Why is it Important to Use Personality Assessment Tools Like DiSC?

How a person conducts himself depends primarily on his behavioural traits, as well as factors like circumstances, situations, and challenges. The chances of a person doing well or messing things up can also be attributed to the same trait. The trait can have a profound impact at the workplace where one has to work in a team, under an authority, and face work-related challenges.

Is knowing someone’s DiSC Style important?

Knowing and understanding yourself is really the foundation of success. If you know where you excel and where you need to put in more effort, you can adapt to situations more easily and learn to do things that do not come naturally to you. For your employer, knowing where you are strong and where you need more time and training means that they can support you better, particularly in those areas that you might struggle with. Collectively, when managers and leaders take the time to understand what motivates and what stresses their individual team members, they can lead better, and give the right kind of support either one-on-one or collectively.

Why DiSC?

As an acronym for Dominance, Influence, Steadiness, and Conscientiousness, DiSC is the culmination of a theory propounded by noted American psychologist William Moulton Marston, which he had published in a book called ‘Emotions of Normal People.’ According to him, people, based on their personality traits, act differently when faced with factors like challenges, rules, procedures, and opportunities.

The Everything DiSC assessment developed by William Clark in 1940 presents a set of questions to the people taking the assessment. The answers given by people provide an insight into their motivators and stressors; and based on their personality profiles, employees know where they naturally excel, and where they need to focus their attention and adapt where things do not come naturally.

What does DiSC mean?

The Everything DiSC assessment is a nonjudgmental tool that tells the respondent what their style is. The profiles are broadly categorized into four distinct types:

Dominance: Those with the dominance style are interested in getting immediate results, quick to take action, motivated by power and authority, and want to win. They often struggle with being impatient or insensitive because they see empathy as being inefficient.

Influence: Typically outgoing, the person can inspire others by leading the way. Such a person seeks approval from his colleagues for his actions and places great value in increasing his influence among his co-workers. This is done by maintaining a friendly relationship in the workplace and helping them out in their job.

Steadiness: Those with the S style places high priority on maintaining a stable environment in the workplace and inspires his team members through genuine appreciation of their work. They are great team-players and like to take everybody’s opinion before making any major work-related decisions.  

Conscientiousness: People with the C style are methodical in their approach, fairly logical, and like to challenge assumptions. They are generally motivated by their own eagerness to show their knowledge and their desire to gain  in-depth knowledge about a process.

How can DiSC help?

Being impartial to factors such as gender, colour, and race, DiSC can maximize the inherent potential of a person, impacting an organization in the following ways:

·         Build synergy between teams

·         Improve interpersonal skills

·         Improve leadership skills

·         Improve productivity

·         Help choose attainable goals

·         Help in conflict resolution

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