Understanding how people think, communicate, and behave at work can transform your team’s performance. Yet for many employers, unlocking those insights can feel like guesswork and like they have no idea where to even start. That’s where DISC and DISCFlow come in. They are powerful tools designed to help organisations improve communication, collaboration, and leadership effectiveness.
This guide explains what DISC and DISCFlow are, how they work, the benefits for your business, and what to consider before introducing them into your workplace.
What is DISC?
The DISC model is one of the most widely used behavioural profiling systems in the world. Originally based on the work of psychologist William Marston, DISC identifies four primary behavioural styles:
- Dominance (D): Results-driven, assertive, and decisive.
- Influence (I): Outgoing, enthusiastic, and persuasive.
- Steadiness (S): Supportive, patient, and reliable.
- Conscientiousness (C): Analytical, detail-focused, and systematic.
Each individual displays a combination of these traits in different proportions, creating a unique behavioural profile. Understanding your own profile and those of your colleagues, can reveal how you prefer to communicate, make decisions, and respond to challenges.
What is DISCFlow?
DISCFlow takes traditional DISC profiling a step further by integrating emotional intelligence into the model. It helps individuals understand not only their behavioural style, but also how their emotions and interpersonal awareness affect relationships at work.
Through workshops, assessments, and reports, DISCFlow provides a practical framework for teams to build stronger relationships, improve communication, and reduce conflict. According to DISCFlow’s official site, the tool “helps individuals to be more aware of their emotions and the impact they have on others, creating more effective and empathetic teams.”
At CUBE HR, we offer DISCFlow assessments and feedback sessions designed to help organisations of all sizes identify behavioural patterns, improve management approaches, and enhance team cohesion.
How DISCFlow Works
Using DISCFlow typically begins with each team member completing an online assessment that measures their natural and adapted behavioural styles. The results generate a personalised report outlining:
- Their DISC style and key strengths
- Likely communication preferences
- Areas of potential tension or misunderstanding
- Tips for adapting their approach with other styles
From there, a CUBE HR facilitator can deliver a workshop or one-to-one session to help employees interpret their results and understand how to apply the insights in real workplace situations from leadership and teamwork to customer interactions.
Unlike personality tests, DISCFlow isn’t about labelling people or predicting performance. Instead, it’s a development tool that encourages self-awareness and empathy, equipping employees with practical strategies for more productive working relationships.
The Business Benefits of DISCFlow
Using DISCFlow can bring a range of advantages for both individuals and organisations:
- Better communication
Teams learn to recognise how others prefer to receive information. For example, a high-D employee might value concise updates focused on outcomes, while a high-S team member might prefer a collaborative discussion. Recognising these differences reduces misunderstandings and builds trust.
- Stronger teamwork
DISCFlow helps people appreciate diverse working styles rather than seeing them as sources of friction. This leads to more inclusive decision-making, balanced teams, and improved morale.
- Enhanced leadership
Managers who understand their own DISC style and the styles of their team can adapt their leadership approach to motivate, engage and support individuals more effectively.
- More effective conflict resolution
By identifying the underlying communication preferences behind disagreements, DISCFlow provides a constructive framework for resolving issues before they escalate.
- Improved employee engagement
When employees feel understood and valued for their unique strengths, engagement and productivity naturally improve. According to CIPD, understanding employee motivations and communication preferences is a key driver of engagement, something which DISCFlow directly supports.
Legal and Ethical Considerations
While DISCFlow can be an excellent development tool, employers should introduce it thoughtfully.
Voluntary participation is important. Employees should never feel pressured to share their results publicly or take part in profiling activities they’re uncomfortable with. It’s best practice to explain how results will be used, for example, as part of team development rather than performance evaluation.
You should also handle assessment data in line with the UK GDPR and the Data Protection Act 2018. That means collecting only data that is necessary, storing it securely, and ensuring participants know how their information will be used and who will have access to it.
Finally, avoid making employment decisions such as recruitment or promotion solely based on DISCFlow results. Behavioural profiling supports development and informs decision making, it should not be the default decision making tool though.
Common Mistakes to Avoid
Even with the best intentions, employers can misapply tools like DISCFlow. Here are some pitfalls to watch out for:
- Treating profiles as labels: People are more than their DISC type. Use profiles to understand tendencies, not define personalities.
- Skipping debriefs: Without proper interpretation, reports can be misunderstood. Always follow up with a guided discussion or workshop to give the person who has completed the assessment the opportunity to ask questions to add depth of understanding.
- Using it for performance management: DISCFlow is about development and communication, not evaluation.
- Failing to act on insights: The real value comes from applying what’s learned, encouraging managers and teams to adjust their communication and working styles.
Avoiding these mistakes ensures that DISCFlow remains a positive and empowering experience for everyone involved.
Exploring DISCFlow with CUBE HR
Every workplace is different, and there’s no one size fits all approach to understanding people. At CUBE HR, we use DISCFlow to help teams recognise and value their diverse strengths, building trust and collaboration across all levels of the business.
Whether you’re looking to improve communication, strengthen leadership, or resolve workplace tensions, exploring how DISCFlow could support your organisation is a great place to start.
To find out more about DISCFlow and how it could benefit your team, contact CUBE HR to discuss the options available and decide if it’s right for your business.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog 6 Tips for Creating a Diverse Workplace.
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
