Assessments are often a good place to start to get a good perspective on a company's personalities and relationships patterns. They can provide an objective, outside metric on a number of different factors and influencers. That said, assessments have the obvious substantial limitation in that they can only provide a very limited perspective on complex and changing human behaviors and personalities. Whatever broad generalizations any assessment provides, we have to realize that it is not the last word, and is barely even the first word about an individual. We have to know that at best, assessments provide "usually" or "often" predictors about people, and so we have to approach results with plenty of flexibility.


DISC measures 4 elements of behavior: 

  • D is for how people respond to challenges, 
  • I is for how people influence others,
  • S is for how people support others,
  • C is for how people behave with rules and structure.

A DISC profile is provided by an easy approximate 10 minute online questionnaire, and can be used in a non-judgmental mode to predict a little about how a person might act in certain situations. It is really an imperfect  measure of 2 spectra: 

  • introversion / extroversion
  • task / relationship orientation.

The DISC is a favorite of Delta Coaching for its simplicity and application over time.


A 360 assessment is a highly detailed profile that is created by perceptions and observations about an individual provided by both the individual and up to 10 or 15 colleagues, direct reports, acquaintances and bosses in an anonymous process.

This is also an online process, and it does require a significant time commitment on the part of all involved.


This assessment provides an in-depth psychological profile that is interesting to the individual but is difficult to gain value from across a larger number of employees.