An honest look at the tools you already use.
We get asked how the read relates to Hogan, DiSC, 360s — and lately, to just asking ChatGPT. The short answer: they sit at different layers, and most of them work well alongside us. These pages give the long answer, respectfully.
Different layers, plainly compared.
01
vs. Hogan
Hogan measures personality — who a leader tends to be. We measure developmental capacity — what they can become. Different layers of the same leader, and often strongest together.
Read the comparison →
02
vs. DiSC, MBTI & StrengthsFinder
Style tools show how someone prefers to work. We read what they can carry when the role gets harder than their preferences. Keep the shared language; add the layer.
Read the comparison →
03
vs. 360 Feedback
A 360 shows how colleagues experience a leader today. We read the capacity underneath — what's structurally available to them tomorrow. A mirror and a map.
Read the comparison →
04
vs. Just Asking ChatGPT
You'd get something plausible in thirty seconds. The honest difference is calibration: a written rubric, evidence-anchored scoring, human review, and someone who stands behind the read.
Read the comparison →
“I’m a certified coach and I’ve taken many assessments. Most cover broad personality traits in careful, blurry language — ‘this can be good, but…’ This was different: three concrete levers instead of twenty vague insights, practical recommendations, and honest, critical feedback. Focused and deep.”
One principle runs through all four: the read is one input among several — never a pass/fail, never a ranking — and where a client’s process requires validated scoring, established instruments carry that weight alongside us.