It’s a behavioral assessment that highlights how you tend to communicate, make decisions, respond to pressure, and work with others—so you can improve teamwork, leadership, and relationships.

DISC is best used as a behavioral assessment. It focuses on tendencies you can adapt and improve, rather than “labeling” who you are forever.

DISC is most useful as a practical insight tool. Interpret results alongside your real-world context (role, stress level, environment) and use them to improve communication and decision-making—not to stereotype. An overview of the report results, typically 30 pages on communication and work style is included along with a general action plan to leverage the profile results but for professional interpretation we provide a 1 to 2 hour debrief.

Core tendencies often stay fairly stable, but your ability to flex your style can grow with experience, training, and role changes—especially under stress or leadership pressure. Under extreme stress DISC profile may change but it reverts to a persons natural style after the stressful event. Understanding how you react under stress and how it changes your behavior is an invaluable tool in reducing the impact of high stress situations.

Environment matters. Many people naturally adapt at work, and under stress the “volume” on your tendencies can turn up—so you may become more direct, more cautious, more withdrawn, or more animated. We all see ourselves in a personal mirror that may not accurately reflect how we act or communicate and stress may exacerbate the issue. DISC allows you to see if your self perception is real. Are you who you think you are?

DISC gives teams a shared language for needs and stress triggers. Leaders learn to set expectations, give feedback, and resolve conflict in ways each style can actually hear and act on. Leaders can create more cohesive teams when the members understand their strengths and how to properly communicate with each other based on their personalities. Face it, some people just clash but they don't have to. DISC offers a scientifically proven coaching tool to better align team members who may typically have conflict.

Yes. DISC is great for families because it helps you understand how someone prefers to be spoken to, corrected, encouraged, and supported—reducing friction and improving connection. Understanding your natural strengths alows you to leverage them in all aspects of your life and DISC assessments help you undertsand your potential blind spots that need adjustment. DISC is especially helpful in helping teens and parents navigate those often troublesome years of youth transitioning to adulthood.

A DISC assessment will help you learn your genius, the talents you lean to naturally and expose potential blind spots in communication style. Add professional coaching and teachers understanding the DISC assessment of a student and better results follow as classroom communication, retention, and attention improve.

Managers learn to tailor communication, motivation, and accountability. That means fewer misunderstandings, less micromanaging, and better follow-through.

DISC can support onboarding and role-fit conversations by clarifying communication and work-style needs. Starting with a clearly defined role and responsibilities allows us to analyze a applicants profile to see if their natural strengths fit the role they are being considered for. Personality profiles only measure a person's natural tendancies which affect behavior under normal conditions and stress. As a result it is not a guarantee of aptitude for a job or guarantee of behavior. Best practice: use it as one input—not the only decision factor.

DISC can reveal whether someone’s strengths align with leadership demands (decision pace, conflict tolerance, detail discipline, coaching ability), and what support would increase their success after promotion.

Absolutely. DISC helps sales pros match the customer’s pace, detail level, and relationship needs—so conversations feel natural and trust builds faster. It also helps sale managers expose potential blind spots that may hold salespeople back from reaching their full potential.

Use DISC as a starting point for curiosity: “How do you prefer to communicate?” not “You’re a letter, so you always do X.” People are always bigger than a model and can't be pigeonholed by a single personality test. Remember that DISC is just one tool in your arsenal of human understanding.

A debrief turns a report into action. A standard DISC report includes an approximately 30 page explanation of findings at a high level. A debrief is where you are taught hoiw the information affects you ate work and home. We connect results to real scenarios (work/home), identify blind spots, and create a simple plan for communication and leadership improvement.

Report only: self-study with no professional interpetation.
Report + debrief: guided interpretation + application strategies.
Coaching package: Debrief, ongoing support, accountability, and measurable behavior change.

DISC focuses on behavior and needs, not stereotypes—helping teams navigate differences in directness, feedback preferences, communication channels, and pace.

Yes. Remote work can amplify miscommunication. DISC helps teams set norms for clarity, response expectations, feedback, and conflict resolution.

