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Tag Archives: DiSC Profile

Adaptive Testing Activated For All Everything DiSC Profiles

This post is a follow-up to our original announcement, on May 30, 2012, about Adaptive Testing.

Beginning July 21, 2012, Everything DiSC assessments will use Adaptive Testing (AT) and a new, more sophisticated scoring algorithm to give participants the most precise DiSC® style assignment possible.

AT is more aligned with contemporary psychological testing—it’s frequently used in aptitude tests, so you may be familiar with the AT assessment method.  With AT, respondents are presented with questions and their responses determine the next questions they’re given.

How is the Everything DiSC® AT assessment better than the 79-item assessment?

In addition to thorough beta testing of the Everything DiSC® AT measurement, we hired two independent agencies to perform multiple rounds of analysis focused on construct validity.  Two of the most well-respected academic assessments in the psychological community were used to establish construct validity of the Everything DiSC AT assessment: NEO PI-R™ and 16PF®.  The agencies also compared the construct validity of the Everything DiSC AT assessment to the Everything DiSC 79-item assessment and the DiSC Classic 28-item assessment.

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Develop A “Killer” Resume That Gets Interviews and Job Offers!

First: Some Words Of Wisdom From A Corporate Warrior

I can hear some of you now, words of wisdom for someone I don’t even know; but please bear with me for a moment.  The one thing I ask of you is to not succumb to the temptation to pad your resume so you can save time and take the first offer that comes and get off the rolls of the unemployed.  I know, I know it’s tempting…I’ve been there.  But take this for what it’s worth…the only thing worse than being unemployed is working day in day out at a job that makes you miserable.  It will be the hardest money you will ever earn and rarely leads to career success.  Stay with me here I’m trying to help you be both successful and happy.

Develop That “Killer” Resume and Get More Interviews and Prepare for Them More Effectively!

I will not be able to give you a complete guide to writing that “standout” resume because entire books are written with just that goal in mind.  But I can give you one or two golden nuggets that will likely not be found elsewhere.  For one great guide on resume writing visit: www.money-zine.com/Category/Resume-Writing/.

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Using The DiSC Profile to Train and Develop New Hires

What Makes Them Vital To Human Resources and Managers?

Use DiSC Profiles to Hit the Hiring TargetThe DiSC Profile remains a very valuable tool when developing training and development programs for newly hired personnel. By using these assessments prior to hiring candidates, organizations are ahead of their competition in understanding how candidates might fit into their culture and how they can cultivate them in the post-hire process of training and development.

While it seems impractical to believe that every person you hire will possess every skill necessary to be successful in their prospective position, you can plan to help these people learn and utilize new skills to help them grow in the future and succeed.

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The DiSC Profile Helps Create Successful Teams

Every company and organization maintains varying opinions and concepts concerning the methods and desired goals pertaining to the creation of organizational teamwork.  If managers and leaders within your organization can get access to effective tools, like The DiSC Profile, their probability of success increases substantially.

Several Unique Suggestions To Cultivate Teamwork

DiSC Profiles Help Build Successful TeamsAt this point, I’m certain most of you will be wanting to know exactly how you accomplish this seemingly monumental undertaking.  Probably the most daunting problem you must deal with is how to comprehend and contend with all of the individual personalities, behavioral tendencies, along with the egos associated with them.  The introduction of a DiSC Profile into any team building program will offer team managers personalized information on each team member.  If there are significant communication issues the use of an Everything DiSC Workplace Profile could be warranted. By analyzing everyone’s DiSC Profile the manager will quickly realize what motivates, demotivates, what they tend to avoid, how they react to stress, their natural behavioral tendencies, and much more.  This is exceptionally beneficial information for the manager given that they might also discover their particular group culture and exactly how they function as a team by grouping the individual DiSC Profiles into a Group DiSC Report.

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The DiSC Profile Will Improve Your Recruiting and Hiring Processes

The Procedure Corporations Currently Utilize Is Defective

Hiring with A DiSC Profile American businesses determine 80% of their total hiring and recruiting decisions around the “intellectual” element of the individual, in other words their resume, abilities, education, as well as their working experience.  The resulting outcome of these practices is an 85% turnover rate as a result of Behavior or Style incompatibility – the individual could get the job done, however for several reasons, it wasn’t getting accomplished.  Everyone knows employee turnover costs every company big bucks.

This substandard approach brings about very poor employee retention, insufficient overall performance as a result of inadequate job match, as well as very high turnover expenses and makes clear the reason why US companies average percentage of successful hiring is lower than 50%. The men and women supervising these recruiting/interviewing/hiring/promotion operations, without having “tools” to help, tend to be making very subjective judgments hoping that the “intellectual element” of the person will furnish adequate information to guarantee a high quality job match.  The DiSC Profile is an excellent “hiring tool.”

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Comparing The Work Expectations Profile to The DiSC Classic 2.0 Profile.

Work Expectations ProfileResearch was conducted to determine what relationships, if any, existed between the ten work expectations that impact today’s employment relationships—structure, diversity, recognition, autonomy, environment, expression, teamwork, stability, balance, career growth—and the four DiSC Dimensions of The DiSC Classic Profile—Dominance, Influence, Steadiness, and Conscientiousness.

Respondents to the Work Expectations Profile with high Dominance “D” or Influence “i” have high expectations in the following areas:

  • Career Growthbecause of their desire to control or influence their environment. 
  • Expression and Autonomy because they perceive themselves as more powerful than their environment, therefore they prefer an environment that allows them to be themselves and want to make their own decisions.

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How To Sell To A DiSC Profile “C” Style.

“C” CONSCIENTIOUSNESS DiSC Profile STYLE

DiSC Profile Conscientiousness StyleThe “Conscientiousness,” or “C” DiSC Profile Style individual, is quality-focused, slow-paced, methodical, and task-oriented.  They focus on the details and are primarily concerned about doing things the “right” or “correct way” every time.  These individuals are overly analytical and frequently set much higher standards for themselves than others and are detail oriented to a fault.

You can recognize them as being very reserved and more indirect than other styles.  These people present a formal front, with a closed posture and “can’t read” facial expressions.   They don’t like to express their feelings readily.

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How To Sell To A DiSC Profile “S” Style.

“S” STEADINESS DiSC Profile STYLE

DiSC Profile Steadiness StyleThe “Steadiness,” or “S” DiSC Profile Style individuals, is also people-oriented – but at a much slower pace than the “i” style.  The “S” person doesn’t like to be forced into making changes or quick decisions.  They’re patient, loyal, and calm, making them excellent listeners and “peacekeepers” when conflict breaks out.  Their focus is on being overly cooperative with people.

You can identify these individuals by their reserved, indirect, but people-oriented approach to others.  Their speech may appear softer, with an open posture.  They will have relaxed, warm facial expressions and prefer a casual approach.

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How To Sell To A DiSC Profile “i” Style.

“i” INFLUENCE DiSC Profile STYLE

DiSC Profile Influence Style“Influence,” or “i” DiSC Profile Style individuals are frequently thought of as “people persons.”  They’re enthusiastic and upbeat – enjoying the interaction with others in a humorous, lighthearted way.  These individuals can appear to be the eternal optimists, usually seeing the glass as half-full rather than half-empty, and can be quite persuasive about things they’re passionate about.

You can identify them as being outgoing and direct, very talkative and interactive.  These people tend to speak quickly, use animated expressions, and express their feelings freely.  They can appear to be casual and friendly in their interactions with others and love to express themselves in a jovial, humorous way.  Sometimes you’ll notice trinkets or fun gadgets in their office – it’s their way of adding levity to the work environment.

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