Hi all..
I am a trainer and looking for some form of an assessment instrument to assess the DISC personality types. if any one of you help me get this, it will be very helpful
Thanks a lot
Sumana Venkat
From India, Bangalore
1I am a trainer and looking for some form of an assessment instrument to assess the DISC personality types. if any one of you help me get this, it will be very helpful
Thanks a lot
Sumana Venkat
From India, Bangalore
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list.php?query=DISC
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list.php?query=DISC
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Goodmorning Mr. Sardar, Thanks for the immediate reply.. but i am looking at DISC personality types assessment sheet.. if u can find one, pl forward it Nice to get associated with this forum Sumana
From India, Bangalore
From India, Bangalore
DISC EXPLAINED
1. DOMINANCE -
The first of the four DISC factors is Dominance, or simply 'D'. Dominance is the factor of directness, assertiveness and control. It is the left-most factor shown on a DISC graph & represents the blend of positive and negative traits.
On the positive side, highly Dominant individuals are very motivated to succeed, and generally very effective at getting their own way. They can also be hot-tempered and even aggressive under certain conditions. People with this factor prominent in their DISC profiles focus on the need to achieve and maintain a measure of authority and power over other people and, more generally, the environment in which they live and work.
Competitiveness and ambition are also associated with the D factor, and people showing this element will struggle to achieve their aims in life against great odds. Indeed, they seem to enjoy challenge, and rarely back away from a difficult or risky situation. Highly Dominant individuals of this kind like to feel that they are in control, and seek opportunities to reinforce and emphasize their personal power. They measure their progress in life by their achievements and successes, and need to maintain a sense of personal momentum.
2. INFLUENCE
Influence is associated with a sunny, friendly & extrovert
approach, warm and open to other people, sociable and
gregarious. People with a High-I's' are gregarious & possess
well-developed social skills.
Influence is the second factor described by a DISC graph, reading from the left. The communicative and socially confident style of
those with high Influence tends to be balanced by a rather impulsive and sometimes irrational approach to life. The urge to relate to and impress those around them can lead such a person to act in ways that other less socially-oriented types find very difficult to understand.
The hardest thing for a High-I to accept is rejection. They need to interact positively with those around them, and their friendly, open style usually helps them to maintain relations of this kind. By their nature, High-I's are extremely trusting and ingenuous. Highly Influential individuals are motivated by relations with others. Praise and approval make a strong impression on them,
3. STEADINESS -
Third of the four factors is Steadiness, abbreviated to 'S'. As its name suggests, those who show a high level of Steadiness take a measured, steady approach to life. They are patient and undemanding, often showing sympathy for and loyalty to those around them. In Style Card terms, Steadiness corresponds to the 'Planner' type.
While Dominance, Influence and Compliance are evenly spread throughout the population, Steadiness tends to appear less frequently.
Despite this, there are a number of strengths linked to the Steadiness factor. People of this kind are patient and sympathetic listeners, with a real interest in the problems and feelings of others, and are particularly capable of fulfilling support rôles. They also have a persistent approach, with powers of concentration that allow them to work steadily at a task.
High-S's are resistant to change, and will prefer to settle into a predictable and constant environment. They have an intrinsically passive approach, and work best when given clear instructions and a high level of support. Because of this, they avoid conflict or confrontation if at all possible, and will instead seek to adopt the role of peacemaker if a dispute should break out.
4. COMPLIANCE -
The final DISC factor is Compliance, or simply 'C'.
This is perhaps the most complex of the four factors.
Traditionally, High-C's are categorized as 'rule-oriented'.
Compliance is the right-most factor shown on a DISC profile.
It is the factor of structure, detail and fact, and those
displaying high levels are interested in precision & accuracy
Because High C people are naturally passive and reticent to
speak out unless called on by others, High-C's thus lack ambition.
Individuals with high levels of Compliance dislike pressure, and will tend to adopt an evasive style when confronted with difficult circumstances. In extremely difficult situations, they are prone to disregard problems or delay actions until they become completely unavoidable. This interest in the way things work means that compliant individuals are often drawn to technical work, or situations in which their personal talents can come to the fore.
High-C's are 'Passive' & 'Controlled’ and they are certainly said to be 'Analyst'.
HOW DISC HELPS CSB IN INTERVIEWING
The ultimate use of these DISC results is to aid the interviewer during the interview itself. It can do this in two ways.
Candidate’s Profile Surfaced
1. The DISC interpretation of a candidate's profile can bring to the surface potential difficulties that would never emerge in the course of a normal interview. These problem areas can be probed by the interviewer to assess their relevance with reference to the job in question. DISC systems can generate a list of disadvantages of this kind, but some of the more advanced, automated, systems are able to go one step further and generate a list of problem areas relative to a specific job.
Improve communication with the candidate
2. DISC can help to improve communication within the interview. This is a more subtle and less tangible benefit, but it can have a significant impact on the progress of the discussion. By making themselves aware of an interviewee's motivating factors, the skilful interviewer can encourage them to reveal information, and help to relieve the understandable pressure of an interview situation and so ease communication.
