Determining the impact of intensity levels of the workplace motivators has been a common question by users of the workplace motivators. And, there are two methods used to determine the patterns, intensity and impact of the six workplace motivators on human performance.
This video was prepared to answer the question, “How do I read the Workplace Motivator graphs?”
Every week I run into a person who either trains the DISC model or has been trained on a DISC model – that have only looked at the high factors in the scores. What a mistake. Low DISC element scores can tell more about a person than the high side scores.
Okay, for some of you “rookies” – the highs and lows of DISC relate to how the four elements are positioned on the graphs. Anything above the 50% line is considered a high score and anything below the 50% line is considered low.
Now there is another critical factor – intensity. This is critical when debriefing a person on their DISC graphs. The higher a score moves up towards the 100%, the more intensity of an individual’s behavior will be influenced by the behavioral core element. And, others will see the behavior easily – and often.
The lower a score moves toward the 0% again more intensity to the lower side of the behavioral core element and others will see this behavior quickly and easily. However, the low side of the behavioral patterns are mostly overlooked by many DISC trainers and coaches. Bad mistake. It is the intensity that drives a person’s behavior and it is the behavior others see and hear.
Let me describe some of the impact of low scores on the four DISC elements… Read the rest of this entry »
News flash! Most organizations do not know the power or overall usefulness of the DISC reports. This statement is true and has been proved true well corporate champions suddenly wake up and see the power of these proven and simple reports.
Most organizations use the DISC reports as an opening exercise, share some insight into the theory behind DISC, and expect the user to figure out how to use the report for their future success within the organization. Or, in some cases, hope an executive sees the benefit or application of the reports and sudden finds dollars in the budget to get their direct reports to take the DISC assessments.
In reality, the DISC assessment is a powerful tool that can be used in several important functions. Let me share the most important ones… Read the rest of this entry »
Stress in individuals can be seen in three ways using a DISC assessment. It is important for an individual to understand the importance of recognizing the three methods for recognizing stress and knowing what to do based upon the signal in the graphs.
There are three signs or signals that stress is a high probability using the DISC assessment report graphs. Here are the three signals…
Recently, I was listening to several people talk about making their style match other people’s styles. Then I noticed the use of Adapt or adapting in one explanation and then using the word – flex – to describe the same situation.
It is time to understand the difference between these words, what they mean and how to use them for consistence reasons. So here is the way I look at these words and how they should be used in discussions and facilitation… Read the rest of this entry »
This is a common question I hear from people wanting to understand the DISC graphs. Since there has been a huge request for the answer to the question I decided to create a short video to show the impact of the highs and lows of the DISC pattern.
If you remember from an earlier post, it is the pattern that counts in understanding what makes a person behave the way they do. Use this to begin the process of learning what the patterns mean. In fact, the patterns are what make people unique. Enjoy the video:
When using advanced assessments with top people in your organization, what do you really need to know about them? Are you looking for the pure potential a person? Or do you need to know exactly what competencies a person has mastered, has somewhat mastered or has no mastery?
So why would you need to know the difference? Read the rest of this entry »
To get the best overall picture of the natural strengths and weaknesses of an individual it is important to use multiple assessments. To often I see organizations using only one assessment on their people and making gross generalizations about the natural strengths and weaknesses of each individual.
This is a mistake in my opinion because the impact upon what people actually do is based upon both the deep inner factors and the visible behaviors. Think about an iceberg. Only 10% of an iceberg is above the water line. The other 90% is below the waterline and is not visible.
People are like the iceberg. We see their behaviors (DISC) but we don’t see their motivators, potential, mastered skill sets, education, bias, IQ, prejudices, experiences and beliefs. The latter parts of the human being is invisible to others, yet, influence their performance in significant ways.
When you use additional assessments you can uncover the answers regarding these other factors – telling you in advance about the person and what makes the person unique. When used properly, this information is a powerful tool in performance development, career pathing, selection, performance evaluation and high performance determination.
We will be sharing information regarding the interpretation of multiple assessment using this site. This site will become a membership site as soon as the advanced interpretation videos are ready for the site. By the way, the DISC information will remain free except for some advanced level application and interpretation of graphs. Keep watching and register as soon as you are notified.
What role does accountability have in your business and personal life? This is an important question to ponder and reflect upon. Accountability is has a major role in your success and personal self-esteem. Yet, it seems to be the most misunderstood term for most people.
So, what is accountability and particularly personal accountability? It’s all about getting results and outcomes that you have committed to accomplishing. It’s pretty simple, yet, seems hard to execute for so many people. Why? Because accountability is all about “no excuses!” Read the rest of this entry »
The universal question appears to be “How Do I Find High Performers for My Company?” And it seems to get more focus and debate everyday.
First let’s deal with a myth that Hiring High Performers is impossible. The reason is, there are so few – by some estimates less than 1% of the population. Well, while I don’t want to debate the issue of just how many high performers are there in your market. The real issue is “Can you Top Grade Your Staff?” Can you find the best fit for a position at this moment in time. Read the rest of this entry »
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