Using Assessments in Your Business

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. (more…)

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.

Using a significant statistical sample of (n=17,382) the newest are as follows… (more…)

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… (more…)

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… (more…)

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… (more…)

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:

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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.