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Psychometric assessment for leaders and organisations

Gain deeper insight into your leadership style, communication preferences and behavioural strengths with a psychometric assessment, professionally debriefed by an accredited practitioner. 

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Trusted by government departments, universities
and leading Australian organisations

TRUSTED BY ORGANISATIONS INCLUDING

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Gain the insights to lead & hire with confidence

A psychometric assessment provides objective insights into how people think, communicate and behave at work. At Melbourne Leadership Group, we use the internationally recognised DISC behavioural framework to help individuals develop their leadership capabilities and organisations make more informed recruitment and development decisions.

WHAT A PSYCHOMETRIC ASSESSMENT DELIVERS

  • Understand your behavioural and communication style
  • Gain insight into how others experience your leadership
  • Identify your strengths, motivators and decision-making
  • Improve your communication and leadership effectiveness
  • Make more informed, evidence-based hiring decisions

WHY CHOOSE MELBOURNE LEADERSHIP GROUP?

Psychometric assessment from accredited experts with real-world experience

An accredited DISC practitioner with over 20 years of real-world experience

A globally recognised framework used by millions worldwide

Focused on real insight, not just a personality label

Suited to individual development or recruitment decisions

Trusted by government, universities and top organisations

Find Out More

Psychometric assessment for leadership

Evidence-based insight into leadership capability

Your 25-page DISC report provides a structured analysis of your behavioural profile and leadership preferences, and how these influence your effectiveness in role.

 

This insight supports more intentional leadership development, helping you communicate better, build greater influence and develop stronger self-awareness in your day-to-day work.

You’ll gain:
  • A clear profile of your leadership and behavioural preferences
  • Insight into how others perceive your communication style
  • Behavioural evidence to support your leadership development priorities
  • A one-on-one debrief with an accredited DISC practitioner
Ready to understand yourself as a leader and turn insight into action? Get started today.
Book Your Assessment

How does our leadership development assessment work?

A simple three-step process to real self-insight

Step 1:
Introductory conversation

A short conversation helps us understand your leadership journey and what you want from your assessment, so you’re ready to complete your DISC assessment.

Step 2:
Complete your online assessment

The DISC questionnaire takes just 8 to 10 minutes. With 24 easy-to-understand questions, you simply choose the words most and least like you.

Step 3:
Debrief with a DISC Expert

Meet with a fully accredited DISC practitioner to explore your results, confirm your strengths and identify areas for development

Get Started

Psychometric profiling for recruitment

When recruiting for a critical role, the stakes are high. Résumés can be polished, interviews rehearsed, and with AI now shaping much of the application process, it’s harder than ever to understand the real person behind the paper. That’s why we go deeper.


Our psychometric profiling service supports confident, evidence-based hiring by revealing how candidates are likely to behave, not just what they claim they can do. Using the established DISC framework, we assess how shortlisted candidates communicate, perform under pressure, collaborate, and fit within your team culture.

Here’s how it works:

  • Your shortlisted candidates complete an online DISC assessment as part of your recruitment process
  • The assessment highlights their strengths, risks, and likely workplace behaviours
  • Your report includes tailored interview questions to guide final-stage conversations
  • You make your hiring decision backed by behavioural evidence, not just impressions
Find the right person, not just the right résumé. The result is hiring decisions you can stand behind.
Enquire About DISC for Recruitment

Meet your disc assessment practitioner

Led by an accredited DISC practitioner with real-world leadership experience

Hamish Park is a Melbourne-based executive adviser, leadership coach, and accredited DISC practitioner with more than 20 years’ experience working with government leaders, boards, and corporate executives.

 

He applies the DISC framework to help individuals understand their leadership style and communication preferences, and to support organisations in making more confident, evidence-based recruitment decisions.

 

Hamish holds a Master’s degree in Management from Harvard University, where he specialised in leadership. He is also an IECL Certified Organisational Coach, a Senior Fellow at Melbourne Law School (University of Melbourne), and a non-executive director on two boards.

Read Hamish's Bio

Looking for a team-based approach?

Explore our DISC team building workshops if you're looking to strengthen communication and collaboration across your whole team.

Explore DISC Workshops

Who we work with

Trusted by leaders and organisations across every sector

Our clients range from government departments and universities to corporate organisations and not-for-profits, spanning medium to large organisations across many industries. Though based in Melbourne, we regularly work with national clients and organisations operating across multiple states.

 

Over the past three years, our work has taken us to Melbourne, Canberra, Sydney, Adelaide and regional Victoria. Many of our clients return to us for multiple projects, a reflection of the trust we’ve built through our psychometric assessment and recruitment work.

Explore Recent Projects

Ready to get started?

Here's what you get

Our psychometric assessment gives you clear, evidence-based insight into your leadership style, delivered from questionnaire to debrief in under two weeks.

