DISC team composition
EXEED Service Advisor Development Platform
Assess. Coach. Strengthen the customer connection.
Secure behavioural assessment, coaching guidance and role-based reporting for authorised EXEED users.
24-set DISC workplace profile15 customer scenariosThree profiles in one grouped comparisonIndividual-to-national reporting
Scenario-response alignment
Position against 95%
Saving the full advisor PDF: The participant copy contains the complete self-development report. Authorised manager and Evolve downloads add a private coaching, integrity and timing appendix. On iPad or iPhone, tap Download full advisor PDF, then choose Save to Files from the Share menu. In Safari or Chrome, allow pop-ups/downloads if the report is blocked.
Authorised results
Assessment completion register
Use the separate controls to activate A2 Re-assessment, A3 Post-training or DISC Plus. A2 requires completed A1; A3 requires completed A2. Amber or Red A1/A2 results make DISC Plus eligible for authorised activation. DISC Plus is never available from A3, and the original result remains unchanged.
| Service Advisor | Current site / Team | Completed | Duration | Attempt | DISC | Scenario alignment | Integrity | A2 activation | A3 activation | DISC Plus activation | Post-training | Record |
|---|
Controlled assessment activation
Activate assessment
A2 is the formal re-assessment. A3 is the post-training assessment. The Service Advisor cannot start either until an authorised user activates it here.
Authorised Amber / Red action
Activate DISC Plus
DISC Plus adds a separate evidence and correlation overlay. It is activated only from an eligible Amber or Red A1/A2 result and never replaces or changes the original result or RAG status.
The evaluation has already been activated. Opening email prepares the message; the authorised issuer must confirm the recipient and send it.
Baseline to post-training
Development comparison
Compare A1, A2 and A3 for one Service Advisor or as an authorised team or national average.
Roll-up reporting
Site to national capability view
User-controlled comparison
Compare up to 10 completed advisors
Select completed assessments from your authorised scope, then compare individual profiles or selected site averages against the selected national average.
Authorised reporting hierarchy
Move from individual evidence to the authorised national view
Select the reporting level first, then select the person, manager’s team or site. The available levels are controlled by the signed-in user’s role.
Select a reporting level to begin.
Choose Individual, Team, Site or National. A report will not be generated automatically.
Email template 01
Service Advisor completion
Email template 02
Manager notification
Behavioural evidence overlay · Version 1.2
DISC Plus corroboration register
Review Amber and Red reassessments after the participant has completed all 12 situations and three evidence checkpoints. The original integrity status remains unchanged.
| Service Advisor | Reassessment | Original RAG | Participant evidence | Correlation | Manager corroboration |
|---|---|---|---|---|---|
| Loading authorised DISC Plus records… | |||||
Independent workplace observation
Record manager corroboration
Rate only behaviour directly observed in a dated interaction. This evidence can corroborate the overlay; it cannot erase an Amber or Red system status.
Verify one recent example showing how the participant understood the concern, set ownership and protected the next action.
Verify one recent example showing how the participant balanced pace, evidence, process and the views of others.
Verify one recent example showing how the participant handled pressure, corrected a position or secured the handover.
What must be completed: each checkpoint needs a date, internal reference, situation, behaviour used first, different behaviour deliberately added, observable result, and a person or record that can corroborate it. What they are for: they connect the participant’s self-report to three dated, traceable workplace examples. They support correlation and manager corroboration; they do not replace or automatically change the original Amber or Red status.
Evolve site control
Create or remove a client site
Only an authorised Evolve Administrator can create a site or remove an unused duplicate or incorrect entry.
Remove an incorrect or duplicate site
The site must have no user assignments, invitations or assessment records. Removal hides it from all active lists while retaining the inactive database record.
Client action queue
Pending approvals and registrations
Review the active client’s registered accounts awaiting approval and invitations awaiting registration.
| Person | Required step | Role | Site | Status | Push action | Notify |
|---|---|---|---|---|---|---|
| Loading the client action queue… | ||||||
Controlled invitation
Authorise and invite a user
Evolve may issue invitations on the active client’s behalf. Invitations expire after seven days.
The secure link works in Safari, Chrome, Edge and other standard browsers. Open Microsoft Outlook launches the installed Outlook app directly. Outlook must contain info@evolvethroughus.com; confirm that address in the From field before sending. Use the default-mail button or Copy email only if Outlook does not open.
