Managing DiSC assessments for a handful of employees is simple enough to track in a spreadsheet. Managing them for an entire organization, across multiple departments, cohorts, and training dates, is a different challenge entirely. That is the exact problem the EPIC Account Center was built to solve, and it is why so many HR professionals, consultants, and Learning and Development teams rely on it to run their DiSC and Five Behaviors programs.

Having a powerful admin platform is only half the equation. Knowing how to use it well is what actually saves time, keeps reporting clean, and makes a growing DiSC program easy to manage instead of a source of administrative headaches. Here is what we recommend to administrators who want to get the most out of their EPIC account.

What the EPIC Account Center Actually Does

EPIC stands for Electronic Profile Information Center, and it gives administrators full control over the assessment process from start to finish. Instead of purchasing and distributing assessments one at a time, an EPIC administrator can assign profiles, track completion, generate reports, and archive every learner's results in one private, organized account.

The platform supports the full range of Everything DiSC assessments, along with Five Behaviors of a Cohesive Team evaluations, which makes it a true hub for organizations running more than one type of development program. For administrators juggling multiple client accounts or multiple internal departments, that consolidation alone is a significant time saver.

Organize Reports by Team, Department, or Training Date

The single most common mistake new EPIC administrators make is treating every assessment as a one-off event instead of building a system for it from day one. EPIC allows you to categorize and label reports as you go, so a program that starts with ten participants can scale to hundreds without becoming disorganized. Set your categories before you start assigning profiles rather than trying to sort everything retroactively.

Standardize Your Branding Across Every Report

EPIC lets administrators add their organization's logo and contact information to every report generated through the platform. For internal HR and Learning and Development teams, this creates a consistent, professional experience for employees. For consultants and facilitators managing programs for outside clients, branded reports reinforce your role as the expert delivering the program, not just a pass-through vendor.

Choose the Account Package That Matches Your Program's Size

EPIC accounts are built around a credit system, and credits are purchased in advance and never expire, which means unused credits simply carry forward to your next program. Administrators running smaller or occasional programs typically start with the EPIC Admin Account Starter Package, while those managing ongoing, higher-volume programs often find the EPIC Admin Account Premium Package a better fit. Matching your package to your actual volume, rather than over-buying or under-buying, keeps the cost per assessment predictable as your program grows.

Use Comparison and Group Reports to Deepen Team Insight

Individual assessment results tell you a lot, but team-level reporting is where EPIC becomes especially valuable for facilitators and HR leaders. A DiSC Facilitators Report gives you a consolidated view of an entire group's styles at a glance, which is useful for planning a training session before it happens. A DiSC Group Culture Report goes a step further, showing how a team's collective style patterns shape its overall culture. Both are available through your EPIC account at no additional charge and are worth building into your standard reporting routine rather than treating as optional extras.

Build Repeatable Workflows for Recurring Programs

If your organization runs DiSC or Five Behaviors of a Cohesive Team programs on a recurring basis, whether quarterly onboarding cohorts or an annual leadership development series, build a repeatable checklist inside EPIC for assigning profiles, naming conventions, and report distribution. A little structure up front means every new cohort takes minutes to launch instead of requiring you to reinvent the process each time.

Administering Assessments Efficiently at Scale

A few habits separate administrators who manage EPIC smoothly from those who feel like they are constantly catching up.

• Assign profiles as soon as a cohort is confirmed, since results and PDF reports are available quickly once a participant completes their assessment.
• Review your archived reports periodically rather than only when a manager requests one, so nothing is lost in a growing account.
• Keep participant naming consistent across cohorts, which makes historical reports far easier to search later.
• Take advantage of complementary customer support if you run into a question about administration, rather than guessing at a workaround.

Supporting Facilitators and Growing Internal Capability

Many organizations start out relying on an outside facilitator and gradually build internal capability as their program grows. If that describes your organization, Everything DiSC Certification is worth exploring for the internal staff who will eventually own facilitation. A certified internal facilitator paired with a well-organized EPIC account gives an organization everything it needs to run DiSC and Five Behaviors programs independently, while still having Profile Assessments' team available for guidance when needed.

Manage Your DiSC Programs With Confidence

A well-run EPIC account turns DiSC and Five Behaviors administration from a recurring chore into a repeatable, scalable process. With the right organization, the right package,  a few consistent habits, and EPIC Administration best practices, HR professionals, consultants, and Learning and Development teams can spend less time on administration and more time on what actually matters, helping people grow.

Contact Profile Assessments today to learn how the EPIC Account Center can help your team manage DiSC assessments, participant reporting, and facilitator workflows more efficiently.

Every team runs into the same quiet problem. One person sends a two-line email and moves on. Another rereads that same email three times, wondering if something was left out. A manager wants to talk through a decision out loud before committing to it, while a teammate wants time alone to think it through first. None of these people are doing anything wrong. They are simply wired to communicate differently, and when a team does not understand those differences, small friction points add up into real collaboration problems.

That is where the Myers-Briggs Type Indicator (MBTI) assessment earns its place as a workplace communication tool. Built on Carl Jung's theory of psychological types and developed by Katharine Cook Briggs and Isabel Briggs Myers, the MBTI framework gives teams a shared, research-backed language for talking about how people naturally take in information, make decisions, and interact with others.

Why Communication Styles Cause So Much Workplace Friction

Most workplace miscommunication is not a knowledge problem. It is a style problem. Two capable, well-intentioned employees can read the exact same instructions and walk away with different expectations, simply because they process information differently. One wants detail up front. Another wants the big picture first and the details later. One prefers to think out loud in a meeting. Another prefers to send thoughts in writing after having time to reflect.

Left unaddressed, these mismatches show up as missed deadlines, repeated misunderstandings, and team members who quietly disengage because they feel unheard. The good news is that these patterns are predictable, and once a team can name them, the friction becomes much easier to manage.

