No Labeling Allowed with DISC Assessments

ONo Labeling of people using DISC assessmentsne of the biggest complaints regarding the use of DISC assessments is the issue of labeling.

This is a real issue in my opinion since it is used by the people who are more absolutist in their thought process. Meaning they see the DISC results as a tool of assign people to categories using labels – such as High D, High I, High S or a High C.

The interesting part of this is anytime you assign a label using only one part of multiple hundreds of combinations, a person would be totally mistaken about how a person really does things. Looking at only on thing in a DISC pattern is – well – stupid. Those of you who know me, I rarely mince my words or descriptions. 🙂

The fact of the matter is there are multiple points of reference when using a DISC report and your accuracy in using DISC reports will depend upon your expertise. Here are few examples of things to look for when using a DISC report…
First, believing only a high core element controls a person’s behavior is simple minded. Each person has a total Pattern relative to the graph positions on their charts. So begin you analysis of behavior using the entire graph – just like you must consider the entire person.

Second, the intensity levels of the core elements is directly related to the distance from the midpoint on the graphs – sometimes referred to as the 50% line. I prefer the energy line as the correct descriptor. The intensity levels are determined by the distance between a graph point and the energy line. So, in theory, the most intensity could be the lowest point of the graph rather than the highest point on the graph.

An example of this is a very low core “I” will indicate a person who is more likely to be an introvert, has to be convinced continuously, and primarily uses logical thinking and therefore can only be convinced or influenced by logic. This is not a person who is going to open up and tell you all about their weekend and all their personal achievements – or share their goals and dreams with others. In fact, you will need to ask this person a lot of focused questions to get responses in a verbal manner. Yet, this person is probably a wizard with texting or emails as their primary form of communication with others.

Third, the patterns have a lot to do with the exact behaviors you will see and hear. Always reflect upon what the DISC graph is telling you about the highs and lows of the pattern and how these factors amplify or minimize a person’s behavioral style.

An example of a patterns. A strong D with a Strong S and a low I presents an interesting pattern of behavior. This person will be capable of looking for new activities which to control, while at the same time being comfortable with the routine processes presently in place. This person can be direct – on a business level – and using a very logical left brain approach to both influencing and making decisions for others.

If you change one element, such as lowering the D below the energy line – this person’s style changes dynamically. First, while still using logic, this individual is now more concerned about avoiding conflict with others so the first time – possibly controversial decision – is avoided or ignored. This slowness of decisions is doubled by the influence of the high side intensity of the S factor. Now routine decisions are more to the liking of this individual since routine decisions have preferences or references to the past and therefore are much easier to make.

The major differences between these two patterns are the ability to make fast decisions, avoidance of conflict (one enjoys conflict the other avoids it) and rather there is attention to change or status quo.

Finally, while DISC is a great tool it only measures “How” a person does things. It is not the end all solution. In fact, research on this topic states you can only be certain of predicting an individual’s performance at a 60% accuracy rate. The use of additional assessment sciences can move the predictability of performance levels into the 80 to 90 percent range.

Therefore, when you use the DISC or Behavioral assessment in conjunction with other assessment sciences, then and only then, can you begin to state with very high levels of confidence exactly what a person is capable of doing on their job. We highly recommend to our clients the use of multiple assessment sciences to improve the understanding of each members performance and job fit.

When looking for an assessment solution, contact Voss Graham to discuss the actual results and objectives you wish to achieve with the assessments. I will provide you with the best solution based upon over 25 years of using assessments with clients. These solutons include effective communication for results, team dynamics, selection & hiring systems for high performance, evaluating the best match of talent to position requirements and personal development plans based upon natural strengths and weaknesses identified.

Contact me at 901-757-4434 or use the contact me form for email. Indicate a best time to call you and we will discuss your needs without any pressure or ninja garbage. Just a discussion between peers.

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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.

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