In the workplace, DISC is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork, and communications.
What is DISC? It's the language of “how we act,” or our behavior—how we respond to conflict, what motivates us, what causes us stress, how we solve problems, how we do our best work, and how we adapt our behaviors with others.
☛ How can DISC help you and your team?
DISC Assessments help teams and individuals:
► Provides a common language to help teams understand one another and work better together
► Acts as a springboard for conversation and team building
► Improves workplace communication
► Helps you understand people who aren't like you...or are too much like you
► Reduces conflicts and misunderstandings
► Offers the ability to identify and respond to different customer/client styles
► Provides applicable tools for becoming more well-rounded and effective leaders.
☛ What does the DISC acronym stand for?
DISC measures four behavioral “styles:”
D – Dominance—How a person responds to problems and challengesI – Influence—How a person influences others to his or her point of viewS – Steadiness—How a person responds to the pace of the environmentC – Contentiousness—How a person responds to rules and procedures set by others
☛ How does DISC measure behavior?
The DISC model scientifically analyzes an individual’s or team’s manner of doing things with as many as 384 combinations of the four measurable styles based on the results of a brief online questionnaire. Responses to this questionnaire are rated in terms of Dominance, Influence, Steadiness, Contentiousness, (the four styles of the DISC model) from which a computer program derives a “score” from the answers, usually expressed as a value of zero to one hundred. This “score” places people’s actions on two axes, that when placed at right angles, create four quadrants circumscribing a behavioral pattern. Using DISC’s theory, it is possible to apply the powers of scientific observation to behavior, and then be objective and descriptive rather than subjective and judgmental.
Note: DISC does not measure intelligence, skills, experience, education, or training. It is neutral language only describing the differences in how people approach problems, other people, pace and procedures.
☛ Options for utilizing DISC:
As a certified DISC behavioral consultant/presenter, I offer DISC for:
1. Teams and Organizations – I administer assessments and conduct classes and workshops on practical applications of DISC profile results. These live events are for everyone in an organization, regardless of title or role, and are for teams as small as 2 or 3, to larger-scale organizations with 50+ members.
2. Recruiting/Hiring – I administer DISC Assessments to applicants in their final stages of the interview process, or as part of the onboarding process, for a better understanding of their work behavior patterns or style.
Note: DISC is not recommended for pre-employment screening because it does not measure a specific skill, aptitude, or factor specific to any position. Personality assessments should only be one of many factors considered in the employment decision.
3. Individuals -- I provide one-on-one DISC assessments and consultations, and one-on-one mentoring opportunities.