The REAL Profile measures the response gap — the distance between the response a leader knows is right and the one they actually produce when it counts. 24 competencies, four domains, 48 items, a 50-page report, and a development path that follows the result — headed by a single score, the R.E.A.L. Adaptive Response Index™.
DISC describes behavioural style. Hogan describes personality and derailers. MBTI describes preference. All three answer the same question — who is this person? — and they answer it well. It was the right question for a world that held still long enough for the answer to stay useful.
That world is gone. AI is rewriting job descriptions faster than organisations can rewrite competency frameworks. Decision cycles have compressed. Teams re-form every quarter. In this environment, knowing a leader's fixed profile tells you less and less about how they will actually perform next month.
The question that now decides outcomes is different: not who this person is, but whether the response they produce under pressure matches what the situation actually requires.
Almost every leader knows, calmly and afterwards, what the right response would have been. The problem is what survives contact with the moment. We call that distance the response gap, and what the instrument scores is adaptive response — how much of the right response actually arrives. It is reported as the R.E.A.L. Adaptive Response Index™: one headline score across the 24 competencies, with its two components: collect and regulate.
It is, as far as we can establish, the first instrument to score that gap as a measurable, trainable capability rather than infer it from personality. Not a better personality test. A different question.
A 50-page report that keeps going after the diagnosis: what to practise, in what order, and how to know it is working.
Designed by an ICF Master Certified Coach — roughly 1,350 worldwide — from two decades inside executive committees, not from a literature review.
Adaptivity has become the leadership story of the decade. The instruments most organisations own were built for the last one.
The REAL Profile measures the response gap. The REALSWITCH™ Method is how the gap gets trained: a short, frequent practice carried by the REALSWITCH™ mobile app, placed in the working day rather than in the training room.
The manager no longer endures, no longer forces: they choose the best response, even under pressure.
When managers realise they struggle to decide under pressure, they look for training outside.
But as has been proven since 1885, without repetition we forget most of what we learn within days.
Back at the office, nothing moves: the moment pressure rises, the automatic, reactive brain takes over, and what was learned falls apart.
With the REALSWITCH™ Method, you stop looking for power outside and find it inside. Every 20 minutes, the M.A.P. places a junction on your tracks (thoughts, emotion, body) and you choose your track. Repeated every day, this move becomes a reflex: your adaptive brain takes back control, and you become the author of your life again.
38% → 83%
Stepping back
Dec 2022 → Mar 2023
27% → 4%
Reactive automatic responses
Dec 2022 → Mar 2023
A single case, shown for illustration: between the two profiles, the participant practised the M.A.P. and nothing else. The preregistered test-retest study, in which participants receive no training or information between the two profiles, will show how much scores move without practice.
R.E.A.L. is a sequence, not a typology. Each stage carries four measurable competencies.
Stepping out of the reactive loop and becoming the author of the situation rather than its subject.
Gathering information that is not distorted by certainty, assumption or the pattern-matching of the automatic brain.
Choosing a constructive intention and connecting to personal and collective resources before acting.
Meeting uncertainty without defensive posture, and trusting the process enough to keep moving.
Skills tied to consciously or intuitively selecting a cognitive reasoning process that facilitates the shift to the adaptive brain.
Self- and other-awareness — the quality of awareness of what is happening inside — together with self-management: the quality of the actions taken to regulate emotion.
Skills tied to avoiding the characteristic 'trap behaviours' of each DISC® profile under pressure.
The capacity to avoid automatic reaction and take the time to step away from a situation before attempting to solve it.
~3,000
profiles completed
147
certified practitioners
+74 in certification
~220
client organisations
6
resellable e-learning programmes
Those three thousand profiles were not a commercial campaign. They were a build-and-refine phase: run the instrument, analyse the results, revise the items, run it again. The first reliability analysis was completed in July 2023 and drove a round of item-level revision; a second analysis on 500 profiles is scheduled for October 2026.
Commercial distribution outside francophone markets has not started. That is the opportunity, and it is why this page exists.
Reseller and white-label arrangements, with certification delivered by us or co-branded. Territory exclusivity available in most markets.
Two complete programmes ready to be localised: the 55-hour Neuro-Management R.E.A.L. certification, worth 38 ICF CCE units, and an ICF Level 1 accredited coach training in neuroscience and sensoriality. The deepest assets in the range.
You have the clients and the technology. REAL adds differentiated, development-linked IP with a ready-made six-module curriculum behind it.
The API exists today and connects our platform directly to a distributor's site — not a roadmap item. Individual and team scoring available programmatically.