The Assertiveness/High-D Paradox

Two "identical" profiles performed very differently; TEIQue facets (e.g., Empathy, Emotion Perception, Self-esteem) explained the gap; interventions diverged.

The Mystery

"Same profile, different results." This perplexing pattern emerged when two professionals with seemingly identical psychometric scores were achieving dramatically different outcomes in the workplace.

Despite sharing the same 35% Assertiveness score on TEIQue© and similar DISC profiles showing high Steadiness (S), one was thriving while the other struggled with influence and challenging conversations.

What invisible factors were at play?

The Investigation

An expert coach deployed a dual-lens approach using both DISC and TEIQue© assessments to solve this mystery. The focus was on two professionals (Candidate A and Candidate B) who appeared identical on paper but performed worlds apart in practice.

The coach implemented:

Online assessment delivery for consistency
In-depth one-on-one feedback sessions that went beyond the numbers
Comparative analysis that looked for patterns across multiple trait EI facets
Real-world application discussions to connect assessment results with workplace realities

The Breakthrough Discovery

During feedback sessions, a remarkable insight emerged. Behind the identical 35% Assertiveness scores lay fundamentally different realities:

Candidate A's 35% Score

Reflected a perceived inability to be assertive – a genuine belief they couldn't effectively express perspectives or advocate for their positions.

Further investigation revealed significantly lower Self-Esteem compared to Candidate B.

Candidate B's Identical 35% Score

Represented a strategic choice to deploy assertiveness selectively – they possessed the capability but deliberately chose when and where to use it based on context.

Variations appeared in crucial facets like Empathy, Emotion Perception, and Adaptability.

This insight revealed why traditional score-only interpretations often miss the mark. Four patterns emerged that explained why people select specific rankings:

Value – how important they consider the trait
Ability – their perceived competence
Application – how much they choose to use the trait
Situation – specific contexts where they deploy the trait

Transformative Impact

This discovery revolutionized the coaching approach:

One-on-one feedback became non-negotiable – scores alone tell only half the story
Development plans became highly personalized even for seemingly similar profiles
Intervention strategies diverged dramatically – Candidate A needed confidence-building while Candidate B required optimization of existing skills
The organization gained a powerful new lens for understanding performance differences

The Path Forward

This breakthrough sparked several innovations in assessment methodology:

Enhanced pre-assessment guidance clarifying that rankings reflect personal perceptions
Redesigned feedback protocols that systematically explore reasoning behind self-rankings
Creation of video guidance materials to improve assessment completion and interpretation

This case illuminates the extraordinary power of combining behavioral and trait emotional intelligence assessments with skilled interpretation, revealing hidden dynamics that can transform potential into performance.