What the MBTI Framework Actually Measures

The MBTI instrument sorts communication and decision-making preferences into four dichotomies.

• Extraversion and Introversion describe where a person draws energy, whether that is from interacting with others or from quiet, independent reflection.
• Sensing and Intuition describe how a person prefers to take in information, whether through concrete facts and details or through patterns, possibilities, and the bigger picture.
• Thinking and Feeling describe how a person prefers to make decisions, whether by weighing logic and consistency or by weighing impact on people and values.
• Judging and Perceiving describe how a person prefers to approach structure, whether through planning and closure or through flexibility and staying open to new information.

Together, these preferences combine into sixteen distinct personality types, and each type brings a recognizable communication pattern into meetings, emails, and everyday collaboration.

How These Preferences Show Up in Everyday Communication

A team that understands MBTI communication styles in the workplace starts to notice patterns they may have puzzled over for years. An Extraverted colleague who processes ideas out loud in a meeting is not being scattered. They think by talking. An Introverted colleague who goes quiet after a big announcement is not disengaged. They are processing before they respond, and they will often contribute more once they have had that time.

A Sensing team member who asks for specific numbers and examples is not difficult. They build confidence in a decision through concrete evidence. An Intuitive team member who jumps to what a change could mean six months from now is not getting ahead of themselves. They are wired to think in possibilities first.

Thinking and Feeling preferences show up just as clearly in how feedback lands. A Thinking-preference manager who delivers direct, matter-of-fact feedback intends it as respectful honesty, while a Feeling-preference employee may need that same feedback framed with more attention to tone and impact to hear it the way it was meant. Neither approach is wrong. They are simply different starting points that a team can learn to bridge.

Turning MBTI Insight Into Team Communication Strategies

Understanding individual preferences is only the first step. The real value comes from applying that insight to how a team actually works together. Teams who put MBTI communication styles into practice in the workplace tend to see a few consistent shifts.

• Meetings run more smoothly because facilitators build in both discussion time for Extraverted thinkers and reflection time for Introverted thinkers.
• Written communication improves because senders learn to pair the big picture with the supporting detail, serving both Sensing and Intuitive readers.
• Feedback conversations become more productive because managers adjust tone and framing to the person receiving it, not just the message itself.
• Conflict resolution becomes less personal because team members can name a communication mismatch instead of assuming bad intent.

Our MBTI Communication Style Report was built specifically to help teams put these shifts into practice, translating individual type results into practical, everyday communication strategies.

Options to Match Where Your Team Is Starting

Profile Assessments offers several ways to bring MBTI communication insight into your organization, depending on your goals.

For individuals who want a foundational understanding of their own type, the MBTI Profile Report (Step I) introduces the four dichotomies and how they show up in daily work. For teams who want to see how their combined styles interact, the MBTI Team Report maps the group's overall communication tendencies and highlights where gaps are most likely to appear. For leaders who want a facet-level view beyond the four broad preferences, the MBTI Step II Profile offers a more detailed picture of how each preference plays out in practice.

Organizations that want guided support in applying these insights can add a one-on-one coaching session with a certified facilitator, or pair MBTI results with a complementary tool like Everything DiSC Workplace for an even fuller picture of team communication dynamics.

Build a Team That Communicates Better

Personality differences will always exist on a team. What separates high-performing teams from frustrated ones is whether those differences are understood or ignored. MBTI communication styles give your team a shared vocabulary for working with those differences instead of around them, which means fewer misunderstandings, stronger collaboration, and a team culture where every communication style is heard.

Contact Profile Assessments today to learn how MBTI communication styles in the workplace can help  improve team collaboration, communication, and performance at a higher level.

Ask any experienced business owner or HR professional what separates a good manager from a great one, and the conversation rarely ends with technical skills. It ends with communication. It ends with self-awareness. It ends with the ability to read a room, respond to stress well, deliver hard feedback with care, and keep a team engaged when priorities shift. In other words, it ends with emotional intelligence.

That is why more and more organizations are investing in emotional intelligence assessments for managers. In today's competitive and fast-paced workplace, effective leadership is more than a measure of skills and IQ. Leaders must possess the right values, behaviors, and emotions, using their emotional intelligence to influence leadership and drive team performance. Assessments give managers the data and language they need to actually develop those skills.

Why EQ Has Become a Critical Leadership Skill

It’s no secret that EQ is critical to the success of leaders and team members. What has changed is how visible that fact has become inside modern organizations. Teams today are more diverse, more distributed, and more sensitive to how they are led. A manager who lacks self-awareness is quickly noticed. A manager who cannot regulate their own emotions during a stressful launch or a difficult performance conversation quickly loses credibility. A manager who cannot read the room or connect with individual team members struggles to retain talent.

For business owners and HR professionals, this creates a very practical challenge. Technical training is easy to source. EQ development is harder, because most managers don’t have an accurate view of their own emotional patterns. They can’t see what they cannot measure. That is exactly the gap emotional intelligence assessments for managers are built to close.

The Two Core EQ Assessments and How They Work Together

Profile Assessments offers two Emotional Intelligence 2.0 tools that support manager development. They can be used independently of one another or collectively as a powerful resource to impact both individual development and team performance.

The EQ-i 2.0 focuses on the individual leader. It gives a manager a clear view of their own emotional intelligence, their strengths, and their areas for growth, along with an actionable plan for improvement.

The TESI (Team Emotional and Social Intelligence) assessment focuses on the team. It creates a team 360 experience where team members rate the team's skills from their own perspective, giving managers a data-backed view of how their team actually feels and functions.

Together, these two tools give managers and their organizations a complete picture. The manager improves as a communicator and leader, while the team becomes stronger as a group.

