The Discover is suited for use with individuals, work groups, teams and larger organizational/culture studies. It consists of 12 scales – six “most like me” and seven “least like me” dimensions. These indicate individual preferences for six worldviews and Value Systems patterns in Spiral Dynamics®.
Value Systems are descriptions of how people see their worlds: their preferences for particular work environments, reward systems, career priorities, ways of behaving and interacting.

The six worldviews measured are based in Clare W. Graves’s Levels of Existence Theory and consist of: Tribalistic, Egocentric, Absolutistic, Multiplistic, Interpersonalistic, and Systemic systems. These dimensions translate into a variety of workplace behaviors and preferences impacting group cohesion, conflict and collaboration, management approaches, organizational cultures, leadership styles, reward and leader preferences, motivation strategies, effective communication, interpersonal relationships, and sensitivity to various change, strategic, and organizational development approaches.

Examples of Discover (DSC) applications:

  • As a training tool to explain the Value Systems approach in Spiral Dynamics
  • As a coaching aid for executive coaches to align to client needs and goals
  • As a team-building instrument to foster understanding and collaboration
  • For insight into work group dynamics and the roots of interpersonal conflict
  • For personal growth, development, insight and understanding of others
  • To understand how differences in worldviews impact human affairs
  • Building greater awareness of human variability …

The DISCOVER is ideal for: Managers, Consultants, Coaches, Facilitators, Trainers,Teachers.




When you look back on your actions, decisions, and ways of coping with problems, were your responses consistent?

Or have your reactions changed over the years? (Most people’s do.)

This is because our values and motivations change over time.

Psychologists have long been interested in these changing reactions. In fact, some of the best-known psychological theories on motivation have been derived from looking at this very phenomenon. Maslow’s Hierarchy of Needs and McGregor’s Theory X versus Theory Y are just two of the theories that have emerged to explain what motivates people and why. Although each theory is different, the question of what people value is central to the theories of motivation and human development.

Spiral Dynamics, a fascinating but less known theory of motivation, looks at the value systems that drive individuals’ beliefs and actions. The concept originated in the 1930s with the work of Dr Clare Graves, but he died before publishing his theory. With the popularity of Maslow’s Hierarchy of Needs, Graves’ theory slipped into obscurity until one of his students, Dr Don Beck, wrote “Spiral Dynamics Integral” in 1996. This “new” theory is an extended version of Graves’ original.