Graphs (DISC & Focus)
At the top of the Profile, you’ll see two tabs that visualize results from the DISC and Focus assessments. You can toggle between them at any time.DISC Graph
The DISC assessment measures four core behavioral dimensions:- Dominance – Direct, decisive, takes charge.
- Influence – Outgoing, persuasive, socially expressive.
- Steadiness – Loyal, dependable, patient.
- Correctness – Analytical, precise, detail-focused.
Focus Graph
The Focus assessment measures five domains related to attention, workflow, and communication:- Flexibility – Openness to change and adaptability.
- Organization – Structure, planning, and execution.
- Communication – Frequency, directness, and clarity of communication.
- Understanding – Empathy and ability to grasp perspectives.
- Stability – Emotional steadiness and resilience.
Stat Bar
Directly beneath the graph, a stat bar provides at-a-glance insights:- DISC Letter Style (e.g., SC, DI)
- Archetype (e.g., Assessor, Builder)
- Top Value (from the Core assessment — see section 3)
- Time to Complete (how long the participant took to finish all assessments)
Look for the Playbook AI logo for AI-powered insights throughout the Profile.
Playbook AI Debrief
The Playbook AI section generates a narrative overview of the participant’s style.- Draws from 45 behavioral datapoints across DISC, Focus, and Core assessments.
- Summarizes the participant’s tendencies in easy-to-read paragraphs.
- Provides a balanced view of strengths, challenges, and situational behaviors.
Ask Playbook AI
Alongside the written debrief, the Ask Playbook AI button lets you interact with an AI assistant trained on Profile results. You can:- Ask clarifying questions about the Profile.
- Explore how a participant may behave in specific contexts.
- Get tailored recommendations for coaching, recruiting, or team integration.
Style Overview
The Style Overview summarizes a person’s DISC style in plain language and four domain cards. It’s designed for a quick read before you dive into the rest of the report.What you’ll see
- A brief style narrative describing the person’s overall DISC pattern and archetype (e.g., “Analysts are logical and reserved…”).
- Four style cards—D, I, S, C—each showing a 0–100 score (displayed as a percentage), the style name, a Dominant Fear, and a short description.
Scores are not additive. Each domain is independently scaled (0–100) to indicate relative intensity.
Interpreting the four DISC styles
D — Dominant & Direct
- What it reflects: How assertively someone prefers to approach problems and decisions.
- High D tends to: Move quickly, take charge, pursue goals, confront obstacles.
- Lower D tends to: Be more cautious, collaborative, or consultative before acting.
- Dominant fear: Being taken advantage of.
I — Influencing & Inspiring
- What it reflects: How someone engages with people—energy, optimism, persuasion.
- High I tends to: Seek connection, communicate frequently, energize groups.
- Lower I tends to: Prefer reserved, task-focused interactions and smaller circles.
- Dominant fear: Not being accepted.
S — Steady & Stable
- What it reflects: Preferred pace, consistency, and supportiveness in daily work.
- High S tends to: Be patient, calm under pressure, dependable, team-oriented.
- Lower S tends to: Prefer variety, faster pace, and frequent change.
- Dominant fear: Loss of security or change.
C — Compliant & Correct
- What it reflects: Orientation toward accuracy, standards, and data.
- High C tends to: Value precision, quality, and well-defined processes.
- Lower C tends to: Optimize for speed, flexibility, and “good enough” outcomes.
- Dominant fear: Criticism or being incorrect.
How to read this section effectively
- Start with the narrative: It frames the person’s overall pattern and archetype in everyday language.
- Scan the four scores: Identify primary (highest) and secondary domains; these often explain the Profile’s letter style (e.g., SC, DI).
- Consider the Dominant Fears: These are powerful coaching cues that explain avoidance patterns and stress triggers.
- Apply context: High/low expressions can be strengths or risks depending on role, team needs, and situation.
Focus Overview
The Focus Overview visualizes five domains you can switch between via tabs: Flexibility, Organization, Communication, Understanding, and Stability. Each domain shows:- A domain score (0–100) with a short narrative and keywords.
