What exactly is behaviour profiling?
When I talk about behavioural profiling, some people say, “What, like NCIS and all
the sociopaths?”
Well—no, not that kind of profiling! (Although, let’s be honest, I’ve come across a few
profiles that might warrant a second look...)
Seriously though, let me walk you through what behavioural profiling really is, what
it’s not, and why it matters—professionally and personally.
The 3 parts to profiling are:
The Questionaire
The Debrief
The Report
Behavioural profiling helps us better understand how we communicate, engage, and operate in both workplace and social settings. The process involves three parts:
The Questionnaire
Participants complete a questionnaire that takes around 35 minutes. You’ll be asked to rank four items in order of “most like” to “least like.” Once completed, the report is generated and sent to the facilitator for review.
Absolutely not. The questionnaire doesn’t ask for any secrets or personal disclosures.
Profiling is based on the idea that you are the expert on yourself. During the debrief, the facilitator may ask some clarifying questions, but they’re never sensitive or invasive. In most cases, you’ll already be aware of what’s shared—it’s just that the “why” behind your behaviour becomes clearer.
Many people experience “ah-ha” moments during this process as long-standing patterns or habits finally make sense.
Your unique communication style
The tendencies and descriptors that define how you interact
Practical insights for improving teamwork and relationships
When your profile includes driving forces, it reveals what energises or frustrates you, how you make decisions, and what fuels your motivation.
If emotional intelligence is included, it becomes the icing on the cake—giving you deeper insight into how you manage your emotions and relate to others effectively.
The combined power of DiSC, Driving Forces, and Emotional Intelligence (EQ) profiling creates a deep, multi-dimensional understanding of how people behave, why they behave that way, and how they can best interact with others. Together, they move beyond surface-level assessments and unlock transformative insights for individuals, teams, and leaders.
Profiling is not a test
It is not a measure of ability, skills, intelligence or attitudes.
Profiling is not a good or bad based on high scores and low scores
Profiling does not determine how good you are at a job, how experienced you are
How do employers use profiling and what are the benefits?
1. Recruitment purposes
Recruitment is more than a polished resume or a well-coached interview. Anyone can be taught how to impress on paper or in person.
Behavioural profiling digs deeper, helping employers identify the right fit—someone who doesn’t just meet the requirements but genuinely thrives in the role.
The benefits?
Avoid the cost of re-hiring (often six months’ salary)
Save on onboarding and training costs
Retain valuable knowledge and team culture
Build a more aligned, committed workforce
Team Cohesion
For team to perform well, it is essential that the members communicate well with one another and with other teams, departments etc. Profiling assists team members to better understand theirs and others’ communication preferences. This leads to high effectiveness, high productivity and success.
The benefits of team cohesion is that they have the tools and emotional intelligence to manage conflicts, communicate well with one another and to other areas of the business, thus demonstrating a positive culture and high productivity.
Of course, the best part of the profiling tools is that a team profile can be generated, showing where each member sits in terms of communication style, task approach, and workplace interactions. This of course and again leads:
Smoother collaboration
Fewer misunderstandings
Higher productivity
Stronger team culture
Behavioural development
Self-awareness is the cornerstone of leadership.
Profiling helps individuals—whether employees or leaders—gain insight into their style, triggers, and natural tendencies. That insight leads to more authentic influence and better decision-making.
A great manager knows that one size doesn’t fit all. With profiling, leaders can better motivate individuals by understanding what drives them. This leads to happier, more productive, and more effective teams.
Behavioural profiling is a practical, insightful, and transformative tool—not just for hiring decisions, but for team harmony, leadership growth, and personal development. Whether you're a CEO, HR leader, or team member, understanding behavioural styles can make a profound difference in how you connect, lead, and succeed.