You’ll get:

  • An 8 to 10 minute online DISC assessment
  • A detailed 25-page psychometric report
  • A one-on-one debrief to unpack your results
  • Tailored interview questions if you're using DISC for recruitment
  • No lock-in, get started the same day

Most of our work comes through word of mouth. We’re proud that clients trust us enough to recommend us to others.

 

Contact Us

“I participated in one of Hamish’s outstanding professional development programs, and can’t think of anyone better placed to advise, train and coach our leaders. Hamish consistently exhibits professionalism, commitment, international perspective, alertness, stamina, and excellence.”

Hannah, Melbourne

“I would not have guessed that I would have changed as much as I have in only six months. Thanks so much for your support and advice along the way.”

Dean, Sydney

“The choice we made to work with you through this program has been so right! The fact that you and your organisation see the true value in achieving a ‘leader of leaders’ outcome rather just than a better or improved leader, especially with encouragement of creating the ripple effects and mechanics of cascading, says a lot. An absolute pleasure to have worked with you.”

Nicholas, Melbourne

FAQs

A psychometric assessment is a structured tool that measures how a person thinks, behaves, and makes decisions, providing an objective evidence base for leadership development and recruitment decisions. Unlike a performance review, which measures what someone has done, a psychometric assessment reveals how they are naturally wired – their behavioural preferences, communication style, response to pressure, and motivational drivers. In a leadership context, this information is valuable because it helps leaders understand themselves more accurately, and helps organisations make better decisions about how to develop, deploy, and recruit their people.

A psychometric assessment is the broader category of tools used to measure behaviour, personality and cognitive ability. DISC is a specific type of psychometric assessment that focuses on behavioural style and communication preferences, and it’s the framework we use at Melbourne Leadership Group.
Yes. A psychometric assessment gives you an evidence-based picture of your natural leadership preferences and communication style, helping you focus your development on the areas that will make the biggest difference.
The DISC questionnaire takes around 8 to 10 minutes to complete. You’ll then receive a detailed 25-page report and a one-on-one debrief to unpack your results.

DISC is a behavioural assessment framework that measures four dimensions of workplace behaviour: Dominance, Influence, Steadiness, and Conscientiousness. It is the most widely used leadership assessment in the world, and for good reason – it is quick to complete, straightforward to interpret, and produces immediately practical insights about how a person communicates, leads, makes decisions, and responds under pressure.

Unlike more complex psychometric tools that require specialist interpretation, DISC results translate directly into actionable development priorities.

Melbourne Leadership Group uses Extended DISC Leadership Assessment, which produces a detailed 25-page report covering the dimensions of leadership behaviour, debriefed one-on-one by an accredited DISC practitioner.

The honest answer is that accuracy depends significantly on which tool you use and how the results are applied. DISC is well-established and extensively validated as a measure of behavioural style – it consistently produces results that participants recognise as accurate and that hold up over time.

The greatest risk with any psychometric tool is misuse – treating the result as a fixed label rather than a starting point for a development conversation. In the hands of an accredited practitioner who uses the results to open a genuine discussion rather than close one, DISC is a highly reliable development tool.

In three main ways:

  • For individual development, a DISC assessment provides a leader with an accurate, evidence-based picture of their natural behavioural style – how they communicate, how they make decisions, what motivates and drains them, and where they are likely to create friction with others. This becomes the foundation for a focused development plan.
  • For team development, running DISC across a team and sharing results in a facilitated workshop builds mutual understanding of why people approach work differently, which significantly improves communication and reduces unnecessary team conflict.
  • For recruitment, DISC provides a structured, objective lens on shortlisted candidates that cuts through polished CVs and rehearsed interview answers to reveal how someone is actually likely to behave in the role.

The debrief is a one-on-one session with an accredited DISC practitioner to work through your results in depth. It is not a summary of what the report says. It is a conversation that applies the results to your specific leadership context, exploring where your natural style serves you well, where it creates challenges, and what small adjustments could make a meaningful difference in how you lead and communicate.

Participants consistently find the debrief more valuable than the report itself, because the insight becomes personal and specific rather than generic. You leave with a 25-page report to refer back to, and a clear sense of the two or three things most worth working on.

Yes. This is one of the most practical applications of the DISC tool, particularly now that AI-generated applications make it harder than ever to assess the real person behind the resume. In a recruitment context, shortlisted candidates complete an online DISC assessment as part of the process. The results reveal their likely communication style, how they perform under pressure, how they collaborate with others, and how they are likely to fit the culture and demands of the role. The DISC report also generates a set of tailored interview questions to probe the areas most relevant to the position. This gives hiring managers an evidence-based lens on candidates that significantly improves the quality of final hiring decisions.

That depends entirely on what happens after the assessment. A DISC result handed over as a report without a proper debrief is just a label – a four-letter type that gets forgotten within a week. The insight comes from the conversation that follows, where an experienced practitioner applies the results to your actual leadership situation, explores what the findings mean in practice, and identifies specific, relevant development priorities. Melbourne Leadership Group’s DISC process is built around that crucial debrief conversation.

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