As an old DISC user, I have run across situations whereby a “certified DISC trainer” was using the Graph Three information to coach or teach DISC to people.
BAD DISC TRAINER! (Interesting question – who certifies the person who certifies others? )
This is one of the things that makes our life interesting – the rules change and someone missed the change. It does happen and the only ones who get the raw deal are the individuals being taught something that is not true or current. Read the rest of this entry »
Received some new research this week showing the newest array of D-I-S-C with their corresponding dominance with the population as a whole. Sorry, I know this sounds technical and it is relative to the research, however it is important for you to know this type of information.
However, knowing this type of information can help you to reestablish your organization’s reputation as a leader rather than a “safe distance” follower.
While it is true for specific assessments to identify certain traits possessed by individuals, one assessment does NOT supply you will all the information about an individuals strengths and weaknesses. So beware of over generalization when you are using only one assessment report – like a DISC report.
While a DISC report will give you critical information about an individual regarding “How” a person goes about doing things in their life, these traits can be somewhat over-ridden by strong traits found in other reports.
A case in point, recently I was working with a person who had a DISC report reflecting a very high D on both the Graph I and Graph II sections for their report. However, the individual denied being a high D person and disputed all the identified traits within their report. The interesting thing about this action was relative to the four separate assessments and corresponding reports contained within the one report. Read the rest of this entry »
I’m often asked about how the Motivator patterns can be used in evaluating talent. And, specifically how to recognize someone who is driven to perform at high levels rather than someone who is focused upon politics.
In my experience there are two different patterns which tell me to look deeper into a individual’s true drive. Is this person a performance driven person or a politically driven person?
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.
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:
(Interesting question – who certifies the person who certifies others? )