Typically about 10–15 minutes. Answer honestly based on typical behavior—not your “perfect day” version of yourself.

Yes—we believe in transparent pricing.

Suggested pricing:
• Maxwell DISC Personality Indicator Report Single Use with Discounts Available For Large Teams: $50
• Report + 1 Hour Debrief: $197
• Maxwell DISC Method Package 1 - Includes Report, Debrief, + 4 Personal Coaching Sessions of 1 Hour: $597
• Maxwell DISC Method Package 2 - Includes Report, Debrief, + 8 Personal Coaching Sessions of 1 Hour: $897
• Team Training, Minimum 4 Team Members - Includes : $297 Per Person With Volume Discouts Over 8 Team Members
• Report + Debrief + 8 week Mastermind Group Participation, subject to availability: $997 per person

No. DISC isn’t a pass/fail test—it’s a snapshot of tendencies to help you communicate and lead more effectively. It isn't a test at all, think of it as more a deeper dive into how a person may tend to act naturally and under stress and how they think they act, all great information to help guide better results at work and life.

The Maxwell DISC approach emphasizes practical application—communication, leadership growth, team alignment, and action planning—so results lead to real change, not just “interesting info.”

Yes. When you understand what motivates, stresses, and frustrates different styles, you reduce misinterpretation and improve day-to-day conversations.

Dominance, Influence, Steadiness, Conscientiousness.

Because context matters. A certified professional helps you avoid shallow conclusions, translate results into real-world behaviors, and build a plan you can actually use.

DISC improves role fit, meeting norms, feedback style, and conflict resolution—so teams stop stepping on each other and start collaborating with less drama and more clarity.

DISC improves conflict resolution—so partners stop stepping on each other and start collaborating with less drama and more clarity. A good relationship or partnership always starts with communication and as John Maxwell said, Everyone Communicates, Few Connect! To connect at a emotional level means best understanding your mates communication style and how it contrasts with your style. Numerous families have found a DISC assessment to be a foundational tool in preserving a marriage or partnership and lowering the overall stress in the home while ensuring bot peoples needs are met with mutual understanding through more effective communication.

No. DISC assessments that are specialized for teams and ones oriented to sales teams can be provided through our professional behavioral analysis program. Be sure to book your free call and ask us for more information.

ADHD is a neurodevelopmental condition that affects attention regulation, impulse control, and executive function. Common challenges include distractibility, time blindness, disorganization, procrastination, and emotional reactivity.

A neurodivergent person is someone whose brain processes information differently than what’s considered “neurotypical.” This includes differences in attention, learning, communication, emotional regulation, and problem-solving. ADHD is a form of neurodivergence, meaning it isn’t a defect or disease—it’s a different neurological operating system. People with ADHD often bring creativity, high energy, pattern recognition, and problem-solving strengths, while also needing different strategies for focus, organization, and follow-through. When understood and supported properly, neurodivergence like ADHD becomes a strength to be managed—not a limitation to be fixed.

ADHD is often described as predominantly inattentive, predominantly hyperactive-impulsive, or combined presentation. Many adults have more “internal restlessness” than obvious hyperactivity.

For some people it can qualify as a disability depending on impact, but it’s also a different operating system with real strengths. Coaching focuses on reducing friction while leveraging strengths intentionally. ADHD can actually be a superpower if you learn to leverage it correctly. Once you learn how your brain actually works, you can build a life and business that fits you instead of fighting you.

ADHD is not a mental illness even though it is diagnosed by a medical professional using the criteria in the DSM-5; Diagnostic and Statistical Manual of Mental Disorders. It is actually a neurodevelopmental condition that affects how the brain regulates attention, impulse control, and executive functioning. While ADHD can exist alongside mental health conditions such as anxiety or depression, it is not caused by them and is not a character flaw or emotional disorder. ADHD represents a different way the brain processes information, responds to stimulation, and manages energy. When properly understood and supported, people with ADHD can thrive personally, professionally, and relationally rather than seeing ADHD as something that is “wrong” with them.

