Using Assessments in Your Business

I’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’s true drive. Is this person a performance driven person or a politically driven person?

Okay, pattern number one… (more…)

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, “How do I read the Workplace Motivator graphs?”

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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…)