DISC Team Assessments and Workshops for HVAC, Renewables and Electrical Contractors
Individual DISC assessments, a team map and a facilitated workshop for founder-led HVAC, renewables and electrical contracting businesses with £1M–£50M turnover. Your managers get a shared, blame-free way to talk about how each person prefers to work, and agree changes to briefings, handovers and decisions that take pressure off the owner.
Built for teams where good people pull in different directions
For founder-led HVAC, renewables and electrical contracting businesses, typically £1M–£50M turnover, where the managers are capable but communication between them costs time, margin and goodwill. You want a team that settles things between themselves instead of bringing every disagreement to the owner.
You may recognise one or more of these:
Disagreements between managers end up on the owner’s desk
New managers struggle to brief and delegate to their teams
The same feedback gets very different reactions from different people
Some voices dominate meetings while others stay quiet
Handovers between sales, office and site lose detail along the way
You are preparing for growth, investment or sale and need the team to run without you
Every team is different. The common requirement is a willingness to talk openly about how people work, without blame.
What a DISC team assessment includes
PRACTICAL TEAM DEVELOPMENTWe agree who takes part and what the business wants from the work, then run the assessments and workshop with the team. Everyone knows from the start who will see their results and what they will be used for.
- Full online DISC assessment for each person
- Personal report on working and communication style
- One-to-one debriefs where agreed
- Clear rules on who sees each report
- Team map across the leadership team
- Strengths and gaps in how the team works together
- Pairings where friction is most likely
- Patterns in how decisions and information flow
- Session length agreed to suit the team
- Exercises set in the way your business runs
- Agreed changes to briefings, handovers and feedback
- A named owner and review date for each change
- Review session a month after the workshop
- Changes built into meetings and handovers
- Links to decision rights and role clarity
- Extends to new managers as the team grows
Assessments
Individual Layer
Each person completes a full online DISC assessment, which takes 10 to 15 minutes, and receives a personal report on how they prefer to work, communicate and make decisions.
Team Map
Team Layer
The results are brought together into a team map, so everyone can see the mix of styles, where the team is strong and where friction tends to start.
Workshop
Facilitated Session
A facilitated workshop helps the team talk through the map, practise adapting to each other and agree one or two practical changes.
Follow-through
Review Layer
A month later, the team reviews whether the changes stuck. Where the work sits inside a wider improvement programme, the review joins the regular operating rhythm.
Changes you can check
EVIDENCE & FOLLOW-THROUGHAgree what the team wants to change before the workshop, then check the same things a month later, so the session leads to new habits rather than a one-off conversation.
DISC describes how people tend to prefer to work. It is not a test of ability, and results are not used for hiring decisions, appraisals or decisions about anyone’s job.
Start with the free course: Is Your Team a Risk to What Your Business Is Worth?
Owner involvement
Note which disagreements and questions still come to the owner, and which the team now settles itself.
Handovers
Check whether handovers between sales, office and site carry the detail the next person needs.
Briefings and feedback
Ask whether briefings and feedback now land as intended, first time.
Agreed changes
Review each agreed change with its owner: kept, adjusted or dropped.
How a DISC team assessment works
A Clear Delivery StructureScope and Agreement
Step One
Agree with the owner who takes part, what the business wants from the work and how results will be shared.
Output: an agreed scope, participant list and simple rules on confidentiality.
Assessments and Reports
Step Two
Each person completes the online DISC assessment and receives their own report, with a debrief where agreed.
Output: individual reports and a team map.
Team Workshop
Step Three
Run the facilitated session: the four styles, the team map, where friction starts and what to change.
Output: one or two agreed changes, each with an owner and a review date.
Review
Step Four
Meet a month later to check what stuck and adjust what did not.
Output: changes built into the team’s regular meetings and handovers.
Where a stronger team takes you
Strategic OptionalityA team that communicates well is part of a business that runs without its founder. That opens up four strategic options.
Grow
Grow with managers who can brief, delegate and develop their own teams.
Raise
Show lenders and investors a management team that works together, not around the owner.
Acquire
Bring new people and teams together with a shared language for how everyone works.
Exit
Give a buyer confidence that the team will hold together once the founder steps back.
GRAX describes four possible pathways: Grow, Raise, Acquire and Exit. Choose the one that fits your goals; completing all four is not required.
DISC team assessments: your questions answered
Working TogetherDISC is a behavioural model that describes how people tend to act and communicate at work, using four styles: Dominance, Influence, Steadiness and Conscientiousness.
Is DISC a personality test?
DISC describes observable behaviour and communication preferences, not personality as a whole, ability or intelligence. It gives a team a shared language for differences that would otherwise be put down to attitude.
Can the results be used for hiring or appraisals?
No. DISC is not designed as a standalone tool for hiring, promotion or appraisal decisions, and the work is run on that basis. People are told who will see their report and what it will be used for.
Who should take part?
Usually the owner and the management team first, because that is where decisions and handovers meet. The work can then extend to wider teams.
Who runs the sessions?
Paul Freudenberg, a certified DISC practitioner and founder of Rostone Operating Partners, runs the assessments and workshops.
What does it cost, and how long does it take?
Fees depend on the number of people and the support required, and are agreed before work begins. The assessment itself takes 10 to 15 minutes per person.
How does this fit with business improvement?
It can run on its own or as part of a business improvement programme, where the agreed changes join the regular review rhythm. See business improvement services.
Start with how your team works today.
Ready to Talk It Through?On the first call, we discuss your team, where communication is costing time or margin, and what you want to change. We identify whether a team assessment is a useful next step.
The proposed scope, number of people and fees are agreed before work begins.
A clear next step
Discuss your priorities and whether Rostone is the right fit.
Start with the free tools
The free DISC Team Map gives a team a five-minute self-assessment, a one-page team map and a guide to a 30-minute conversation. It is light-hearted, not a validated test, and a simple way to see whether a full assessment is worth doing.
The free four-lesson course, Is Your Team a Risk to What Your Business Is Worth?, shows how team communication affects what a buyer will pay and walks through running the session.