- A bar chart of six related facets (each 0–100).
- Facet descriptions below the chart.
Domain and facet scores are independent 0–100 scales (they are not additive). Higher scores indicate a stronger or more frequent expression of that quality.
How to read a domain
- Select a tab (e.g., Flexibility).
- Skim the domain narrative to understand the overall tendency.
- Scan the six facet bars to see which sub-qualities are highest/lowest.
- Open the facet descriptions under the chart to ground the numbers in plain language.
- Apply context (role, environment, current goals) when interpreting high/low expressions.
What each Focus domain measures
Scores run 0–100. High/low is not good/bad—effectiveness depends on role, team context, and goals.
Flexibility
Openness to new ideas and approaches; willingness to adapt thinking and methods. Higher tends to: Explore alternatives, integrate feedback, pivot gracefully, learn quickly.Lower tends to: Prefer proven methods, value consistency, change more deliberately.
Watch out for: Very high Flexibility can lead to constant switching; very low can stall innovation.
Organization
Planning, structure, and follow-through on tasks and goals. Higher tends to: Build systems, clarify priorities, track progress, meet deadlines reliably.Lower tends to: Work more fluidly, improvise, handle shifting priorities on the fly.
Watch out for: Very high Organization can become rigid; very low can create avoidable churn.
Communication
Frequency, clarity, and assertiveness of expression with others. Higher tends to: Share context proactively, energize groups, align stakeholders.Lower tends to: Be concise/reserved, prefer written updates, limit social bandwidth.
Watch out for: Very high Communication can overwhelm signals; very low can create ambiguity.
Understanding
Interpersonal attunement, ethics, and collaborative orientation. Higher tends to: Build trust, weigh impacts on others, strengthen team cohesion.Lower tends to: Be self-reliant and direct, focus on task over relationship cues.
Watc out for: Very high Understanding can slow hard calls; very low can miss social risks.
Stability
Emotional steadiness, stress regulation, and resilience. Higher tends to: Stay calm under pressure, recover quickly from setbacks, project composure.Lower tends to: React more strongly to stress, be vigilant to risks and uncertainties.
Watch out for: Very high Stability may mask urgency; very low can drain focus and morale.
Core Values
The Core Values section reveals what truly motivates the person. Values are shown in priority order—1 is the strongest current driver—each with a short definition and practical “fit statements” that describe an ideal environment.What you’ll see
- Ranked value cards (e.g.,
Advancement,Family Happiness,Economic Security,Freedom,Integrity). - A brief description for each value explaining what it means in day-to-day work.
- A set of fit statements on the right (e.g., “There is a clear structure with room for advancement.”) that indicate conditions where the person is most motivated.
The person’s top value also appears in the stat bar near the graphs for quick reference.
How to read it
- Scan the top 1–2 values for primary motivators—these often explain decisions, engagement, and trade-offs.
- Use the fit statements to translate values into specific environmental needs (policies, cadence, feedback, rewards).
- Balance with role realities: A lower-ranked value isn’t unimportant; it’s just less motivating right now.
- Revisit over time: Values can shift with life stage or responsibilities.
Putting Core Values to work
- Role/Project fit: Map responsibilities and success metrics to the top values.
- Coaching & retention: Align recognition, growth paths, and autonomy with what the person values most.
- Expectations clarity: If a value (e.g., Freedom) is high, agree on outcome-based checkpoints rather than step-by-step oversight.
- Conflict prevention: When decisions create friction, refer back to value priorities to explain trade-offs.
Conversation starters
- “Which of these fit statements feels most true right now?”
- “What’s one small change we can make this month to better support your top value?”
- “When has this value helped you do your best work recently?”
Behavioral Traits
The Behavioral Traits section translates the Profile’s results into practical guidance. It opens with a short narrative and three columns that summarize likely patterns:- Strengths – natural advantages to leverage
- Areas for Improvement – skills/behaviors that benefit from intentional practice
- Under Stress – common pressure responses and early warning signs
How to use: Start with the narrative for context, then pick one Strength to lean into and one Improvement to develop. Use Under Stress as a checklist for prevention and recovery strategies.