Live account register
Authorised users and programmed managers
Use Nudge by email to remind an active Service Advisor. The Evolve Superuser can also reset an unsubmitted or timed-out A1, A2 or A3. The original attempt and answers remain archived; a confirmed submission can never be reset. Use Invite and allocate to activate a programmed Service Manager’s registration workflow.
| Name | Role | Site | Reports to | Status | Assessment / action |
|---|
Registered account control
Manage a registered account
Activate a pending account or correct an existing user’s role, site and reporting assignment. Every Service Manager requires one primary site. Additional managed sites are optional. Service Advisors must be assigned to an active Service Manager.
Role boundaries
Access by authorised role
Service Manager allocation
Allocate and invite a Service Manager
Select the site and manager. The secure invitation fixes the Service Manager’s site before registration.
Audited advisor movement
Transfer a Service Advisor
The current assignment changes while the original assessment site remains in the history and export record. Live transfers require an Evolve Administrator and a reason.
Registration control
Registration invitation status
Each email appears once using its latest invitation. When a matching account registers, it automatically moves from Pending to Registered. Authorised status corrections require a reason and are retained in the audit log.
| Invitee email | Authorised role | Site | Assigned manager | Invited by | Issued | Expires / registered | Status | Audited action |
|---|---|---|---|---|---|---|---|---|
| Loading authorised registration invitations… | ||||||||
Evolve governance record
Approvals, users and assessment activity
Review time-stamped activity across authorised users, invitations, approvals, sites and assessments. Times display in Gulf Standard Time (GST); the export also retains ISO timestamps and exact assessment duration in seconds.
| Timestamp (GST) | Category | Action | Actor | Subject / target | Site | Assessment duration | Details / status |
|---|---|---|---|---|---|---|---|
| Open this section as an Evolve Administrator to load the governance log. | |||||||
Production V1.8. Identity, invitation lifecycle, assessment capture, reassessment limits, archiving, advisor transfer, post-training verification and Evolve audit reporting remain connected to the secure production service. A1, A2, A3 and DISC Plus sessions become Superuser-reset eligible only when they were started but not finally submitted within 60 minutes; never-started and submitted records are excluded. Every reset retains the original evidence, records the actor and reason, and can prepare the replacement invitation in Outlook. Assessment scoring and final confirmation are processed as one atomic submission.
EXEED Automotive Aftersales
Understand your style. Adapt to the customer.
This assessment combines a 24-set workplace DISC profile with 15 EXEED customer-interaction scenarios. The completed reports support management coaching and Service Advisor self-development.
D Dominant / Driver
I Influential
S Steady / Secure
C Compliant / Cautious
Personal development profile
Tell us about the person behind the role.
Part 2 · EXEED customer adaptability
Choose what you normally do now.
Select the response closest to your current, usual behaviour—not what you believe EXEED, your manager or the customer would ideally expect.
60seconds
Select one response to continue.
DISC Plus · Evidence Overlay V1.2
How you work—and how you deliberately adapt
Think about your normal working behaviour during the last 30 days. Choose what you usually do first, then one different behaviour you would deliberately add.
This is not a retest and does not replace your DISC result.
It gathers additional current-behaviour evidence for an Amber or Red reassessment. Both choices must be realistic and different. There is no universally correct answer.
DDominant / DriverDirect, decisive, outcome-ledIInfluentialEngaging, expressive, people-ledSSteady / SecurePatient, dependable, continuity-ledCCompliant / CautiousCareful, accurate, evidence-led
0% complete0 of 12 answers submitted
60seconds
Working responseUsually do firstWould deliberately add
Part 1 · Profile yourself at work
Choose one “Most” and one “Least”.
60seconds
For this set, select the response most like you at work and the response least like you at work. They must be different.
Work responseMostLeast
Select both a Most and a Least response to continue.
Assessment closed
Your assessment has been recorded.
Unanswered questions are excluded from the score denominator and carried into the coaching guide for follow-up. This attempt is closed and will not automatically become a reassessment.
Assessment submitted
Thank you. Your responses have been recorded.
What happens next?
The results are prepared for authorised management, coach and assessor review. They should be discussed with the Service Advisor using observed customer evidence and the EXEED training rubric.
The management report and response-integrity analysis are available only through an authorised management account.
Authorised management · coach · assessor view
Behavioural guidance report:
Manager-only response integrity
Green · interpretableAmber · provisional; corroboration requiredRed · withheld for review
P
Service Advisor profile
Personal context for a relevant coaching discussion. These responses are not scored.
00
Response-quality indicators
These signals identify patterns requiring discussion. They do not prove intention or dishonesty.
scenario alignment
EXEED customer-adaptability result
01
Original 24-set DISC workplace profile
The three required profiles remain intact and are presented in one grouped comparison for clarity.
All three DISC profiles
Graph 1 shows the behaviour the person reports expressing at work. Graph 2 estimates the underlying or less adapted preference from the Least selections. Graph 3 combines both views equally to show the overall reported pattern. None is a performance score.