Inside the EQ-i 2.0 Assessment for Managers

The EQ-i 2.0 is the latest EQ assessment that builds on the success of the original EQ-i. The Emotional Intelligence 2.0 test for leaders provides an easy, step-by-step program for increasing emotional intelligence using the four core EQ skills:

1. Self-awareness
2. Self-management
3. Social awareness
4. Relationship management

Each area provides a full analysis of areas for development and areas of strength, and the result is a personal development plan with a focused approach to exceeding goals and achieving a manager's full potential.

Rather than telling a manager, "You need better communication skills," the EQ-i 2.0 shows them exactly where their communication challenges start. Perhaps a manager reacts strongly under pressure because their self-management skills need work. Perhaps another manager reads the room accurately but struggles to build lasting relationships. The assessment doesn’t just describe the problem; it points to the specific EQ skill to develop first.

Building Personal Competence: Self-Awareness and Self-Management

Personal competence is a manager's ability to remain aware of their emotions and manage their personal behavior. It combines an analysis of self-awareness and self-management skills, and it is the foundation of every difficult leadership conversation a manager will ever have.

A self-aware manager notices when a comment lands wrong before it turns into a bigger problem. A self-managed manager can hold their reaction, choose their words carefully, and respond with intention instead of instinct. When these two skills are strong, everything from performance reviews to change announcements is easier. When either skill is underdeveloped, the same manager can undermine trust without ever realizing it.

Building Social Competence: Social Awareness and Relationship Management

Social competence is a manager's ability to understand other people's moods, behavior, and motives in order to improve the quality of their relationships. It combines an analysis of social awareness and relationship management skills, and it’s what turns a technically strong manager into a genuinely effective leader.

A socially aware manager can pick up on the quiet frustration of a team member who has been overlooked, or the enthusiasm of one who is ready for more responsibility. A manager with strong relationship management skills can turn those observations into meaningful action, whether that’s a well-timed conversation, a new stretch assignment, or a shift in how meetings are run.

Actionable EQ Development

One of the strongest aspects of the EQ-i 2.0 is that it doesn’t stop at self-discovery. The assessment includes strategies to apply emotional intelligence for immediate results, examples of how to apply EQ in day-to-day situations, and opportunities to explore ways to increase both personal and social emotional intelligence. That focus on application is a core part of the Profile Assessments approach: An assessment is only as valuable as the behavior change it produces.

Taking Emotional Intelligence to the Team Level With TESI

Even the most emotionally intelligent manager cannot fully understand their team's dynamics from the inside. That’s why the TESI assessment is such a powerful companion to the EQ-i 2.0. Each member of the team has the opportunity to rate the team's skills from their own perspective, and team members and leaders receive a detailed report that helps them understand levels of identification with the team, satisfaction, engagement, and perceived skills in areas such as communication and conflict resolution.

Multiple reporting groups (external teams) can also measure the team, providing valuable insight into how the team perceives itself and how other external teams evaluate the team's performance.

TESI measures seven scales:

• Team Identity: The level of connection members feel on the team
• Motivation: The team's internal resources for generating and sustaining the energy necessary to get the job done well and on time
• Emotional Awareness: Insight into how team members accept and value one another, which reflects team trust
• Communication: How well team members listen, encourage participation, share information, and discuss sensitive matters
• Stress Tolerance: Whether team members feel safe with one another and whether they step in when someone needs help
• Conflict Resolution: How willing the team is to engage in conflict openly and constructively
• Positive Mood: How well the team deals with pressure and the overall attitude of the team

For a manager focused on improving leadership communication, TESI provides something that no self-assessment can: an honest view of how communication actually feels to their team. Combined with the EQ-i 2.0, this gives leaders a full picture of where they are, where their team is, and how to close the gap.

Choosing the Right EQ Assessment for Your Organization

Profile Assessments offers several EQ tools to match different development goals. Individual managers can start with the EQ-i 2.0 Workplace Report or the EQ-i 2.0 Leadership Report for focused personal growth. Teams can use the EQ-i 2.0 Group Report to understand how EQ shows up collectively. And for a full 360 experience, the EQ Workplace 360 and EQ Leadership 360 provide multi-rater feedback that gives leaders a well-rounded view of how they are perceived by peers, direct reports, and stakeholders.

For business owners and HR leaders, flexibility matters. You can start small with a single leader, roll out an assessment across an entire management team, or build a comprehensive EQ development program that spans individuals, teams, and 360-degree feedback.

Develop Managers Who Communicate, Connect, and Lead

Leadership communication is not a talent some managers are born with and others are not. It is a set of skills built on emotional intelligence, and it can be measured, developed, and strengthened over time. With the right emotional intelligence assessments, your managers can gain the self-awareness, social awareness, and relationship skills that turn good performers into leaders their teams genuinely want to follow.

Contact Profile Assessments today to learn how the EQ-i 2.0, TESI, and the broader EQ assessment suite can help your managers improve leadership communication, strengthen team dynamics, and drive stronger workplace results.

Cross-functional work has become the way modern organizations get things done. Product launches, customer initiatives, digital transformations, and strategic projects all depend on people from different departments coming together, aligning quickly, and delivering results. On paper, it sounds straightforward. In practice, most business owners, managers, and HR professionals know how quickly the wheels can come off.

Marketing and sales want different things. Product and engineering measure success differently. Operations, finance, and customer service each bring their own priorities to the table. When those groups have to work as one team, small misalignments can turn into stalled projects and strained relationships. That is exactly where the Five Behaviors for cross-functional teams framework becomes so valuable.

Why Cross-Functional Collaboration Is So Hard

Traditional teams share a manager, a set of goals, and a common way of working. Cross-functional teams have none of that. Members come from different reporting structures, different metrics, and different subcultures. Even the vocabulary can be different. What "done" means to engineering is not always what "done" means to marketing, and neither may match how sales defines it.

Add in the fact that cross-functional teams often form quickly, sometimes with people who barely know one another, and you have a recipe for the kind of low-trust, low-clarity dynamic that slows everything down. Meetings run long, decisions get revisited, ownership blurs, and the loudest voices dominate while quieter contributors hold back. Productivity suffers, and so does morale.

