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	<title>Using Assessments in Your Business</title>
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	<description>How to Use Assessments to Get Results</description>
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		<title>Stop Using Graph Three Now!</title>
		<link>http://usingassessments.com/stop-using-graph-three-now/</link>
		<comments>http://usingassessments.com/stop-using-graph-three-now/#comments</comments>
		<pubDate>Mon, 09 Jan 2012 11:01:29 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[DISC]]></category>
		<category><![CDATA[DISC Assessment Tools]]></category>
		<category><![CDATA[DISC certification]]></category>
		<category><![CDATA[DISC tools]]></category>
		<category><![CDATA[DISC training]]></category>
		<category><![CDATA[DISC validation]]></category>
		<category><![CDATA[Recent norms for DISC]]></category>
		<category><![CDATA[Using DISC Graphs correctly]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=127</guid>
		<description><![CDATA[As an old DISC user, I have run across situations whereby a &#8220;certified DISC trainer&#8221; was using the Graph Three information to coach or teach DISC to people. BAD  DISC  TRAINER! (Interesting question &#8211; who certifies the person who certifies others? ) This is one of the things that makes our life interesting &#8211; the [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Changes in the Dominant Core Elements</title>
		<link>http://usingassessments.com/changes-in-the-dominant-core-elements/</link>
		<comments>http://usingassessments.com/changes-in-the-dominant-core-elements/#comments</comments>
		<pubDate>Sun, 01 Jan 2012 17:01:17 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[behavioral styles]]></category>
		<category><![CDATA[DISC]]></category>
		<category><![CDATA[Percentages of DISC in population]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=125</guid>
		<description><![CDATA[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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Beware of the Single Assessment Report</title>
		<link>http://usingassessments.com/beware-of-the-single-assessment-report/</link>
		<comments>http://usingassessments.com/beware-of-the-single-assessment-report/#comments</comments>
		<pubDate>Fri, 25 Nov 2011 08:40:15 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[behavioral style]]></category>
		<category><![CDATA[DISC reports and validity]]></category>
		<category><![CDATA[impact of motivators on people]]></category>
		<category><![CDATA[using assessments correctly]]></category>
		<category><![CDATA[using multiple assessment reports]]></category>
		<category><![CDATA[Voss W Graham author]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=121</guid>
		<description><![CDATA[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 &#8211; like a DISC report. While a DISC report will give you [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>How to Recognize a Politican &#8211; Using Motivators</title>
		<link>http://usingassessments.com/how-to-recognize-a-politican-using-motivators/</link>
		<comments>http://usingassessments.com/how-to-recognize-a-politican-using-motivators/#comments</comments>
		<pubDate>Mon, 17 Oct 2011 05:31:32 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Workplace Motivators]]></category>
		<category><![CDATA[Drivers of performance]]></category>
		<category><![CDATA[high performance motivator patterns]]></category>
		<category><![CDATA[political motivation patterns]]></category>
		<category><![CDATA[Voss W Graham]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=117</guid>
		<description><![CDATA[I&#8217;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&#8217;s true drive. [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Reading the Intensity on Workplace Motivators</title>
		<link>http://usingassessments.com/reading-the-intensity-on-workplace-motivators/</link>
		<comments>http://usingassessments.com/reading-the-intensity-on-workplace-motivators/#comments</comments>
		<pubDate>Thu, 13 May 2010 04:20:50 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Workplace Motivators]]></category>
		<category><![CDATA[how to read graphs video]]></category>
		<category><![CDATA[Reading the intensity of graphs]]></category>
		<category><![CDATA[Voss W Graham]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=110</guid>
		<description><![CDATA[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, &#8220;How do I read the [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Low DISC scores tell the Rest of the Story</title>
		<link>http://usingassessments.com/low-disc-scores-tell-the-rest-of-the-story/</link>