While you may see similarities in people with ADHD and yourself their is no real self diagnostic tool. Professionals diagnose ADHD through a comprehensive clinical evaluation, not a single test. This process is typically conducted by a licensed psychologist, psychiatrist, neurologist, or qualified medical provider and includes a detailed personal and developmental history, interviews about current symptoms, and standardized screening tools such as behavior rating scales. Clinicians also look for patterns of symptoms that began in childhood, occur in more than one setting (such as work, school, or home), and interfere with daily functioning. Importantly, they rule out other conditions—like anxiety, depression, learning differences, sleep disorders, or trauma—that can mimic ADHD, ensuring the diagnosis is accurate and appropriate.

There are self assessment tools available such as the ASRS-v1.1 Symptom Checklist that medical professionals use to initially screen for ADHD but to receive a correct diagnosis a full evaluation using established criteria by a Psychologist is nessecary.

Untreated ADHD can lead to issues with self esteem, anxiety, and depression however, it is not always the cuase of these issues. Other factors come into play such as commorbidities, past trauma especially childhood trauma, life style and your support network. Many people with ADHD also have other issues such as Major Depressive Disorder, Tics, Dyslexia, learning disabilities, anxiety, and may fall in the autisim spectrum to name a few co existing conditions seen in many neurodivergent people. Only a professional evaluation can establish if ADHD coexists with other mental health issues.

Coaching is practical and action-focused: habits, systems, accountability, and strategy. It involves regular one on one meetings weekly with clearly defined goals and tools and techniques are provided by the coach to strengthen weaker areas while leveraging the strength of neurodivergent individuals. Therapy is often more clinical and may involve diagnosis, treatment, trauma, and mental health history.

Adults with ADHD, entrepreneurs, managers, students, teens to young adults, married or partnered couples, and parents—especially anyone stuck in overwhelm, inconsistency, procrastination, relationship friction, or burnout.

Executive functions are brain-management skills like planning, prioritizing, starting, shifting focus, working memory, and emotional regulation—areas ADHD can make harder without the right systems. The ADHD brain struggles with executive function in some areas such as memory and dealing with large volumes of information. Learning more about this is always eye opening for neurodivergent people and a first step to a better life.

We build external systems so you rely less on memory and willpower: clear routines, reminders, time blocks, “next action” planning, and accountability rhythms that stick.

Often it’s task initiation friction, unclear next steps, overwhelm, or a brain that needs urgency/interest to engage. It is never an issue of good intention just an issue with completion and motivation, hallmark issues to the ADHD community. Coaching reduces friction with smaller steps and better triggers.

Time blindness is difficulty sensing and estimating time. We use timers, visual planning, buffers, “future anchors,” and simple weekly planning to make time more concrete.

ADHD can impact listening, emotional regulation, forgetfulness, and follow-through—often creating misunderstandings. Coaching adds communication systems, clear expectations, and repair habits.

Adults may show less visible hyperactivity and more internal restlessness, overwhelm, disorganization, and work/relationship stress. A proper assessment is multi-factor—not a single test.

Many ADHD brains are idea factories: creativity, adaptability, energy, rapid problem-solving, and thriving in chaos. Coaching builds structure so those strengths become repeatable assets, working within your genius so to speak.

We use ADHD-friendly habit design: tiny steps, visible cues, friction removal, realistic routines, rewards, and accountability—built around your real day. Ongoing professional coaching provides accountability and allows decades of learned habits to be retaught in a way that caters to neurodivergence instead of always fighting against your natural tendancies.

Often yes—because overwhelm drops when you have a reliable plan and system. We also coordinate with clinical professionals when mental health support is needed.

Statistically entrepreneurs have ahigher incidence of ADHD than the general public. It is there ability to pivot quickly, juggle multiple things at once, think out of the box, dealing with quick decsisions in stressful situtaions, and bring high energy to the workplace that makes them natural at making businesses succeed. It is sadly this same ADHD that makes leaders often struggle with follow-up, prioritization, good communication and listening skills, and consistency. Coaching builds guardrails that protect performance and relationships.