Solving that problem is not about adding more meetings or better project software. It is about building the underlying team behaviors that let people from different backgrounds trust each other, disagree productively, and commit to shared results. That is the entire purpose of the Five Behaviors of a Cohesive Team™.

What the Five Behaviors Model Actually Teaches

The Five Behaviors of a Cohesive Team is a groundbreaking alignment between the best-selling book Five Dysfunctions of a Team and Everything DiSC® profile assessments. Intact teams undergo a team performance assessment and create a benchmark against which to measure actionable strategies over time to increase team cohesiveness.

The Five Behaviors Model is based on five critical areas for developing high-performing teams:

1. Building Trust Across the Team
2. Mastering Conflict and Working Toward Healthy Debate
3. Team Commitment Through Clarity and Buy-In
4. Peer Accountability
5. Achieving Collective Results

These behaviors build on one another. Without trust, teams cannot engage in healthy conflict. Without healthy conflict, they cannot achieve real commitment. Without commitment, accountability breaks down, and without accountability, results slip. For cross-functional teams, every one of these behaviors carries extra weight because none of them can be assumed at the start of a project.

Applying the Five Behaviors to Cross-Functional Teams

1. Building Trust Across Department Lines

Trust is the foundation of team collaboration, and it is also the hardest thing to build across departments. People coming together from marketing, sales, product, and operations often start with unspoken assumptions about each other's motives, competence, or agenda.

Workplace trust building starts with helping team members understand one another as individuals rather than as department representatives. The Five Behaviors process creates the conditions for that kind of trust to form quickly, so the team can get past introductions and into real work.

2. Turning Cross-Functional Conflict Into Healthy Debate

Cross-functional teams face more disagreement than any other kind of team, and that is not a flaw. Different departments bring different perspectives, and those perspectives are exactly what makes cross-functional collaboration valuable in the first place. The problem is that many teams either avoid conflict entirely (leading to false alignment and later frustration) or handle it destructively (leading to defensiveness and disengagement). Mastering conflict and working toward healthy debate helps teams treat disagreement as a signal, not a threat, so the best ideas rise to the top.

3. Building Team Commitment When Priorities Compete

When a marketing lead and a product lead each answer to different bosses with different quarterly goals, real commitment to a shared cross-functional plan can be tough to secure. Team commitment through clarity and buy-in means everyone on the team leaves each decision knowing exactly what was agreed to and why, even if they didn’t personally get their preferred outcome. That clarity is what stops the endless "wait, what did we decide?" conversations that plague cross-functional projects.

4. Creating Peer Accountability Without Formal Authority

On a cross-functional team, no one has authority over the others. That’s what makes peer accountability the single most valuable behavior to develop. When team members hold one another to commitments (respectfully and directly) the team stops relying on escalation and starts running itself. Five Behaviors training gives team members the language and the confidence to have those accountability conversations across department lines.

5. Achieving Collective Results Over Departmental Wins

Every cross-functional team faces the pull of departmental scorecards. Sales wants to hit its number. Marketing wants to hit its pipeline goal. Product wants to hit its roadmap. Achieving collective results means the team measures its success by the shared outcome first and by individual metrics second. When that shift happens, cross-functional collaboration becomes the default rather than an exception.

How the Assessment Process Works for Cross-Functional Teams

The Five Behaviors process is designed for intact teams and work teams, including cross-functional groups that need to perform together over time. The initial session of the cohesive team behavior training program provides teams with a benchmark of performance across the Five Behaviors. A deep dialogue experience drives authentic conversation, uncovering behaviors that may be preventing the team from achieving higher performance.

For cross-functional teams, that benchmarking conversation is often revelatory. Team members discover that misunderstandings they attributed to personality clashes were actually gaps in trust or clarity. They see, in the data, where the team is strong and where it is stuck. And they leave with a shared plan for improving.

Key takeaways from the process include:

• A stronger foundation of trust that fuels commitment and accountability across the team
• The ability to make faster and better decisions
• Access to the strengths and opinions of every team member, not just the loudest voices
• A recognition of how to avoid wasting energy on politics, confusion, and destructive conflict
• Increased cohesiveness that leads to higher performance and collective results

Two Options to Match Your Team's Situation

The Five Behaviors offers flexible formats to match how cross-functional teams actually work.

Five Behaviors of a Cohesive Team Powered by DiSC™. This is the assessment for intact cross-functional teams who will work together for an extended period. It combines the Five Behaviors model with Everything DiSC feedback, giving every team member a personalized view of how their communication style influences team dynamics. It is a strong fit for long-running project teams, leadership committees, and steering groups.

Five Behaviors Personal Development Assessment. For organizations where cross-functional collaboration is constant but team memberships shift, the Personal Development Assessment focuses on developing individuals as strong team players. It teaches people to bring Five Behaviors skills to whatever team they join next, which is exactly what modern cross-functional environments require.

Measuring Progress Over Time

One of the most valuable pieces of the program for cross-functional teams is the ability to measure improvement. Both versions of the cohesive team behavior training program offer the opportunity to retest the team and generate a progress report at a future point. This valuable feedback provides teams with the opportunity to measure progress over time, and progress reports are available at no additional cost.

For an HR leader or business owner investing in cross-functional collaboration, that longitudinal view is essential. It shows whether the team is actually getting stronger, where the remaining gaps are, and how to keep the momentum going.

Build a Cross-Functional Team That Truly Works Together

Cross-functional projects will always be complex, but the collaboration problems that come with them are solvable. The Five Behaviors framework gives your teams the trust, communication training, and shared language they need to turn departmental differences into competitive strengths.

Reach out to Profile Assessments today to learn how the Five Behaviors of a Cohesive Team can help your cross-functional teams improve collaboration, build trust, communicate better, and deliver stronger collective results.

