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… (more…)
When using advanced assessments with top people in your organization, what do you really need to know about them? Are you looking for the pure potential a person? Or do you need to know exactly what competencies a person has mastered, has somewhat mastered or has no mastery?
So why would you need to know the difference? (more…)
A few years a good client and friend posed an interesting question to me – What is Human Potential? He stated that he had been hearing this term for years and was truly troubled by his lack of a good answer. We began a dialogue and more questions than answers about the concept of human potential – What does it mean? How do you measure it? How do you know if someone has potential? How can you tell if someone has used up all their potential? What is Maximum Potential? These questions opened our minds to real issues facing managers concerning both hiring/selection of talent and how to develop your existing talent. (more…)
Okay, so how do assessments fit into the process? Their are three factors to look for in the assessment process.
First, the assessment process is only part of the overall process. No one should be hired or eliminated solely on the assessment results. The norm is use the assessments for up to one third of the decision process. This allows for other methods to be involved and insures that you are hiring the best available candidates for a position. (more…)
Many people ask me why they should use assessments – primarily in their hiring process. Many believe that the only tool necessary is the behavioral question model and hiring will be great. My response to these people is that the behavioral question model is an excellent tool and I encourage its use in the selection process.
However, just as assessments are not the only tool you should or can use in the selection process, behavioral questions are not the only tool to use either. Why? Because one tool will only give you one part of the result – not necessarily the right result. (more…)
People have a tendency to treat assessments as a commodity item. They feel that all DISC reports are equal and there is no difference between the different vendors of DISC. Well, this is not an accurate statement or belief.
Let me explain the differences based upon validity factors. (more…)
Keep hearing people who teach the DISC material talk about the high this or the low that – well, this is close to the truth. It is the patterns and combination of core elements that are more important than just a high factor. Yet, everyday people get labeled as a high D, high I, high S or a High C. It then appears that the other factors or elements have no effect upon a person’s behavior.
Let me be perfectly clear on this point – due to the intensity levels and the combination of highs and lows – a person’s behavior will change when compared to others. Now this is not even taking into consideration the effect of personal motivators or the levels of personal skills that can impact a person’s performance and results. (more…)
In this subjective world where everyone has an opinion or position, how do you capture the consensus of the group? Most organizations use the subjective methods of “gut feel” or the SWAG method of determining what is going in within the organization. However, I believe there is another way that is more meaningful. Use assessments to bring objectivity to our world view.
Assessments can bring an objectivity factor to the discussions of what is making this group function? What are the Strengths and what are the shortcomings? Again, assessments to the rescue. This process can bring clear and accurate trends to the table for discussion and action commitments. (more…)
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