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How Can DISC Help Improve Teams?
How Can DISC Help Improve Teams?
DISC is one of the most popular employee assessments on the planet. And yet many organizations, its managers, and employees don’t understand how DISC can be used to build better teams.
In this 3 minute video Ira S Wolfe discusses how one organization used DISC to understand its management team better. To the executive’s surprise, they all fit together fairly well. But that’s really that…
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Employee Motivation: How to Assess "How" and "Why" Employee motivation is a term thrown about the workplace like you throw a Frisbee in the park on a sunny day.
New Proception2 DISC Profiles Now Available
New Proception2 DISC Profiles Now Available
Proception2 DISC Profiles are live! Redesigning, rewriting, and recalibrating Version 4.0 has been a long and challenging project. But we’re really excited about the new look…and the response of our clients has exceeded expectations.
So what’s improved?
First of all the new report has a “business” feel and look.
The cover page has been redesigned.
We’ve put color throughout the report so it’s…
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6 More Things Every Manager Should Know about DISC – Part 2 In Part 1 of Twelve Things Every Manager Should Know about DISC, I highlighted when and how DISC got started and how it developed into one of the most popular assessments on the planet.
12 Things Every Manager Should Know about DISC (Part 1)
12 Things Every Manager Should Know about DISC (Part 1)
DISC is one of the most commonly used and popular employee assessments on the planet. But as is the case with so many things, success attracts evangelists, dedicated advocates, and passionate naysayers. This article attempts to set the record straight about what DISC is and isn’t.
DISC describes 4 styles of human behavior.It’s a very practical but simple model. But despite all the hoopla, DISC…
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Good Employee Selection Takes More Than Hiring A Warm Body
Nearly 15 years ago, I created CriteriaOne® – The Whole Person Approach to Employee Selection. It received a trademark shortly thereafter. The concept behind CriteriaOne® was that it took more than one assessment to evaluate the job fit and potential for a candidate or employee. Despite the growing complexity of jobs thanks to technology, many consultants still promote the use of a single…
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How Employers Can Use DISC Testing to Pre-Evaluate Potential Employees
How Employers Can Use DISC Testing to Pre-Evaluate Potential Employees DISC stands for Dominance, Influence, Steadiness and Conscientiousness, representing the four most desirable personality elements for business employees. Many employers use DISC personality tests to help them determine which candidates would be best for a given position. Without DISC employee evaluation, employers run the risk of investing a significant amount of time, energy and money in a given candidate, only to find that the hire wasn't a good fit several months down the line. DISC testing can determine if a candidate fits a position in ways that a resume or an interview can't do. The Qualitative Aspect of Business Management Managers know that there are certain people who just tend to click in a given workplace environment, while others may never fit in. The most efficient workplaces are those in which professional relationships operate smoothly and personalities don't clash to the detriment of the job or project at hand. However, it can be very difficult to predict how a new employee's personality will gel with the rest of the team. People tend to showcase a side of themselves during a job interview or through a cover letter that may not be present in their workplace personality. This is where DISC employee management practices come in. By testing candidates' personalities prior to hiring them, you can determine how well they will operate in your business environment. What Each DISC Employee Evaluation Score Means When you receive the score report after administering DISC tests for potential employees, you will be given four numbers: one for Dominance, one for Influence, one for Steadiness and one for Conscientiousness. Dominance indicates the level of activeness, drive and ambition, and low scores indicate an individual whose personality is more suited to extended research before committing to a decision. Influence indicates the level of charisma, warmth and personal magnetism, while low scores indicate someone who prefers to use logic and data to support his work. Steadiness indicates punctuality, routine and security-consciousness, with low scores indicating an individual who enjoys more change and variety. Conscientiousness indicates how well an individual follows rules, regulations and a detailed structure, with low scores showing that an individual is more self-willed, independent and free-spirited. Managers can use DISC employee management to organize a well-balanced team. The key to creating a strong business environment is to ensure that people's personalities match their positions. When a position opens up, personality testing is just as important as a good resume when it comes to ensuring that a new hire does his or her job well.