The shift to hybrid work has changed the rules of leadership. Teams are no longer gathered around the same conference table every morning. Some members are in the office two days a week, others are fully remote, and some are spread across multiple time zones. For HR professionals, business owners, and managers, that distance creates a very real challenge: How do you build strong communication and trust when your people are rarely in the same room?

This is exactly where DiSC leadership training for hybrid teams becomes a strategic advantage. By giving leaders and employees a shared language for understanding communication styles, DiSC helps teams work together effectively, whether they're collaborating face-to-face, on a video call, or through a quick chat message late on a Friday afternoon.

Why Hybrid Teams Need a Shared Communication Framework

When a team works in the same physical space, much of communication happens passively. People pick up on tone, body language, and unspoken cues without realizing it. In a hybrid environment, those cues largely disappear. A short email can feel cold. A direct message can be misread. A quiet team member on a video call can be misinterpreted as disengaged.

Without a framework to interpret these differences, small friction points compound into bigger problems such as misunderstandings, lower trust, slower decision-making, and disengaged employees. To improve team communication in a hybrid setting, leaders need more than good intentions. They need tools that make the invisible visible, and that's the role DiSC plays.

How Everything DiSC Workplace Strengthens Hybrid Team Communication

Everything DiSC Workplace is the number-one best-selling Everything DiSC assessment for individuals, teams, and leaders. It provides valuable feedback about how to improve employee communication to drive team building, trust building, career development, and conflict management, every one of which is critical in a distributed workforce.

Each participant receives a 20-page narrative report that includes:

• How priorities shape their workplace experience
• What motivates them at work and what causes them stress
• How their DiSC style interacts with other DiSC styles
• Strategies to increase effectiveness across DiSC styles
• Tools for building more effective relationships across DiSC styles

For a hybrid team, this kind of insight is gold. A manager who understands how a "Conscientious" team member processes information differently from an "Influence" team member can adjust how they share project updates, schedule check-ins, and deliver feedback over Slack or Zoom. Suddenly, those small daily interactions that used to cause friction become opportunities to connect.

DiSC Tools Designed for Remote Leadership Development

One of the strongest cases for DiSC in remote leadership development is the suite of tools designed specifically to support distributed teams. These extend the value of the assessment far beyond a single training session.

MyEverythingDiSC.com mobile app

Hybrid teams need on-demand resources, and the MyEverythingDiSC.com platform delivers exactly that. Anyone who completes an Everything DiSC assessment gains access to this dynamic learning portal, where they can:

• Access their DiSC profile anytime from any device
• Compare DiSC styles with team members and learn tips to increase communication effectiveness
• Create group maps to leverage team strengths and manage gap areas
• Learn more about the level of intensity of their results across priority areas
• Listen to a podcast specifically about their DiSC style

For employees working from home, on the road, or in a satellite office, this kind of always-available resource keeps DiSC principles top of mind in everyday situations.

Comparison Reports

Complementary Comparison Reports can be generated for any two individuals who need to work more effectively together. Each person receives a personalized report comparing their style with that of a specific teammate, perfect for cross-functional partnerships, manager-employee pairings, or project leads collaborating across locations.

Team-level reports

The Everything DiSC Workplace Facilitators Report and Group Culture Report provide a team composite and breakdown of team results that help improve employee communication, leverage team strengths, and manage challenge areas for increased team performance. For HR leaders rolling out training across multiple departments or geographies, these reports surface patterns that would otherwise be invisible in a hybrid setting.

Strengthening Leadership Through DiSC Certification

For organizations that want to embed this work into their long-term leadership development strategy, the Everything DiSC Certification is a powerful next step. It's a blended learning experience that combines self-directed challenges and live virtual sessions, making it uniquely well-suited to hybrid organizations that need flexible, scalable training.

Included with the certification fee:

• A free EPIC account with 24/7 administrative access to generate online DiSC assessments and team reports 
• The Everything DiSC Workplace on Catalyst Profile
• Access to the Catalyst Learner's Platform
• Complementary coaching with professionally certified trainers to help customize the DiSC experience for employees or clients
• Hands-on exercises and team challenges to help shift behaviors and put DiSC principles into action
• The opportunity for SHRM credential holders to earn 15 Professional Development Credits

For organizations that prefer to deliver Workplace training internally, the Everything DiSC Workplace Facilitators Kit makes it easy. Each of the 90-minute modules is fully scripted and includes collaborative activities and videos, along with a customizable PowerPoint, Facilitator's Guide, and handouts, all of which can be adapted for in-person, virtual, or hybrid delivery.

Build Connected, Communicative Hybrid Teams

Hybrid work isn't going away, and neither are the communication challenges that come with it. With DiSC leadership training for hybrid teams, you can give your leaders and employees the self-awareness, vocabulary, and practical tools to communicate effectively no matter where they're sitting.

Reach out to Profile Assessments today to learn how Everything DiSC Workplace and the broader DiSC suite can improve team communication and strengthen team collaboration across your hybrid workforce!

Modern buyers have more information, more options, and more skepticism than ever before. By the time a prospect actually talks to a salesperson, they've often already researched competitors, read reviews, and built their own opinions. In that environment, the salespeople who close deals are the ones who can build genuine trust quickly and meet customers where they are.

That's the heart of effective DiSC Sales training, and the reason it has become a go-to resource for business owners, HR professionals, and sales team managers looking to lift performance across their organization.

Why Trust Is the New Closing Skill

Sales has shifted from persuasion to partnership. Buyers don't want to be pitched, they want to be understood. They want to know that the person across the table actually understands their priorities, their pace, and their concerns. When a salesperson can demonstrate that level of awareness in the first few minutes of a conversation, the relationship changes immediately. Walls come down and decisions become easier.

The challenge is that "understanding the customer" sounds simple in theory and is genuinely hard in practice, especially across a sales team where every rep has their own instincts, habits, and blind spots. A structured sales personality assessment closes that gap by giving every seller a clear, repeatable method for reading and adapting to the people they sell to.