		<comments>http://usingassessments.com/low-disc-scores-tell-the-rest-of-the-story/#comments</comments>
		<pubDate>Wed, 05 May 2010 04:55:41 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[DISC]]></category>
		<category><![CDATA[how to recognize low score behaviors]]></category>
		<category><![CDATA[Intensity of scores and behavior]]></category>
		<category><![CDATA[Low C]]></category>
		<category><![CDATA[Low D]]></category>
		<category><![CDATA[Low I]]></category>
		<category><![CDATA[Low S]]></category>
		<category><![CDATA[Voss W Graham]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=105</guid>
		<description><![CDATA[Every week I run into a person who either trains the DISC model or has been trained on a DISC model &#8211; 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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>DISC is Under-Utilized</title>
		<link>http://usingassessments.com/disc-is-under-utilized/</link>
		<comments>http://usingassessments.com/disc-is-under-utilized/#comments</comments>
		<pubDate>Wed, 17 Mar 2010 05:23:23 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[Best Management Practices]]></category>
		<category><![CDATA[Coaching]]></category>
		<category><![CDATA[communication process]]></category>
		<category><![CDATA[Conflict]]></category>
		<category><![CDATA[Consulting]]></category>
		<category><![CDATA[DISC]]></category>
		<category><![CDATA[Matching Jobs to People]]></category>
		<category><![CDATA[Mentoring]]></category>
		<category><![CDATA[Team Building]]></category>
		<category><![CDATA[Voss W Graham]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=100</guid>
		<description><![CDATA[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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Three Signs of Stress using the Adapted DISC graph</title>
		<link>http://usingassessments.com/three-signs-of-stress-using-the-adapted-disc-graph/</link>
		<comments>http://usingassessments.com/three-signs-of-stress-using-the-adapted-disc-graph/#comments</comments>
		<pubDate>Mon, 30 Nov 2009 06:55:34 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[adapted graphs and stress]]></category>
		<category><![CDATA[graph one stress indictors]]></category>
		<category><![CDATA[identifying sources for stress]]></category>
		<category><![CDATA[Three signs of Stress]]></category>
		<category><![CDATA[Voss Graham]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=94</guid>
		<description><![CDATA[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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Adapt or Flex &#8211; Using the Right Word for Understanding</title>
		<link>http://usingassessments.com/adapt-or-flex-using-the-right-word-for-understanding/</link>
		<comments>http://usingassessments.com/adapt-or-flex-using-the-right-word-for-understanding/#comments</comments>
		<pubDate>Wed, 14 Oct 2009 22:13:56 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[Adapting]]></category>
		<category><![CDATA[Definitions and how to use adapt or flex]]></category>
		<category><![CDATA[DISC]]></category>
		<category><![CDATA[Flexing]]></category>
		<category><![CDATA[using assessments for clarity]]></category>
		<category><![CDATA[Voss Graham]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=87</guid>
		<description><![CDATA[Recently, I was listening to several people talk about making their style match other people&#8217;s styles. Then I noticed the use of Adapt or adapting in one explanation and then using the word &#8211; flex &#8211; to describe the same situation. It is time to understand the difference between these words, what they mean and [...]]]></description>
		<wfw:commentRss>http://usingassessments.com/adapt-or-flex-using-the-right-word-for-understanding/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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		<title>What Do the Highs and Lows of DISC Measure?</title>
		<link>http://usingassessments.com/what-do-the-highs-and-lows-of-disc-measure/</link>
		<comments>http://usingassessments.com/what-do-the-highs-and-lows-of-disc-measure/#comments</comments>
		<pubDate>Thu, 20 Aug 2009 21:55:42 +0000</pubDate>
		<dc:creator>Voss Graham</dc:creator>
				<category><![CDATA[Using DISC]]></category>
		<category><![CDATA[DISC]]></category>
		<category><![CDATA[DISC Patterns]]></category>
		<category><![CDATA[Highs and Lows of DISC Graphs]]></category>

		<guid isPermaLink="false">http://usingassessments.com/?p=68</guid>
		<description><![CDATA[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, [...]]]></description>
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