This isn't a "nice to have" add-on or a fun team day out. DISC is one of the most commercially useful tools I bring into a business — it sits inside nearly every project I run, because understanding how people behave and communicate directly affects hiring decisions, sales results, and team performance. I'm an accredited DISC coach and licensed trainer, and I've used this inside businesses for years to get commercial results, not just insight for insight's sake.
Leaders who are tired of guessing why communication keeps breaking down, why some hires don't work out, or why a team that should be performing isn't. Recruitment is where most of my experience sits, but the businesses I work with aren't limited to it.
DISC is a behavioural profiling tool, not a personality test — it's about how people naturally behave and communicate, not who they are as a person, in a specific environment. Used properly, it drives:
Helping people understand their natural sales approach, and how to adapt it to win more business or candidates.
Rebuilding trust and communication in teams after change, restructure, or conflict, so people don't leave.
Informing hiring decisions properly and ethically, never as the sole reason to hire or not hire someone, but as a way to ask sharper questions.
Helping leaders adapt how they manage instead of managing everyone the same way and wondering why it's not landing.
A business had been through new leadership, redundancies and a full restructure. Trust was gone, sales were dropping, and the whole team felt deflated. I ran a full team DISC workshop at their January sales conference — everyone profiled, leadership included. They left that one session more positive, with genuinely better self-awareness of who they were working alongside. It was the start of a longer piece of work, but the shift in the room that day was immediate.
A business realised — after doing a DISC workshop — that their internal recruitment process wasn't fit for purpose. I profiled their final-stage candidates, briefed the MD on each one, and built tailored interview questions around each person's strengths, challenges and communication style. Important bit: this wasn't used to decide who to hire — it was used to ask better questions and understand people properly. Result: their words, "best hire we've made in a long time."