What DiSC Sales Training Teaches Your Team

The Everything DiSC Sales Profile is built to help sales teams develop into high-performing professionals by focusing on three core areas that directly influence close rates and customer loyalty:

• Understanding their own DiSC sales style: How their personal priorities and communication preferences shape every interaction with a prospect.
• Recognizing and understanding customer buying styles: Using the Customer Mapping Process to identify what each buyer truly needs.
• Adapting their sales style to the customer's buying style: Using DiSC Sales Maps to mirror the customer's language and meet them on their terms.

Each of these layers builds on the last. Self-awareness comes first, because reps can't adjust what they don't recognize. Customer awareness comes next, because adapting requires accurate reading. And adaptation, the actual behavior change, is where deals are closed.

The Customer Mapping Process: A Practical Tool for Sales Relationship Building

One of the most powerful pieces of this training is the Customer Mapping Process. It's a tool that gives sales professionals an effective way to identify, manage, and shift personal DiSC behaviors that drive increased communication and understanding with specific customers.
In practical terms, that means reps stop selling the same way to everyone. They learn to:

• Slow down with a customer who needs detail before making decisions.
• Skip past small talk with a customer who values directness and speed.
• Provide reassurance and warmth to a customer who is making a relationship-based decision.
• Bring data, structure, and proof to a customer who needs a logical case.

That kind of intentional flexibility is at the core of sales relationship building. Customers feel heard, and that feeling, far more than any closing tactic, is what creates trust.

What Sales Teams Get Out of the Training

The Everything DiSC Sales Profile delivers practical takeaways your team can use the very next time they pick up the phone. Each rep gains:

• A personalized profile that reveals their natural sales style and how it influences customer relationships
• An introduction to the Customer Mapping Process to better understand customer communication styles
• Specific strategies to adapt to each customer's buying style for stronger influence and connection
• A 30-minute debrief with a Certified DiSC Facilitator to apply the insights to real accounts

For sales managers, the program goes even further. Comparison Reports can be generated for sales managers and sales professionals who need to work more effectively together, perfect for coaching conversations or pairing reps with mentors. The Facilitators Report and Group Culture Report highlight the distribution of styles across a sales team and identify the overall group culture, giving leaders a clear view of where their team is strong and where development is needed.

A Sales Training Program Built for Real-World Selling

For organizations ready to invest in full sales communication training, the Everything DiSC Sales Facilitation Kit delivers a complete, customizable program. Each of the six 50-minute modules is fully scripted with engaging experiential activities and sales-focused video, and the materials are designed to fit any timeframe, from a one-hour lunch session to a full-day workshop.
The program includes:

• A fully-scripted Leader's Guide in MS Word
• PowerPoint slides with embedded video
• A stand-alone, menu-driven video library with an 8-minute introduction to DiSC Sales styles plus 52 vignettes featuring real-world, sales-specific customer interactions
• Customer Interaction Guides for 24 participants
• Customizable handouts, templates, and images
• Post-training reinforcement materials so reps continue practicing the customer-mapping techniques after the workshop ends

The kit is available as a download providing everything you need to facilitate a hands-on and engaging training. Or you can have Profile Assessments facilitate the workshop for you.

Sell Smarter. Connect Deeper. Close More.

The best sales teams aren't the ones with the slickest scripts. They're the ones who genuinely understand the people they're selling to. With DiSC Sales training, your sellers can move past one-size-fits-all pitches and start building the kind of customer relationships that produce loyal clients and consistent close rates.

Contact Profile Assessments today to learn how Everything DiSC Sales can help your team build stronger client relationships, establish lasting trust, and close more deals.

That's the problem PXT Select employee retention strategies are built to solve. By measuring how well a person actually fits a specific role before the offer is made, PXT Select helps organizations hire smarter the first time, reduce turnover, improve hiring metrics, and develop people in ways that make them want to stay.

A Smarter Way to Hire and Keep Great People

PXT Select Hiring Assessments help organizations select, hire, evaluate, coach, onboard, and develop their most valuable resource: their employees. Rather than relying on a single dimension like personality or skill, PXT Select for employee retention is a comprehensive, "full person" assessment that measures how well an individual fits specific jobs in an organization by evaluating the qualities required to perform the job successfully.

Cognitive Ability, Behavioral Traits, and Interests.

This is what makes PXT Select one of the most trusted talent assessment tools available. It provides a scientifically validated and legally defensible approach to hire, manage, and retain productive employees with confidence. And unlike many assessments on the market, PXT Select employee retention is validated every year by the U.S. Department of Labor, achieving the highest rankings for assessment validity. For HR professionals who need to defend their hiring decisions, that level of credibility matters.

How Job Fit Drives Better Retention

The core of the PXT Select assessments to reduce turnover and improve hiring is a concept called job fit: the degree of compatibility between an individual's behavioral characteristics and those required for a specific job role. The closer the fit, the more likely an employee is to thrive, stay engaged, and stick around long term.

PXT Select performance models have been built through a combination of the U.S. Department of Labor's ONET database and hundreds of people who have had successful performance in those positions. In practice, this means that by using the PXT Select employee retention program, an organization can evaluate a candidate relative to the qualities required to perform a specific job successfully and uncover potential gaps before they become a turnover statistic.

It's a powerful tool not only for hiring and selection, but also for:

• Lateral moves and internal promotions
• Succession planning
• Onboarding new hires more effectively
• Coaching and skills development across the workforce

This makes PXT Select an end-to-end solution for both reducing turnover, improving hiring and supporting workforce development.

13 Reports That Go Far Beyond Hiring

One of the strongest elements of any PXT Select employee retention strategy is just how much you get from a single assessment. Every PXT Select assessment includes 13 total reports at no additional cost, used for selection and for developing employees to perform to their full potential. Each one also includes a coaching session with a Certified PXT Select Coaching Professional.

The reports fall into three core categories:

• Selection Reports: Including the Comprehensive Selection Report, Leadership Report, Sales Comprehensive Selection Report, Multiple Candidates Report, and Multiple Positions Report. These help organizations make confident, evidence-based hiring choices and even compare candidates side by side.
• Onboarding and Development Reports: Including the Coaching Report, Sales Coaching Report, Manager-Employee Report, and Team Report. These tools support strong onboarding, manager-employee communication, and ongoing team development long after the offer letter is signed.
• Participant Reports: Including the Individual's Feedback Report, Sales Individual's Feedback Report, Individual's Graph, and Performance Model Report. These give employees a clearer view of their own strengths and preferences, supporting growth and career conversations.

The same assessment that helped you hire someone continues delivering value through their entire career with your organization, which is exactly what long-term employee retention strategies require.

Corporate Pricing That Scales With Your Organization

Plans are available for organizations who hire thousands of employees and for those who need a reliable hiring tool for just a handful of new roles. Profile Assessments customizes PXT Select quantity pricing schedules for companies of any size, with packages built around personalized debrief services.

Hire Better. Retain Longer. Develop Stronger.

Turnover doesn't have to be a permanent line item. With the right talent assessment tools, you can hire people who are positioned to succeed from day one and grow them into long-term contributors.

Reach out to Profile Assessments today to learn how the PXT Select employee retention program can strengthen your hiring, retention, and workforce development strategy.

A New Way to Think About Emotional Intelligence

Most emotional intelligence training treats EQ as a number. You take a test, you get a score, and you move on. Everything DiSC Agile EQ on Catalyst takes a different approach. While it does measure aspects of emotional intelligence, it isn't designed to give someone a clinical evaluation of their current EQ level. Instead, our Agile EQ Assessment for improved workplace adaptability is a development tool designed to help a person understand where personal development may be needed, why it's needed, and how to apply it across a wide range of social and emotional situations.

Rather than asking, "What's your EQ score?" Agile EQ asks a better question: "How could you actually improve your EQ?" For HR leaders and managers who want training that produces real behavioral change, that distinction matters.

How the Agile EQ Assessment Builds Adaptable Teams

By combining the proven DiSC model with active emotional intelligence, the Agile EQ Assessment from Profile Assessments helps employees increase their agility in workplace interactions. Participants learn to:

• Gain insight into their EQ strengths and challenges and how those shape interactions across various situations
• Increase their ability to manage potential conflict and move toward productive conflict
• Read the emotional and interpersonal needs of a situation and respond in a respectful, productive manner
• Use the Catalyst OnDemand Learning Platform to uncover specific strategies that strengthen communication skills

The result is a workforce that doesn't just react to challenges, but consciously chooses the most effective response, the heart of true workplace adaptability.

Why DiSC Agile EQ Catalyst Stands Out

Delivery matters as much as content, which is why our Agile EQ Assessment for improved workplace adaptability lives on the Catalyst platform. Catalyst keeps DiSC Agile EQ learning active and accessible long after the initial assessment, with benefits that include:

• Personalized Catalyst DiSC Agile EQ results delivered to desktop or mobile
• A deeper understanding of one's own DiSC Agile EQ style
• Insight into the preferences and perspectives of other DiSC Agile EQ styles
• A clearer appreciation of how different styles contribute to productive communication, understanding, and teamwork
• The ability to compare personal results with colleagues and uncover specific strategies to bridge differences productively
• Free access to Everything DiSC Workplace on Catalyst, doubling the learning content available

Each participant also receives a personalized 30-page profile results report packed with actionable strategies, plus access to the Catalyst Colleagues section, where they can directly compare their style with teammates and learn how to communicate more effectively across the team.

Learning Modules That Drive Real Growth

For organizations that want to facilitate Agile EQ as a guided team experience, four learning modules walk participants through the journey of building emotional agility:

• What is EQ? Learn about emotional intelligence and how DiSC puts it into action.
• Your EQ Strengths: Discover your personal DiSC style and your three EQ Mindsets.
• Beyond Your Comfort Zone: Learn how to stretch beyond what's comfortable and increase agility.
• Develop Your EQ: Explore how much effort it takes to stretch into other mindsets and uncover specific strategies to manage communications and grow your EQ.

Together, these modules give teams a shared framework and language for becoming more flexible communicators, exactly what fast-moving organizations need.

What's Included for Certified Facilitators

For HR professionals who want to bring Agile EQ in-house, the Everything DiSC Certification includes:

• A free EPIC account with 24/7 administrative access to generate online DiSC assessments and team reports ($330 value)
• The Everything DiSC Agile EQ Profile ($150 value)
• Access to the Catalyst Learning Platform
• Complementary coaching with professionally certified trainers to help customize the DiSC experience for employees or clients
• Hands-on exercises and team challenges that help shift behaviors and put DiSC principles into action
• The opportunity for SHRM credential holders to earn 15 Professional Development Credits

Build a More Adaptable, Communicative Team

Adaptability isn't a personality trait, it's a learnable skill. The Agile EQ Assessment for improved workplace adaptability gives your people the self-awareness, mindset, and strategies to flex with whatever the workplace brings next.

Contact Profile Assessments today to learn how Everything DiSC Agile EQ on Catalyst can help your team grow stronger, more responsive, and more connected.

That's where Everything DiSC Workplace® on Catalyst Training stands apart.

The Everything DiSC Workplace assessment helps participants better understand their communication preferences, workplace priorities, strengths, and challenges. Through the Catalyst platform, learners gain valuable insight into how their style influences workplace interactions and how they can work more effectively with colleagues who have different approaches.

However, awareness is only the first step. The Everything DiSC Workplace on Catalyst Training Bundle expands on these insights through structured self-paced learning designed to help participants apply what they learn in real workplace situations.

