Why we know you before your coach does
The free 7-minute game reads two validated frameworks, DISC and the Big Five (OCEAN), from what you choose in short work moments. The optional 14-day chapters go deeper, including the Enneagram. Your coach sees the result before your first session.
The first game reads DISC and the Big Five. The optional 14-day chapters add the Enneagram for people who want to go deeper.
The Big Five model (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism) is the most empirically validated personality framework in psychology. Costa and McCrae (1992) established its cross-cultural stability across 50+ countries.
Barrick and Mount (1991) conducted a landmark meta-analysis of 117 studies spanning 23,000+ participants, demonstrating that Conscientiousness and Emotional Stability predict job performance across virtually every occupation.
In coaching contexts, Grant and Cavanagh (2007) showed that personality-informed coaching produces significantly stronger outcomes, while Passmore and Fillery-Travis (2011) confirmed that coaches who understand a client's trait profile build rapport faster and tailor interventions more effectively.
OCEAN tells your coach: what kind of person is sitting in front of me?
The therapeutic alliance — the quality of the relationship between coach and client — is the single strongest predictor of outcomes. Horvath and Symonds (1991) found it accounts for 30% of outcome variance, dwarfing the effect of any specific technique.
Cushman and Villalba (2010) demonstrated that matching communication styles between practitioner and client significantly strengthens this alliance. When your coach mirrors your behavioural preferences, trust forms faster.
Bonnstetter and Suiter (2004) validated DISC as a reliable measure of workplace behavioural style, showing its four-factor model (Dominance, Influence, Steadiness, Conscientiousness) captures how people naturally act under pressure, communicate, and make decisions.
DISC tells your coach: how do I communicate with this person?
Sutton, Travis and Woodhead (2013) established convergent validity between the Enneagram and Big Five, showing the system captures a meaningful motivational layer that trait models alone miss.
Hook et al. (2021) conducted a systematic review confirming the Enneagram's utility in personal development contexts, particularly its ability to surface core fears and desires that drive behaviour beneath conscious awareness.
Consider the difference: a Type 3 and a Type 7 may both score high on Extraversion in OCEAN, but their underlying motivations are completely different — the 3 is driven by a need for achievement and validation, while the 7 is driven by a fear of limitation and pain. Lapid-Bogda (2010) showed that this distinction fundamentally changes the coaching approach required.
The Enneagram tells your coach: what is this person's core growth edge?
Single frameworks give you a flat picture. We give you a three-dimensional one.
Passmore (2012) argues that effective coaching formulation requires integrating multiple levels of personality data — traits, behaviours, and motivations — to build an accurate picture of who the client is and what they need.
| Framework | Level | What It Reveals | Coaching Use |
|---|---|---|---|
| OCEAN | Trait | Stable personality tendencies — how open, disciplined, social, agreeable, and emotionally stable you are. | Tells the coach who is sitting in front of them and what style of challenge or support to lead with. |
| DISC | Behaviour | Communication and decision-making style under pressure. | Shapes session pacing, feedback style, and how the coach builds rapport. |
| Enneagram | Motivation | Core fears, desires, and the unconscious patterns that drive behaviour. | Surfaces the real growth edge — not just what the client does, but why. |
The relationship is the intervention.
Relationship as Outcome Driver
The coaching relationship alone accounts for 30% of outcome variance — more than any technique or framework.
Norcross & Lambert, 2011
Multi-Layer Formulation
Combining trait, behavioural, and motivational data gives coaches a three-dimensional view of every client.
Passmore, 2012
Personality-Informed Outcomes
Coaches who understand client personality produce measurably stronger outcomes in goal attainment and well-being.
Grant, 2007
Style Matching Effectiveness
Matching communication styles between coach and client strengthens the therapeutic alliance and accelerates trust.
Cushman & Villalba, 2010
Why the assessment is gamified
Personality assessments fail when people disengage. Traditional questionnaires are long, repetitive, and primed for social desirability bias — people answer how they think they should, not how they actually are.
Csikszentmihalyi (1990) demonstrated that people produce their most authentic responses when they are in a state of flow — fully absorbed, intrinsically motivated, and free from self-monitoring. Gamified experiences create this state by introducing variety, pacing, and low-stakes challenge.
Hamari et al. (2014) confirmed in a comprehensive meta-analysis that gamification increases engagement, data quality, and completion rates across assessment contexts. Our assessment uses interactive ranking, scenario-based questions, and visual progress feedback to keep you in flow from start to finish.
See your working style in seven minutes.
The free game reads your style from what you do in short work moments, then suggests three skills and coaches who fit you.