HOW Index® -
A Modern 6-Factor
Behavioural Assessment
HOW Index® is a modern six-factor behavioural assessment built on contemporary research and development. It shares similarities with recognised models such as Emotional Intelligence and the Big Five/Five-Factor Model, but is specifically designed to capture the complexity of behaviour in demanding contexts such as recruitment, team dynamics, sales, leadership and organisational development.
A contemporary
behaviouralstyle assessment
In contrast to many traditional assessments, HOW Index® can compare both individuals and groups and integrate multiple situations into a single report. This introduces an additional behavioural scale – flexibility – which shows how behaviour adapts across contexts.
HOW Index® uses normative scales, meaning every score is placed on the same metric and compared to a relevant reference group. This allows fair comparisons between people and teams, clear percentiles/levels, and progress tracking over time.
HOW Index® measures six factors and twelve distinct traits using these normative scales. Each scale presents two contrasting behavioural descriptions, providing clear and precise insights into behavioural tendencies and emotional expression. The model also measures behaviour across different contexts, known as adapted behaviours. The assessment offers a variety of situations, each describing contexts that people commonly encounter at work and in everyday life.
The Report
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Presents clear, modern charts that illustrate behaviour across chosen contexts.
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Brings together multiple situations in a single report, adding new depth and flexibility to behavioural analysis.
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Available in six fully translated languages: English, Swedish, German, Dutch, Spanish and French.
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Danish and Norwegian versions available via high-quality machine translation, with more languages in development.
The Questionnaire
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Based on two or more predefined situations using a normative format.
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Allows respondents to describe their behaviour across real-world contexts.
Leadership and management – giving feedback, leading under pressure, handling conflicts, making strategic decisions
Teamwork – collaborating across departments, making group decisions, resolving disagreements, managing hybrid or remote teams
Organisational development – applicable in leadership development, conflict management, recruitment and cultural growth.
See a sample
report here
Situational Insights with Real Impact
Behaviour changes depending on context – how we act with our colleagues, our manager, our team, our customers, or even in moments of conflict. Understanding these shifts is the key to more effective communication, stronger leadership and healthier organisations. This is where Situational DISC and HOW Index® work hand in hand. Both assessments use the same normative questionnaire, which means:
HOW Index® and Situational DISC are effective tools for different situations. Both analyses use the same normative questionnaire, which means that:
HOW Index® provides a more comprehensive overview of behaviours, decision-making patterns and flexibility in different situations.
Situational DISC provides a clear and easy-to-read situation-based DISC report, which helps the individual understand their behaviour in specific contexts.
Behavioural style assessments are based on self-assessment and are not personality tests.
Situation 1 - My counterpart in a conflict
Story: Anna, a project manager in an international organisation, often faces conflicts when deadlines are tight. Her instinct is to become highly confrontational in order to push decisions through. Colleagues describe her as sharp and results-driven – but also difficult to approach when tension rises.
Analysis & Approach: Situational DISC shows Anna that in conflict situations she tends to become very direct and forceful – a style that can escalate rather than resolve the problem. To give her deeper insights, the consultant also generates a HOW Index® report. As both assessments use the same questionnaire, Anna receives a clear and accessible participant report, while the consultant can access a much more detailed background analysis of her decision-making, emotional responses and priorities. This dual approach is unique – no other DISC provider offers both a participant-friendly report and a consultant’s in-depth report included in the same price.
Outcome: With these combined insights, Anna practises pausing before responding, asking open questions and listening more actively. After a few months, conflicts in her team become shorter and more constructive, and Anna gains greater respect as a leader.