Moving Beyond Assessment Results

Many workplace personality assessments provide useful information, but participants often struggle to turn those insights into meaningful action. The Workplace on Catalyst Training Bundle bridges that gap by helping learners develop practical communication strategies they can immediately apply with coworkers, managers, and direct reports.

Participants learn how to:

• Communicate more effectively with different DiSC styles
• Build stronger workplace relationships
• Reduce misunderstandings and communication barriers
• Improve collaboration across teams and departments
• Adapt their communication approach to different workplace situations

By focusing on real-world application, the training helps participants transform self-awareness into measurable workplace improvement.

A Flexible Learning Experience

The self-paced format allows learners to complete training modules on their own schedule while reinforcing key DiSC concepts over time. Rather than a one-time learning event, the training creates an ongoing development experience that encourages continuous growth and reflection.

The Workplace on Catalyst platform provides an engaging learning environment where participants can revisit their results, compare styles with colleagues, and continue developing their communication skills long after the initial assessment.

This flexibility makes the program ideal for organizations looking to support employee development without requiring extensive classroom training or large time commitments.

Supporting Team and Organizational Growth

Organizations that invest in DiSC Workplace on Catalyst Training create a common language around communication and workplace relationships. When employees understand both their own style and the styles of their coworkers, collaboration becomes easier and workplace interactions become more productive.

The training can support a variety of organizational goals, including:

• Employee onboarding
• Team development initiatives
• Leadership development programs
• Professional growth opportunities
• Communication skills training

For HR professionals, managers, and business leaders, the program provides a scalable way to improve communication and strengthen workplace culture across the organization.

Creating Lasting Behavioral Change

The ultimate goal of Everything DiSC Workplace on Catalyst Training is not simply to understand personality styles. The goal is to help individuals build stronger workplace relationships, improve communication, and create lasting behavioral change that positively impacts team performance and organizational success.

By combining the power of the Everything DiSC Workplace assessment with practical self-paced learning, organizations can provide employees with the tools they need to communicate more effectively, collaborate more successfully, and continue growing long after the assessment is complete.

Ready to strengthen communication and teamwork within your organization? Contact Profile Assessments today to learn more about Everything DiSC Workplace on Catalyst Training and how it can support your employee development goals.

DiSC Worksmart for New Managers is designed to close that gap. It gives first-time leaders practical, repeatable strategies to improve communication, strengthen relationships with direct reports, and grow into the role with confidence.

Why New Managers Need More Than a Title

Great individual contributors don't automatically become great managers. Leading people requires a different skill set: giving feedback that lands well, navigating disagreements, motivating different personalities, and guiding a team through change. Without support, new managers tend to fall back on instinct, and instinct alone rarely builds a high-performing team.

This is where DiSC Worksmart helps new managers, supervisors, and leaders apply DiSC principles to real-time workplace challenges. Rather than offering theory that's hard to implement on a busy Monday, Worksmart builds on the foundation of DiSC results through flexible training modules and customized action plans. The combination of Everything DiSC Workplace® and Worksmart on Catalyst helps drive productive interactions and unlocks team performance.

Getting Started With Worksmart

The DiSC Worksmart program meets new managers where they are. To get started, leaders:

• Discover their unique DiSC style
• Gain insight into all the DiSC styles
• Use Worksmart to increase effectiveness in real-life workplace scenarios
• Learn specific strategies to navigate communication across the different DiSC styles
• Apply DiSC learning to increase their impact, drive team efficiencies, and achieve higher results

That progression, self-awareness first then applied strategy, is what makes these leadership development tools so effective for someone new to managing people.

What the Worksmart Bundle Includes

The DiSC Worksmart bundle is a complete package for developing new leaders. It includes:

• The Everything DiSC Workplace on Catalyst assessment
• Access to the Catalyst Learning Platform, where managers can create team DiSC maps, compare their DiSC style with colleagues, and get advice for managing workplace scenarios
• Five Worksmart Learning Modules delivered as self-facilitated team sessions or self-paced learning
• Customized Personal Action Plans to help build effectiveness with specific colleagues

The five Worksmart learning modules each target a core management skill:

• Giving Constructive Feedback
• Managing Conflict
• Empowering Your Team
• Helping Your Team Navigate Change
• Motivating Your Team

For a first-time manager, that list reads like a job description, which is exactly the point. These DiSC Worksmart new manager training assessments and modules translate directly into the conversations and decisions new leaders face every week.

How to Get the Most From Worksmart

The best results come from a thoughtful rollout. First, create a foundation of DiSC within your team: Help learners understand their own DiSC preferences, gain insight into other DiSC styles, and apply strategies to build bridges of constructive communication across those styles. Then reinforce that learning with the DiSC Worksmart leadership development tools and modules.

The modules are built for real schedules. They're perfect for lunch-and-learn sessions or short one-hour meetings, and you and your team learn specific techniques to navigate actual workplace scenarios. Each of the five DiSC management training modules can be facilitated over time, which deepens DiSC understanding and increases emotional intelligence across the whole team.

Flexible Facilitation for Every Organization

Worksmart adapts to how your organization prefers to learn, with three facilitation options:

• Expert-led facilitation: Have the Wiley Diamond Award–winning team at Profile Assessments deliver a session for your team.
• Facilitate it yourself: Worksmart learning modules are available directly on the Catalyst platform, so you can guide your team through the slides and follow the prompts.
• Self-paced learning: Use Worksmart for your own personal development, with each module offering slides and prompts that walk you through applications and action planning.

Set Your New Managers Up for Success

New managers shouldn’t have to learn leadership the hard way. With DiSC Worksmart leadership development tools, business owners, HR professionals, and managers can give first-time leaders the communication skills, self-awareness, and practical strategies they need to lead well from day one.

Reach out to Profile Assessments today to learn how DiSC Worksmart can strengthen your next generation of managers!