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DISC Behaviour profile

30 March 2009

All of my business coaching and mentoring starts with the use of Behavioural DISC profiling. When used in any company it allows all levels of staff to be recruited more closely to the job requirements, to work together more effectively, with less stress and with increased staff retention. It allows staff to be managed and motivated according to their individual motivators and their behaviours understood by themselves and others. Therefore it enables individuals to learn a silent language of communication such that individuals and groups can adapt their own behaviour style to fit in with that of another.

After reading this you will:

reduce your recruitment costs and enjoy recruiting
have an understanding of Behavioural profiling and know about the hidden language that we all exhibit
•know how it can help tremendously with knowing about yourself and other members of your company
help you to recruit the right people for jobs and teams
be able to motivate others with the right language

Personality test

Behavioural DISC profile

Understanding people’s Motivation, Behaviour and Communicate-ability
“nothing is as powerful as an insight into human nature… what compulsions drive a man, what instincts dominate his action….if you know these things about a man you can touch him at the core of his being” William Bernbach

All of my Business Life Coaching and the training that I do around Personal Resource management, Communication and Motivation start with the absolute necessity that my clients understand why and how they tick. During this process they learn about themselves and about others. They discover their key motivators and what motivates others. From this people are able to move on with knowledge rather than use trial and error when communicating, managing and motivating others.

Cost Benefit Analysis
Market research demonstrates that it costs between 30% and 45% of an individuals salary to
decide to recruit, write the advertisement, advertise the post, read the replies, decide on the candidates to be interviewed, carry out the first and second interviews, have meetings to decide on the chosen individual, get them in post, teach and train them and that is even before they begin to produce. After all this only 35% to 45% of recruitment is successful.

Therefore the total cost for each recruitment amounts to between £9,000 minimum for a £10,000 post to £30,000 for a £45,000 position. As the risk or unknown element of recruitment can be reduced dramatically, it is estimated that up to 90% of this can be saved with the adoption of the PIAV and DISC profiling, whose costs start from £20. The saving is due to the fact that you know more about the candidate than they know about themselves, even before you meet them.

Benefits
The profiles are: -

Validated over 10 years with more than 3 million people
Once learned and recognized the PIAV and DISC languages smooth relationships and improves team morale, as potential conflicts can be forecasted before they happen
Internal staff can be trained in two days to carry out the assessments to obtain more flexibility and reduce costs
Used correctly, the understanding guarantees improved levels of communication between all levels of management, whether working alone or in teams
It is not judgmental, as it is based on an individual’s self-assessment
Accepted by most candidates as 90% them to a “T”
Most candidates wish they had had this information at hand when they started their careers, rather than find out the hard way
Written in positive terms, it will encourage action for personal self-development
Both sets of questions are quick and easy to take – about 10 minutes over the internet or on paper, at home or at the office
Fast feedback is provided of a no-frills printed report, emailed back within 24 hours
It can be stored either electronically or as hard copy for later use in recruitment, promotion, training, statistics, etc
The software can be tailored to print only the sections relevant to the situation
Fixed Job/Employee compatibility is guaranteed over time for recruitment and promotion
Reduces decision time and interviewing time when it is possible to know more about the candidates than the candidates know about themselves
Allows a very quantifiable comparison of people when explaining who is a better candidate for recruiting, training and promoting
Provides a personalized Training/Improvement Needs Analysis from day one
Introduces to the individual an unbiased explanation of who they are, why they are and how they are and is easy to understand by everyone
Provides a description of a stress-free working environment for individuals, as DISC shows the natural and adapted behaviour
Assists with correct selection of individuals for project teams
Wide range of reports available for different sectors, applications and jobs
Suitable for everyone from the Chairman downwards and the shop/office floor upwards
Available in most European languages

Background
Behavioural research suggests that the most effective people are those who understand
themselves, their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. A person’s behaviour is a necessary and integral part of who they are. In other words, much of our behaviour comes from “nature” (inherent) and much comes from “nurture” (our upbringing). It is the universal language of “how we act”, or our observable human behaviour.

Description
From our earliest school days, we have been brainwashed with the importance of the quantitative area of “WHAT” people can do by looking at education, training, experience and references, but this misses out the more important qualitative aspects of “HOW” we behave and communicate those things that motivate us.

These areas of “HOW” are becoming increasingly more important so that companies know more about behaviour, attitudes, motivators and values during: -

recruiting,
identifying training needs,
improving company communication
putting together project teams

The results cover the principal qualitative areas of “HOW” we do things and is collated into the “D I S C” format, providing our behavioural and communication patterns. All these things are hugely important when applied to our daily lives and how we interact with others at home, socially and at work.

DISC Behavioural Profile Content
In the reports there are four dimensions of normal behaviour that are measured: -

How people respond to challenges (problems)
How people influence others to their point of view
How people respond to the pace of the environment
How you respond to rules and procedures set by others

The reports are further broken down into: -

How people choose to do the job
What values people bring to the organisation
How people communicate
How people perceive themselves and others
How people fit into society
How people view the “useful” things in life, art, creativity and surroundings
How people value knowledge, power and control
How people’s descriptors fit into the DISC pattern – natural and adapted style
Areas of potential improvement and suggestions for an Action Plan

DISC Analysis
Additional measurement of specific numerical quantitative analysis is provided in the full report for: -

Decisiveness
Sense of Urgency
Vision for the futureMotivating Others
Self-Confidence
Customer/Employee interface
Listening
Follow-Up and Follow-Through
Consistency
Paperwork and attention to detail
Following Policy

The Success Insights Wheel
The wheel provides a visual representation that allows one to view: -

Natural style compared to Adapted to Environment/Work style
Degree of Adaptability
Relationships and flexibility with others, especially if the results of all members are put on to a Master Team Wheel.
Potential stress points