Reported behaviour actively expressed at work, based on 24 “Most like me” selections.
Less adapted behavioural preference inferred from 24 “Least like me” selections. “Private” does not mean a secret or more truthful personality.
The equal 50/50 average of Graphs 1 and 2. This is the overall reference used for the combined profile and Service Advisor reference comparison.
02
Service Advisor style
03
Behavioural fit and adaptation indicators
Reported work-style fit · Graph 1
Core-style fit · Graph 2
Combined-profile fit · Graph 3
Work-to-core behavioural movement
Behavioural-fit bars: Graphs 1, 2 and 3 are each compared with the Service Advisor reference profile. These are calculated profile-similarity indicators—not customer outcomes, competence or performance scores. Behavioural movement measures the difference between Graphs 1 and 2; a higher percentage means more reported adjustment, not better performance.
03B
Knowledge-to-delivery correlation
Version 1.2 shadow interpretation. It does not replace or alter the original assessment result.
04
Customer connection map
Directional behavioural guidance—not a prediction of customer satisfaction or competence.
Natural connectionLight adaptationDeliberate adaptationHigh adaptation
Approach is already relatively close.
A small adjustment is needed.
A noticeable, intentional adjustment is needed.
Greater preparation and self-management are needed; this is not a failure.
Qualification method: 40% behavioural-profile fit and 60% selected customer-scenario alignment. Internal pilot bands are Natural connection at 78%+, Light adaptation at 68–77%, Deliberate adaptation at 58–67% and High adaptation below 58%. Lower scores indicate that more conscious behavioural adaptation may be required. The score itself is withheld because the model has not yet been calibrated against EXEED field outcomes.
05
Frontline scenario-response guidance
How closely the selected responses align with the benchmark across five critical Service Advisor interactions. These indicators identify coaching priorities, not proven workplace capability.
Scenario-response threshold: 95%Strong similarity: 95–100% · at or above the scenario thresholdFunctional similarity: 70–94% · targeted refinement is indicatedFocused development: 55–69% · coached practice is requiredSignificant difference: below 55% · structured support and observation are required
These bars come only from the 15 customer scenarios. They do not come from the DISC graphs and do not establish technical competence or consistent workplace delivery.
06
Coaching focus
Observable behaviours for the next coaching conversation and workplace practice.
06B
Unanswered-question follow-up
Excluded from scoring and retained as prompts for the next coaching conversation.
06A
15/30/60/90-day coaching and support guide
A staged evidence plan for the Service Advisor and authorised manager.
07
Profile stretch
Compares self-perceived customer effectiveness with the selected scenario-response result.
08
Send the management report
The prototype prepares an email for the verified manager. Attach the saved PDF manually.
Production release: replace this prototype email action with a secure report link, controlled access and an audit trail.
Candidate self-development report
, your development profile
scenario alignment
Personal development position
01
Your DISC service pattern
This describes behavioural preference—not personal value or technical competence.
All three DISC profiles
Graph 1 shows the behaviour you report expressing at work. Graph 2 estimates your underlying or less adapted preference from the Least selections. Graph 3 combines both views equally to show your overall reported pattern. None is a performance score.
Your reported workplace behaviour, based on 24 “Most like me” selections.
Your less adapted preference, inferred from 24 “Least like me” selections. It is not a hidden personality or a judgement.
The equal 50/50 average of Graphs 1 and 2. It is the reference used for the combined profile and Service Advisor reference comparison.
P
Your personal development profile
Your interests and goals are included to support a more useful development conversation. They are not scored.
02
Your customer adaptability
“Natural” means the required approach is already close to your current style; it does not mean automatic success. Light, deliberate and high describe progressively more conscious adjustment—not performance grades.
Likely to feel relatively comfortable; still confirm the customer’s actual cues.
Make a small adjustment to pace, warmth, detail or directness.
Maintain a noticeable, intentional change of approach.
Prepare and consciously self-manage; coaching support may help. This is not a fail result.
03
Your development priorities
Observable behaviours to practise towards the 95% scenario-response threshold and then verify in the workplace.
03B
Your unanswered-question follow-up
These questions were not scored. Use them with your manager or coach to explore what support or clarification would help.
03A
Your 15/30/60/90-day development guide
Use this with your manager, coach or assessor to practise and verify observable behaviours.
04
Your profile stretch
A coaching comparison between confidence and selected scenario responses.
Time reached
Would you like 15 more seconds?
The current question is not complete. You may use one 15-second extension. If you continue without answering, this question will be excluded from the score and included in your coaching guide.