I‑O psychology plus DISCflex to transform how your leaders hire, coach, and build teams.

This is common—and we've built DISCflex to address it. The assessment is non-judgmental (no "bad" types), takes only 15–20 minutes, and results feel immediately relevant and actionable. Most importantly, we frame it as a strength-finding tool, not a performance evaluation. When people see their own results and realize how the insights help them communicate better with peers, resistance dissolves fast. We also provide context beforehand so teams understand why they're doing this—tied to real business outcomes like reducing conflict, improving onboarding, or building better teams.

The assessment itself takes 15–20 minutes per person. The full engagement timeline depends on your package:

• Individual Assessment: 1–2 weeks (assessment + one debrief session)
• Team Lab: 3–4 weeks (assessments + group debrief + action planning)
• Leadership Cohort: 2–3 months (assessments + 4–6 coaching sessions spaced out)

We're flexible—if you need results faster, we can compress timelines. If you want ongoing follow-up, we can stretch it out. The key is that the insights land and stick, so the investment pays off.

Yes—and it's one of our most high-impact uses. DISCflex is research-validated and designed to predict behavioral fit for roles and cultures. We use it in a few ways:

• For hiring: Assess candidates to validate role and team fit alongside interviews and experience.
• For promotion: Compare a candidate's DISCflex profile to successful high performers in the target role.
• For placement: Match people to roles, teams, or development programs based on behavioral strengths.

As an I‑O psychology-led practice, we always interpret DISCflex in context—never as the sole criterion. It works alongside your interview process, performance data, and organizational strategy to de-risk decisions and improve outcomes.

Results vary by use case, but we typically see:

• Improved hiring decisions: Better role-person fit, faster onboarding, lower turnover risk.
• Stronger team dynamics: Reduced conflict, clearer communication, faster decision-making.
• More effective leaders: Increased self-awareness, ability to adapt style to context, better coaching conversations.
• Easier culture change: Shared language and behavioral framework that sticks across the organization.

The outcomes are measurable—retention, engagement scores, promotion success rates, time-to-productivity—so you can track ROI on the investment.

Pricing depends on the package, number of participants, and scope of coaching:

• Individual Assessment: $600–$900 (includes assessment + 60-min coaching debrief)
• Team Lab (5–15 people): $3,000–$6,500 (includes assessments + group debrief + action plan)
• Leadership Cohort (6–12 leaders): $10,000–$20,000 (includes assessments + 4–6 group sessions + 1:1 coaching options)

We also offer custom engagements tailored to your team size, goals, and budget. The investment typically pays for itself within 6–12 months through improved hiring accuracy, retention, and team productivity. Request a custom quote .

Three things set us apart:

• I‑O psychology expertise. Our founder holds a Ph.D. in Industrial-Organizational Psychology, so we interpret DISCflex through a workforce science lens—connecting behavioral patterns to role demands, performance data, and measurable outcomes. Other providers just hand you reports; we translate insights into decisions.
• Context matters. We don't use DISCflex in isolation. We integrate it with your organizational data, culture, strategy, and real work scenarios so coaching is grounded and actionable—not generic.
• We focus on behavior change, not labels. DISCflex is called "flex" for a reason—it's about helping people deliberately adapt their style to different contexts, not locking them into a type. Our coaching is practical and tied to your business outcomes.