximately two hours by the panellists. This can be facilitated by one of our DISC consultants or can be facilitated internally (with support from us).