Most organizations treat hiring and development as two separate processes. Strategic Dynamics connects them — using data from PXT Select® to build a structured, measurable journey from first interview to fully engaged team member.
A promising new hire starts strong — then quietly disengages. A manager inherits a direct report they don't quite understand. A team that looked good on paper never quite gels. These aren't hiring failures. They are development failures. The data to prevent them was gathered during the interview process. Most organizations never use it. We help you use it from Day 1.
A structured, data-driven talent development framework built on two Wiley-certified tools — PXT Select® and Everything DiSC®. Each stage connects directly to the next, so development never starts from scratch.
Before a single interview takes place, build a role-specific performance model that defines what success looks like — not against gut instinct or first impressions, but against verified cognitive ability, behavioral traits, and occupational interests. Every candidate is evaluated against the role, not each other. The result: a Job Fit score, personalized interview questions, and an Onboarding Report ready the moment they accept your offer.
The PXT Select Onboarding Report is not a document to file. It is a conversation guide — telling the hiring manager specifically where friction is most likely, what the new hire needs in terms of structure or autonomy, and how to set the right expectations before misunderstandings become patterns.
In weeks one or two, the new hire completes an Everything DiSC® assessment. Both manager and employee now have a shared, non-threatening framework for discussing communication styles and working preferences — before friction becomes a problem. A High-D manager with a new High-S employee has a specific dynamic to navigate. DiSC gives both people the language to address it early.
At 30 days: The manager uses the DiSC Comparison Report to have a structured conversation about communication preferences and working styles.
At 60 days: Assess how coaching and delegation are landing — and adjust before patterns calcify.
At 90 days: A clear, data-informed picture of the new hire's trajectory and a coaching plan grounded in evidence rather than guesswork.
Everything DiSC® Management gives managers the framework to flex coaching, feedback, and delegation style to what each person actually needs. WorkSmart Manager Modules deliver one-hour reinforcement sessions on giving feedback, managing conflict, motivating by style, and navigating change.
The organizations that get the most from DiSC are the ones that build it into their culture — not just their onboarding checklist. As your people become fluent in the DiSC language, natural questions emerge: How do we handle conflict more productively? How do we develop senior leaders? How do we scale without depending on outside help every time?
Everything DiSC® Certification gives your HR or L&D team the credential and capability to run DiSC programs internally — administering assessments, facilitating workshops, and generating group and culture reports through Catalyst™. The Catalyst platform keeps DiSC alive in daily work, giving every participant ongoing access to their profile and personalized insights for working with specific colleagues.
Questions HR leaders and hiring managers ask before getting started with PXT Select® and Everything DiSC® talent development programs.
Most organizations treat hiring and development as two separate processes. Hiring ends when the offer is accepted. Development begins — if it begins at all — somewhere around the 90-day mark. The gap between those two moments is where new employees form their first impressions of leadership, decide whether they made the right choice, and either engage or disengage.
The Hire to High Performer approach closes that gap by using assessment data from the hiring process — specifically PXT Select® — as the foundation for onboarding, manager coaching, and early development. It makes the first 90 days intentional instead of accidental.
Ideally within the first two weeks. Once a new hire has completed their DiSC profile, both the manager and the employee have a shared a framework for talking about communication preferences, working styles, and potential friction points — before those friction points become problems.
A manager who is a high D can say to a new high-S employee: "I may come across as direct in meetings. That's not frustration — that's just how I operate. Tell me if you need more context." That one conversation, grounded in DiSC, can prevent months of misread signals.
Before the start date, the manager reviews the new hire's PXT Select profile and identifies two or three coaching priorities for the first 90 days. In week one or two, the new hire completes their DiSC assessment and the manager shares their own DiSC profile in a brief one-on-one — establishing the relationship dynamic early.
Yes — and in some ways it matters more for remote and hybrid teams. When employees are not in the same physical space, the informal relationship-building that happens naturally in an office doesn't occur. Misread communication styles persist longer because there are fewer opportunities to course-correct in real time.
PXT Select® and Everything DiSC® give remote managers and their new hires a structured way to build that understanding deliberately — even across time zones. The Catalyst™ platform makes this particularly effective because both the manager and the new hire can access their profiles and comparison reports from anywhere, at any time.
Wiley provides the assessments. Strategic Dynamics provides the strategy, facilitation, and implementation framework that turns assessment data into behavior change. We help you design the performance model, interpret results, coach managers on using reports, facilitate DiSC workshops, and build a development cadence that produces measurable outcomes — not just reports sitting in an inbox.
As an Authorized Wiley Partner, we have direct access to the full PXT Select® and Everything DiSC® product line, volume pricing, and certified facilitation expertise.
Five research-based tools are available depending on your hiring and development needs:
