In the world of behavioural assessments, the DISC model is a powerful and well-established tool. It helps individuals and organisations understand how people prefer to behave and interact, and depending upon which DISC assessment you use, it may include their behaviour under pressure.
For the most part, when exploring or reading about DISC the explanations will cover the basic D (Dominance), I (Influence), S (Steadiness) and C(Compliance) characteristics but in a singular style when in reality, most individuals are not defined by just one style. They have two, sometimes three, strong behavioural factors that combine in ways that create nuanced, highly valuable strengths.
These combinations can reveal what I call Invisible Skill Sets — behavioural capabilities that are not always explained or even that obvious, but have a profound impact on team performance, communication, leadership, and adaptability.
