How Is DiSC Used?
Using DiSC is beneficial in all sorts of organizations. It is often used in Fortune 500 companies, but just as much in very small organizations. Government departments and educational establishments use it, as do churches, consultants, facilitators and coaches. In fact, even individual people can find benefits from going through a DiSC profiling program.
This is because it is so easy to understand and so effective in what it aims to achieve. The DiSC Profiles are designed to be self-administered and self-interpreted for those who wish to gain a deeper understanding of themselves. The person answering the questions (also called the respondent) is considered the expert on themselves and the instruments are self-scored and self-interpreted. No other educational requirements are made. Certification is not needed to use the DiSC Profiles.
DiSC Profiles can be built into self-study and classroom curricula. Uses range from one-time offerings for building personal awareness to ongoing training in a variety of areas. DiSC Profiles can really help your group communicate better and focus on the issues rather than personality conflicts. One of the greatest benefits of DiSC Profiles is a common language for talking about feelings, thoughts and behavior in language that is non-judgmental—describing what is, not what should be. Group understanding fosters cooperation, acceptance and trust—the keys to top performance. Through DiSC, you can learn how to build totally productive teams, who work in harmony with each other. Those at the top end, the managers, the leaders and supervisors, learn how to be more effective at their jobs.
DiSC profiling allows you to train a sales force that delivers real results and at the same time hugely improve your customer service levels. Any frustrations and conflicts on interpersonal levels can be resolved quicker and may actually not happen anymore. Communication is improved across the board and this also helps when change and conflict has to be managed appropriately. Furthermore, through DiSC, there is a great respect about personal diversity and it recognizes that everybody is different and we learn how to value those differences. These differences are the strength of an organization. All of this allows productivity to be increased, which in turn has positive effects on meeting the company’s goals and on the people within the organization, as they are able to see that their own efforts are paying off. Counselors and coaches are also much better able to do their job, because they understand themselves but also the people they counsel or coach.
For years, consultants, coaches, and facilitators have used DiSC to help people recognize the occasional need to adapt their DiSC style to the people or situations around them. More and more frequently, DiSC profiling is used as a standard tool by HR professionals. In the recruitment process, DiSC makes it possible to get the right candidates for jobs, by providing insight into behavioral interviewing questions that helps to determine cultural fit.
This is equally beneficial when it comes to promoting people and determining whether there is a suitable place for them higher up in an organization. In an increasingly sophisticated marketplace, however, companies often want to take DiSC even further. Organizations routinely use DiSC assessments and programs to improve critical people-skills in the areas of management, sales, leadership, communication, and more.
One of the reasons that the DiSC model has been so successful over the years is because it gives people a simple, memorable way to understand themselves and those around them.