![]() Take an active and direct approach to achieving results.Solve new problems quickly and assertively.Are fast-paced and skeptical of the people and situations in their environment.Those who have a behavior pattern most influenced by the Dominance factor: Just imagine how helpful the following information could be for your organization. Furthermore, the DISC behavior assessment offers insights far beyond the hiring decisions. You will discover how to match candidates’ responses to those required for successful job performance within their role. To demonstrate the wonderful power of this personality model, I’ve compiled and summarized my research into the explanations below. Together, these 2 axes reveal the broad characteristics of 4 styles of behavior: Dominance, Influence, Steadiness, and Conscientiousness.īecause test-takers can learn this model so quickly, many stop far short of all that the theory has to offer. The horizontal axis defines a range from skepticism to acceptance, with skepticism indicating greater cynicism and acceptance indicating greater trust of others. A fast-paced person will tend to be more outspoken and assertive, while a moderate-paced person will tend to be more thoughtful and careful. ![]() The vertical axis reflects a person’s outward energy or activity. In its most fundamental form, the DISC assessment revolves around 2 axes. He created the DISC, an easy-to-understand model for demonstrating common emotional responses to the perceptions and demands of a person’s environment. Marston applied his efforts to normal personal responses and emotions. While they were busy studying abnormal psychology, Dr. William Moulton Marston, a Harvard psychologist in the early 1900s, was a contemporary of Freud and Jung. And though we do not recommend using it exclusively as a pre-hire screening tool because it does not measure a specific skill, aptitude, or ability based on a particular job, we believe the addition of the DISC profile in your hiring and management processes holds exciting possibilities for improved performance. You can use the data the DISC assessment provides to takes some of the guesswork out of hiring. It gives you objective data that allows you to isolate some of the common denominators present in your high or low performers. The DISC profile is one of the most popular personality assessments used across organizations of all sizes and in all industries throughout the world for a reason. We’re not talking about complex concepts–efficiency, self-motivation, independence, friendliness, enthusiasm, self-confidence, etc. Let’s turn these questions on their heads.Ĭan you identify the behaviors that seem to trip up the low performers in your organization? If they responded differently, would they get out of their own way and on the path to success? Can you pinpoint the behavioral responses that your top performing managers produce consistently and naturally? What about your top-performing salespeople? Administrative assistants?
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