Are You Seeing the Tendencies of DISC by Positions

One of the first things I began to notice early on using the DISC model were the tendencies of specific patterns gravitating to specific positions. While at first it was only interesting, as I looked closer, the reality was quite simple.

People naturally gravitate to positions which utilize their natural strengths. In fact, these people tend to avoid or exit positions where their weaknesses are required for their success.

When you also see the same patterns of the DISC core elements in the same positions at several different companies, well this is what is called a tendency.

Actually, the idea that certain DISC patterns find specific job positions is basically a sound expectation. Each of the core elements – D – I – S – C have specific common traits which can relate to specific positional requirements. An example: an accountant position requires people in the position to focus upon details and accuracy, are usually only found working in their desk area, and are breaking down complex rules of accounting to apply to each scenario encountered. Thus, the C core element is a preferred trait in the individual as it relates to the position.

Now, as the positions become more complex or in some cases very specific requirements are necessary, then the specific DISC pattern becomes more important. Even the CEO position can require different DISC patterns depending upon the situation of the organization. An example would be in corporate turnaround situations whereby tough, survival type decisions must be made on a daily basis to keep the business afloat. There is a definite need for a “high” D in the CEO pattern. Survival is not a time for slow decision making or even getting everyone’s opinion – decisions are required fast and can be quite hard on others.

Take a look around your organization and ask yourself “Do I have the Right Talent for this Position?” You must focus your attention upon the requirements for the job or position to be successful rather than having a personality contest. If you have higher than the norm turnover rates, you must make certain you are matching the talent to the position.

The benefits far out weight any expenses since the employee will be happier, they will be using their strengths all day rather than their weaknesses, and their productivity will increase since they are seldom without energy during work hours. Remember this, people who are mismatched will be trying their best to get the jobs done, yet, they will get fatigued during the afternoon – thus the quality of their work, decisions and interactions will decrease during the work day.

If you need assistance with improving the matching of talent to positions requirements, please contact Voss at 901-757-4434 or fill out a contact form (sorry, the spammers enjoy taking email addresses off of websites thus the contact form) and I will get back with you.

The following two tabs change content below.

Voss Graham

Sr Business Advisor / CEO at InnerActive Consulting Group Inc
Your Knowledgeable Partner for Business Success and Achievement. Dedicated to helping others get to their next level of success. Award winning business advisor; coach to executives and business owners; Business Growth Strategist; and experienced using assessments for hiring & selection, evaluation of teams and improving communication. Voss is available as a Speaker for your conferences or company meetings contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.
About The Author

Voss Graham

Your Knowledgeable Partner for Business Success and Achievement. Dedicated to helping others get to their next level of success. Award winning business advisor; coach to executives and business owners; Business Growth Strategist; and experienced using assessments for hiring & selection, evaluation of teams and improving communication. Voss is available as a Speaker for your conferences or company meetings contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.

Comments are closed.