What is DISC profiling?

DISC Profiling

A discussion document:
to effectively assess and communicate with people.
to create more open & informative interviews – internal/recruitment.
to identify people’s values to the organisation
to assess training and development – job related

By providing DISC system profiling for individuals and/or management this valuable tool will:

enhance mutual understanding
lead to more effective recruitment and retention
develop and enhance management skills
develop and enhance negotiation skills
make for positive communication
make for positive motivation

A knowledge of what motivates people and consequently working to their strengths will very quickly lead to more effective and positive communication, greater openness and trust, understanding, commitment and loyalty - better results.

Understanding the people we work with (internal and external) enables management to have realistic expectations and consequently avoid disappointments created by their own levels of aspirations and expectations being projected on to others. Such disappointments often come from assumptions we make about other peoples’ motivators and aspirations (i.e. we think other people’s motivators must be similar to our own).

We may not be pressing “the right button” in order to motivate others. Indeed this often has the very opposite effect and becomes frustrating and demotivating.

What makes other people tick?

This question more than any other puzzles us when we work with and through people.

Knowing the answer to this mystery puts management is in a far stronger position to work effectively with their people. To understand others’ needs and ‘talk their languages’ makes for effective commication, motivation and leadership.

Having overcome the difficult hurdle of selecting and recruiting the right person who’s likely to perform best in the job, then comes the challenge: –

how do I maintain that success?
how can I best manage and motivate this person?
how can I create better communication and consequently a more committed team?
how can I get on the same wavelength with that “difficult” customer?
how will we achieve better results?
why do people find me difficult?

Investment in training must be cost effective.

Knowing what makes people tick and what their individual motivators are means management can avoid wasted time and money invested in inappropriate training which is unlikely to work –demotivating.

Management will get better return on any training investment by directing training towards courses their people will respond positively to

Skills learned will be put into practice back in the workplace.

Best practice in motivation will, as surely as night turns into day, lead to greater commitment and consequently better results all round.

‘We recruit people for their technical skills and qualifications

We fire people because of “ personality problems”’

90% of wrong recruitment decisions are because of personality based decisions
– not skills.

Make the right decisions – take the uncertainty out of recruitment promotion and development decisions.

Know why you are making those people decisions.

If any of what you’ve just read rings a bell, sounds a familiar and painful story
If you’ve ever had a difficult ‘people’ situation and would like to avoid it happening in the future – please contact me for a discussion.

Individual coaching
Individual DISC profiling
Management and Sales development courses
Team development