Yes. Parent coaching helps reduce conflict, build routines, improve transitions, strengthen connection, and create strategies that work in real life—not just in theory. We teach parents coping skills for dealing with a nuerodivergent child and how to communicate with freinds, families, and teachers their strengths and weaknesses leading to better relationships with less stress.

Many clients see early wins within weeks (clarity, better routines, less overwhelm). Bigger change comes with consistency: systems + repetition + accountability. Of course there are never guaranteed results with coaching as it is only as effective as the work you put into learning about your strengths and waeknesses and learning strategies to improve weaker areas while maximizing the ADHD strengths, finding your genius.

ADHD coaching is priced similar to any other therapy. Prices start at $100 an hour for weekly or bi weekly sessions however longer engagements lead to a reduction in fees. If you can prove a financial hardship you may qualify for rates as low as $75 a session.

ADHD coaching is typically not covered by most health insurance plans. Some employers will cover all or part of the cost for employees who are improving their job and communication performance. Be sure to discuss coaching with your employer to see if the will cost share your sessions. You can request a phone call from us to your employer to discuss what we do and the benefits of coaching you as an employee.

Because unmanaged ADHD costs time, money, confidence, and relationships. Coaching helps you build structure, improve follow-through, and reduce tension—emotionally and financially. Stress, relationship damage, work and life inefficiencies, and self esteem issue costs can be dramatically lowered or in some cases eliminated with professional coaching. Think of coaching as an investment in your health and well being that benefits not only you but all around you.

It can be, depending on how substantially it limits major life activities. Employers should follow the interactive process for accommodation requests and consult HR/legal counsel for compliance. Be aware of your legal rights if you request your employer treat your ADHD as a disability. Your employer is not obligated to meet all your demands but is required to make "reasonable" accomadations. A discussion with us can help you have a difficult conversation with your employer if you feel you need disability support.

Common examples include written instructions, clear priorities, structured check-ins, reduced distractions, milestone-based work, digital organiztionl tools, and flexible scheduling where feasible—based on the role and needs.

In general, avoid medical questions. Focus on job expectations and observable performance behaviors, and ask what support would help them meet standards. Consult HR/legal for counsel. If their behavior demonstrates a possibility of severe ADHD you can suggest they seek screening if THEY feel it is an issue or a possible diagnosis. As an employer your job isn't to diagnose employees for medical or mental health issues.

Be cautious and focus on performance gaps—not diagnosing. You can encourage use of an EAP or a qualified professional if the employee wants support. Consult HR/legal counsel.

ADHD can co-occur with anxiety, depression, learning disorders, and other conditions. That’s why a proper assessment matters—ADHD can be missed when other issues are more visible.

Yes—many people start with the ASRS v1.1 screening checklist. It does not replace a professional evaluation. (You can place your “Download ASRS v1.1 HERE” link once uploaded.)

Leadership is influence in action—ownership, communication, and follow-through. Companies win when leadership exists at every level, not only in job titles.

Training teaches skills to groups. Coaching is personalized development and accountability. Consulting diagnoses systems and recommends solutions at an organizational level.

Yes—half-day to two-day onsite workshops are available, and virtual delivery is available worldwide depending on your goals.

Communication, accountability, conflict resolution, trust, delegation, coaching skills, team culture, and manager-to-leader development.

We teach clarity + connection: setting expectations, coaching consistently, and holding accountability with respect. Strong leadership is neither harsh control nor passive niceness.

Yes. We teach how to adapt tone, pace, and feedback to different preferences so teams stop misreading each other and start executing together.

Clearer expectations, fewer misunderstandings, stronger accountability, healthier conflict resolution, better meetings, improved morale, and often improved retention and performance.

Discovery call → goals and audience definition → training plan → onsite/virtual delivery → optional follow-up coaching → reinforcement tools (scripts, checklists, team agreements).

When communication improves, errors drop, accountability rises, meetings become productive, conflict resolves faster, and teams move from “busy” to effective.

DISC helps leaders understand their strengths and blind spots so they can adapt communication, coach more effectively, and build teams with less friction and better trust.

Yes—virtual workshops and coaching are available worldwide, and onsite training is available based on schedule and travel logistics.