Category Archives: Skills Assessments

#IgetDISC

A lot of people tell me they have completed a DISC assessment at some point in their lifetime and can normally recall something general about the assessment results. Some might even remember their main behavior as a D, I, S, or C.

Companies do use DISC assessments in hiring, communication enhancement, and/or team building. Individuals and companies need to understand the importance of correctly interpreting the results of these assessments. When used properly, information obtained from the DISC profile report helps people better understand themselves, understand and value others, and blend the differences. DISC assessments can be used to build cohesive teams and strengthen relationships. Correctly implemented, DISC helps individuals and companies assign tasks properly, empowering individuals to work within their strengths.Behavior

DISC is “how” we like to do things. It examines our observable behaviors and why we choose to perform a task in a certain way. If for instance you asked a person to dismantle and dispose of an office desk, each person would tackle the task differently.

From a DISC behavior perspective:

  • The “D” or Dominance—would get rid of the desk and be ready for the next task.
  • The “I” or Influential—would get rid of the desk but would want to have some fun with peers while carrying out the task.
  • The “S” or Supportive—would get rid of the desk but would want to make sure you support the directive, probably asking a few questions before carrying out the task.
  • The “C” or Compliance—would get rid of the desk, but before doing it would have several questions making sure he/she is correctly disposing of the desk.

Each person would accomplish the task; the difference is in “how” each person completes it. It is important to understand that we all display the four behaviors, but one will be more prevalent. As a leader, you need to understand and consider the strengths of your team members when assigning job tasks. You will then be better able to provide support and select team members appropriately for group projects.

Employee Development – 3 Cost Effective Tips

Professional development of others is something I really enjoy.  As a leader, I always encourage and help my team to continually learn and grow in their education and experiences.  Some companies today may be challenged with lack of budgeted training dollars for professional development.  Even if challenged, there are ways you can invest in people.  Some ideas that may work for you:

  1. Lunch and Learn – Take an hour a week and meet in person with your team.  Have everyone to bring their lunch and have those remote to dial in to a conference line.  Use this time to discuss a chapter a week in a book that you are reading together.  Or have someone to teach others about something they have learned at a conference or through a recent training session.  When someone does have the privilege to attend outside training, make it an expectation that they do a teach-back to the group upon return.  It will help them apply what they have learned as well as provide new information to the team.
  2. Identify gaps in skills – Work with your team to identify skill gaps so you will have target development plans for the year.  Meet with each team member once a month in a one-on-one session.  Help keep them on track to accomplish their yearly goals for professional development.  If you need help in identify the gap in skills, consider trying a proven assessment offered through my company.
  3. Toastmasters International – A world leader in communication and leadership development.  For $36 every six months, members can improve their speaking and leadership skills.  Start by checking out a local meeting in your area as a guest.  You can also start your own club at your company.  Membership in Toastmasters is one of the greatest investments you can make in yourself.