Most DISC tools explain what you do; the DISC Flow® model adds why you show up that way at work. By measuring a person’s DISC profile and their Emotional Intelligence (EI) separately, and then combining the two, DISC Flow produces a practical, real-world picture of how someone is likely to communicate, make decisions and respond under pressure. The result? A clearer, more actionable DISC report you can use in coaching, leadership development and team programmes.
Three Factors, One Practical Outcome
DISC Flow looks at three distinct elements that together shape workplace behaviour:
- DISC behaviour type: your natural preferences across Dominance, Influence, Steadiness and Compliance.
- Emotional Intelligence profile: focusing on self-awareness and awareness of others.
- The interaction between the two: determining how your observable behaviour shows up day-to-day and under stress.
Keeping these inputs separate makes the output more precise: you can see when it’s the DISC style driving a response and when higher (or lower) EI is moderating it.
The Pure DISC Constructs Behind DISC Flow
DISC Flow uses the classic four-style DISC framework:
– Dominance (D) – fast-paced, direct and focused on results.
– Influence (I) – outgoing, optimistic and people-centred.
– Steadiness (S) – patient, supportive and consistent.
– Compliance (C) – analytical, measured and quality-driven.
Your DISC personality profile shows how strongly you lean toward each style and how that preference affects communication, decision-making and reactions to stress. Under pressure, most of us revert to type, which is why understanding your DISC style is so valuable.
The Emotional Intelligence Dimensions DISC Flow Measures
While EI can be described in many ways, DISC Flow focuses on the two domains that most directly influence how we show up at work:
– Self-awareness: noticing what you feel and the impact it has on your behaviour.
– Awareness of Others: tuning into how the people around you feel and adapting accordingly.
These two factors expand choice: they create space between stimulus and response so people can respond rather than react. Practically, higher EI means a more mature, considered version of your DISC style; for example, a high-D manager pausing to invite input before driving to a decision, or a high-I salesperson balancing enthusiasm with succinct next steps.
How DISC and EI Interact Inside DISC Flow Reports
Because the two inputs are measured separately, the reports make the interaction explicit:
– DISC Flow Core combines a complete disc assessment (general characteristics, communication style, motivators, stressors) with EI results and targeted development suggestions.
– Leader layers this interpretation for managers – including how to motivate, delegate and give feedback to each DISC style.
– Group aggregates multiple profiles to reveal team-level patterns that influence cohesion and engagement.
– Portrait is the concise, DISC-only option when you need a pure disc profile snapshot without EI.
Why This Approach Outperforms Traditional DISC-Only Reports
- It connects personality with capability. DISC shows preference; EI shows readiness to adapt.
- It’s immediately applicable. Reports translate insight into practical next steps for communication and decision-making.
- It scales from individuals to teams. One model, multiple reports: Core, Leader, or Group.
- It supports better conversations. The EI lens helps people discuss triggers and feedback with less defensiveness.
- It adds depth and context. DISC Flow is the only DISC assessment that combines personality profiling with emotional intelligence.
Practical Examples of Interaction
– High D + high Awareness of Others: pushes for outcomes, pauses to sense impact, invites challenge.
– High I + strong Self-awareness but lower Awareness of Others: brings energy and ideas, uses self-management tactics to avoid talking over others.
– High S + developing Self-awareness: steady and dependable; names discomfort during change and requests clarity early.
– High C + rising Awareness of Others: sets clear standards and provides rationale so detail-sceptical colleagues can follow the logic.
Where DISC Flow Fits in Your People Strategy
Whether you’re refreshing your DISC training, rolling out a leadership programme or seeking a more complete DISC assessment, DISC Flow gives coaches, HR and team leaders a common language that people actually use. If you deliver training in-house, DISC certification equips you to debrief every DISC report with confidence and embed the tools across onboarding, team resets and performance conversations.
Getting Started
If you’re exploring DISC profile options, start with DISC Flow Core for individuals, add Leader for managers and Group for teams, and use Portrait when you want a concise, DISC-only personality snapshot. For internal capability, consider DISC certification through DISC Flow Australia – offered face-to-face, virtually or self-paced – and embed the model through tailored DISC training and facilitation resources.
In Summary
DISC Flow measures DISC and Emotional Intelligence separately, and then shows how they combine in practice. That’s why its DISC assessment and DISC report suite turns insight into action: you get a clear picture of style, the emotional skills to flex it, and straightforward guidance to do the work that matters most – building trust, communication and performance across your organisation.
