A model of behavioural styles and communication for team work.
I help teams see how they act, communicate, and respond to one another in concrete situations.
DISC as a model, not a personality test.
Understand DISCAdd as preferred source on Google
A conversation about behaviour starts with observing it in action.Plain language instead of diagnosis and rigid labels.
DISC describes four dominant behavioural styles: dominant, inspiring, steady, and conscientious. It is a modern development of nineteenth-century temperament thinking, organised by William Moulton Marston. The model is not a clinical diagnosis or a permanent label.
Every one of us carries all four styles, we simply reach for some of them more willingly. Working with the model means using your natural strengths consciously, not putting people into boxes.
Sometimes a role pushes us to behave against our natural preferences. Such adaptation costs energy, and kept up for years it leads straight to burnout. We talk about that too.
The training is for teams that want to understand how they work and talk about collaboration more clearly.
A shared language helps identify where misunderstandings in everyday cooperation come from.
Different preferences can become a constructive topic instead of a source of quick judgement.
Participants examine how to express needs clearly and listen to people who respond differently.
The model gives a team language for discussing behaviour without reducing people to one type.
Training does not change a team for its participants. It offers language, observations, and exercises that can support everyday collaboration.
The team notices different ways of responding: some people want to move fast and be specific, others need time to think. Both approaches make sense, they differ in pace and needs.
With a dominant style you get straight to the point. A steady style dislikes surprises and being pushed to the front. Participants practise these adjustments on their own examples.
Most friction in a team comes from clashing needs, not bad intentions. The model gives the team a language to name those needs directly, without mutual blame.
We start with the team's goal, not with a ready-made label. Then we work through the model, examples, and practical reflection.
I start from a situation that matters to the participants, for example a conflict, a change in the team, or a shared project.
I organise the model with real-life examples, including an animal metaphor: the hare, the donkey, the tortoise, and the chameleon. Every style has its strengths and its traps.
Before any term from the model appears, the group acts first and then observes what felt easy, difficult, and surprising. That experience becomes the starting point for the lecture part.
We close with conclusions for everyday conversations: how to divide work, how to give feedback, and how to talk with a person of a different style.
When the team's goal calls for it, music and boomwhackers create an experience that opens a conversation about listening, response, and collaboration.
A shared boomwhacker game reveals behavioural styles faster than a questionnaire. The group observes itself in action, and the debrief links that experience with the DISC model.
Tubes come in four colours, and DISC also has four styles, so participants point out which colour feels closest to them. From that moment everyone sees their own map of styles in the room.
A certificate, the scale of group practice, and the communities where I use the DISC model.
Issued on 10 May 2023, after training, a mentoring session, and an exam.
Around 4,000 teachers since 2010 and years of work with groups of different sizes, from classrooms to conference halls.
As a speaker at this recurring event, I combine boomwhackers with the DISC model on stage.
I am part of the Academy team in the communication and DISC area.
Realizations with context, role, and public source, including events where DISC and music met in practice.
Format, duration, group size, and pricing depend on the team's goal. We agree the details after a short conversation.
Group training for teams and individual sessions with a report, with an optional music-based variant.
The scope is matched to the team's situation and the goal participants bring to the session.
The model, examples, exercises, and a conversation about applying insights. In the report variant, participants fill in a questionnaire in a chosen context and receive an individual report to discuss.
Agreed individually with the programme, group size, venue, and logistics in mind.
Three articles that prepare your team for a conversation about behavioural styles, before we book the training.
DISC is easiest to understand in shared action, not on slides. The exercise, the questions for the debrief, and what DISC is not.
What a group says about itself before it says anything, the three moments of shared playing where the truth comes out, and the questions for the debrief.
A ready 15-minute opening scenario that turns a room of strangers into a team, with facilitation tips and observations for HR.
These answers help you check the fit before getting in touch.
Tell me what you need. Together, we will work out the format, date, and practical details.
I answer calls on weekdays from 9 am to 5 pm.