David had been with the legal firm for several years and had become one of their leading commercial lawyers. He was highly respected by clients for his expertise and well liked by colleagues for his sociable and positive nature. He contributed greatly to both the professional and social culture of the firm.
When the partners learned that other legal practices had approached David with job offers, they knew they needed to act quickly to retain him. They decided to promote him from his managerial position and offer him a partnership. David accepted, and the firm began preparing to welcome him into the partnership group within three months.
Problem
As the date approached, the partners began noticing a change in David’s behaviour. He no longer joined Friday gatherings, appeared withdrawn, and seemed visibly troubled. This concerned the partners, as they did not want to welcome a new partner who felt uncomfortable or overwhelmed by the additional responsibility.
To ease his transition, they included David in partners’ meetings and encouraged transparency. Every time they expressed concern, David insisted he was excited about the new opportunity.
The partners then revisited David’s original Extended DISC® Behavioural Assessment, completed a couple of years earlier. The report showed balanced “ISC” traits in both his conscious and unconscious profiles. This confirmed what they knew of him: a steady, precise, people-oriented lawyer who was well suited to the role and did not require strong dominance traits to be successful in the partnership.
Nothing in the old report indicated a concern. However, uncertainty remained.
They decided to ask David to complete an updated Behavioural Assessment.
To their surprise, his new Profile II (unconscious style) had become tight, an indicator of insecurity. This raised serious concern for the partners, who needed stability and confidence from a new partner.
Solution
The managing partner arranged a private discussion with David, using the updated Behavioural Assessment as a starting point. This proved to be exactly the right decision.
The report created a safe space for David to share what was really happening. He revealed that his wife had left him a few weeks earlier and he was experiencing significant emotional turmoil. The behavioural shift had nothing to do with the role itself, but rather his personal circumstances.
Extended DISC® Behavioural Assessments help individuals understand their natural communication style, the way they respond to pressure, and how they interact with other DISC styles. In this case, the assessment provided crucial insight into David’s temporary emotional state and opened the door to an honest conversation that might not otherwise have taken place.
With understanding and support from the partners, David continued with the partnership appointment. After resolving his personal challenges, he exceeded expectations and became a highly successful partner.
This case highlighted the value of behavioural assessments not only for recruitment and promotion decisions, but also for supporting people during challenging periods.
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