A Guide To DISC PROFILE For Any Position

Today's show got prompted by one of my attendees this week at a training session; she was in her second month or so of training with me and her team, and thank you, Navina, for prompting me to do this show today.

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She and I were talking about DISC, her DISC profile, and she asked, have you ever done a podcast on DISC? I wanna go back and listen to it. And I had to stop for a minute. In all these years, no, I haven't, I haven't done a show talking about DISC explaining DISC, the value of DISC, how DISC works, what it tells you, what it doesn't tell you.

And so today, this is gonna be a little longer podcast because I can get a little long-winded on this. But I'm gonna go into a fair level of detail on what. D I S C, the DISC profile is, and with that, let's get started. So DISC starts with people are different. However, they're predictably different. And with DISC, it helps you understand, based on the dominance, influence, stability, and compliance on those four scales, what your style is, where you fall, and what blend your DISC style is.

With that and with the knowledge you're going to get with today's show, you're also gonna be able to start recognizing the styles of others. And the real value of DISC is that once you know yourself and start recognizing these behaviors in others, you'll then understand how you might need to adapt a little bit to interact with others in the most beneficial way. I've provided this session today, either individually or in groups, probably north of a thousand times.  So I'm gonna say every time, the participants in the discussion walk out with a fairly new outlook on their coworkers, their boss, and themselves. And when we can start talking in DISC language within our teams, our employees, our bosses, and our peers. We can start thinking about and communicating using the disc, approach the DISC, and understand it changes the game.

I've seen this change, the dynamics, the inner workings of teams of all sizes, of all types. Non-profit, aerospace, industrial sales,  you name it, b2b, B to C, no matter the industry, the size, the type of company, this works with everybody. I'm a huge fan of it. And I'll get out there right now that I provide disc profiles and DISC assessments, and I'll put it in the show notes. If you have not gotten your own DISC profile, I'll put in the link. Non-profit, aerospace, industrial sales,  you name it, b2b, B to C, no matter the industry, the size, the type of company, this works with everybody. I'm a huge fan of it. And I'll get out there right now that I provide disc profiles and DISC assessments, and in fact, I'll put it in the show notes.

If you have not gotten your own disc profile, I'll put in the link.

Get Your Free DISC assessment.

Hiring managers often judge candidates based on subjective rather than job-related criteria. This leads to less-than-stellar hires and all the baggage that comes with them. The Average Cost Of A Mis-Hire Is 200% Of the Annual Salary. Hire Smarter, Save Time and Frustration by using the DISC Skills Assessments. Make Unbiased Decisions on the Best Take the guesswork out of your screening process and hire people based on how they actually do the job. Structured Interviews, resume screenings, and Pre-interview calls are only part of the mastery of hiring the best people.  

Add in a DISC assessment, and your ability to predict job and culture fit soars.  This is because recruiters and hiring managers often judge candidates based on subjective rather than job-related criteria. Get Your Free DISC assessment. 

DISC Assessments are the same for everyone. Other assessment methods, like screening calls and unstructured interviews, can be unfair. Interviewers ask different questions to different candidates, and there’s no consensus on how to rate candidates’ answers. DISC, by contrast, is standardized and administered in the same way to all candidates. If they’re crafted according to strictly job-related criteria, they give everyone the same opportunity to succeed. DISC will save you time on interviews.

Assessing 20 traits during an interview would be time-consuming and exhausting for both candidates and interviewers. You can assess some of these traits through pre-employment testing instead. It’s best to assess job knowledge through tests to avoid losing time interviewing candidates who can’t do the job. You can also evaluate certain skills through tests like typing speed, written communication, or problem-solving. Evaluate candidates quickly and fairly

 

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