Considering DISC Profiling for your Organisation?

If you are thinking of DISC profiling for your organisation, we would love to show you our sample reports that breakdown the behaviour of each employee with amazing accuracy.

This type of objective assessment helps to determine jobs fit for candidates and provide tips and tricks for managers on their teams. It also provides a great model for personal development in the area of sales, customer service, communication, team building and so much more.

Choosing to profile candidates and employees is something that most of the top companies throughout APAC and the world participate in and we can help you implement an assessment based talent management strategy, regardless of size.

Global DISC Profile Testing

Healthy Business Builder works with Australia’s leading provider of DISC Profiling tools, we and they have worked with many Organisational Development Professionals to help them access the right tools to reach their organisational goals. Moreover, the Success Insights Suite uses a powerful set of tools for selecting, developing and managing people to maximise their performance. Additionally, it also helps organisations realise true ROI from the significant investment they put into their people and their development.

What is the Theory?

The theory behind DISC Profiling was developed by William Moulton Marston to categorise behaviour and emotions. Years later, the theory was shaped into the assessment that is used today. Simply stated, DISC profiling measures how we behave and communicate. One of the most powerful things about DISC Profiling is the fact that people identify with the report almost immediately! People instantly recognise themselves in the profile. The real value comes from using this information to understand how to adapt to be more effective at work and in life.

“Simply stated, DISC is a universal language for behaviour”

This model has four factors based on two intersecting axes. The vertical axis ranges from “task/goal” focused behaviours to “people/relationship” focused behaviours. The horizontal axis ranges from “reserved” (or “ask/listen”) behaviours to “outgoing” (or “tell/talk”) behaviours. With these two intersecting axis, four quadrants emerge:

Dominance (D) – How we deal with problems and challenges

– How we deal with problems and challenges Influence (I) – How we deal with people and contacts

– How we deal with people and contacts Steadiness (S) – How we deal with the pace and consistency of the environment

– How we deal with the pace and consistency of the environment Compliance (C) – How we deal with procedures and constraints

“The most powerful thing about DISC is its simplicity”

We all have some degree of each of the four behavioural styles (i.e. we are not just one type/style). Whether an individual measures “high” or “low” on the D, I, S or C spectrum, the behaviours are still visible and recognisable on the surface. Most people have two dominant styles; however any combination is possible.

Why DISC is NOT a Personality Test

The DISC profile only looks at a small component of personality. It only measures behaviour, that is, the four common ways that people tend to act and communicate, which has been validated by more than 50 years of research. Calling the DISC profile a ‘personality test’ can be misleading as there is a great deal to an individual’s personality beyond the scope of this system, and the term ‘test’ implies you will pass or fail, which is not the case with the DISC profile.

Training Solutions

Our DISC training solutions can be grouped in four main categories:

Sales Management Leadership Motivation

Key DISC Training Benefits:

1. Build Trust:

Trust is the most valuable resource that a leader has. While there are many factors that will build or erode trust, the leader that recognises and responds to others’ preferred method of communication and approach to work will be in a much better position to gain the cooperation and commitment of those around them.

2. Better Communication:

Understand the best (and worst) ways to communicate with each team member or customer.

3. Team Synergy:

Team members will develop a better awareness of each other’s communication and work style, as well as their manager’s. By being able to predict other people’s natural responses to situations, they can learn to more quickly adapt to the situation themselves.

4. Self-Awareness:

Help the leader understand how their behavioural tendencies might be perceived by others in the team (particularly those of the opposite style).

5. Assign Tasks/Clients:

Understand which people are better behaviourally suited to certain types of tasks or certain types of people.

6. Prevent Conflict/Misunderstandings:

The DISC model helps to reduce team conflict by providing a common language to discuss behavioural tendencies (which is particularly important to those with opposite styles).

7. Feedback is Validated:

Team members will more readily accept negative feedback from a computerised assessment about their behaviours than they would if they were to hear the same feedback from their manager or another individual.

A Typical DISC Workshop Facilitated by one of our Specialist DISC Accredited Coaches covers:

1. Understanding DISC.

2. How to get the maximum benefit from your profile.

3. Building team cohesion and synergy.

4. Creating a platform for effective communication with results.

5. Understanding the strengths each member brings to the team.