Hope this will help u to have a brief overview of disc.
From India, New Delhi
1. DOMINANCE -
The first of the four DISC factors is Dominance, or simply 'D'. Dominance is the factor of directness, assertiveness and control. It is the left-most factor shown on a DISC graph & represents the blend of positive and negative traits.
On the positive side, highly Dominant individuals are very motivated to succeed, and generally very effective at getting their own way. They can also be hot-tempered and even aggressive under certain conditions. People with this factor prominent in their DISC profiles focus on the need to achieve and maintain a measure of authority and power over other people and, more generally, the environment in which they live and work.
Competitiveness and ambition are also associated with the D factor, and people showing this element will struggle to achieve their aims in life against great odds. Indeed, they seem to enjoy challenge, and rarely back away from a difficult or risky situation. Highly Dominant individuals of this kind like to feel that they are in control, and seek opportunities to reinforce and emphasize their personal power. They measure their progress in life by their achievements and successes, and need to maintain a sense of personal momentum.
2. INFLUENCE
Influence is associated with a sunny, friendly & extrovert
approach, warm and open to other people, sociable and
gregarious. People with a High-I's' are gregarious & possess
well-developed social skills.
Influence is the second factor described by a DISC graph, reading from the left. The communicative and socially confident style of
those with high Influence tends to be balanced by a rather impulsive and sometimes irrational approach to life. The urge to relate to and impress those around them can lead such a person to act in ways that other less socially-oriented types find very difficult to understand.
The hardest thing for a High-I to accept is rejection. They need to interact positively with those around them, and their friendly, open style usually helps them to maintain relations of this kind. By their nature, High-I's are extremely trusting and ingenuous. Highly Influential individuals are motivated by relations with others. Praise and approval make a strong impression on them,
3. STEADINESS -
Third of the four factors is Steadiness, abbreviated to 'S'. As its name suggests, those who show a high level of Steadiness take a measured, steady approach to life. They are patient and undemanding, often showing sympathy for and loyalty to those around them. In Style Card terms, Steadiness corresponds to the 'Planner' type.
While Dominance, Influence and Compliance are evenly spread throughout the population, Steadiness tends to appear less frequently.
Despite this, there are a number of strengths linked to the Steadiness factor. People of this kind are patient and sympathetic listeners, with a real interest in the problems and feelings of others, and are particularly capable of fulfilling support rôles. They also have a persistent approach, with powers of concentration that allow them to work steadily at a task.
High-S's are resistant to change, and will prefer to settle into a predictable and constant environment. They have an intrinsically passive approach, and work best when given clear instructions and a high level of support. Because of this, they avoid conflict or confrontation if at all possible, and will instead seek to adopt the role of peacemaker if a dispute should break out.
4. COMPLIANCE -
The final DISC factor is Compliance, or simply 'C'.
This is perhaps the most complex of the four factors.
Traditionally, High-C's are categorized as 'rule-oriented'.
Compliance is the right-most factor shown on a DISC profile.
It is the factor of structure, detail and fact, and those
displaying high levels are interested in precision & accuracy
Because High C people are naturally passive and reticent to
speak out unless called on by others, High-C's thus lack ambition.
Individuals with high levels of Compliance dislike pressure, and will tend to adopt an evasive style when confronted with difficult circumstances. In extremely difficult situations, they are prone to disregard problems or delay actions until they become completely unavoidable. This interest in the way things work means that compliant individuals are often drawn to technical work, or situations in which their personal talents can come to the fore.
High-C's are 'Passive' & 'Controlled’ and they are certainly said to be 'Analyst'.
HOW DISC HELPS CSB IN INTERVIEWING
The ultimate use of these DISC results is to aid the interviewer during the interview itself. It can do this in two ways.
Candidate’s Profile Surfaced
1. The DISC interpretation of a candidate's profile can bring to the surface potential difficulties that would never emerge in the course of a normal interview. These problem areas can be probed by the interviewer to assess their relevance with reference to the job in question. DISC systems can generate a list of disadvantages of this kind, but some of the more advanced, automated, systems are able to go one step further and generate a list of problem areas relative to a specific job.
Improve communication with the candidate
2. DISC can help to improve communication within the interview. This is a more subtle and less tangible benefit, but it can have a significant impact on the progress of the discussion. By making themselves aware of an interviewee's motivating factors, the skilful interviewer can encourage them to reveal information, and help to relieve the understandable pressure of an interview situation and so ease communication.
Hope this will help u to have a brief overview of disc.
From India, New Delhi
i had collected some info on disc..it has 2 questionnaires too included in it...though no interpreation off the scores....but i was able to do that on my own when needed....see if u find the files useful
regards
Ravishankar Duvvuri
NMIMS-MBA HR , 2nd year
From India, Mumbai
regards
Ravishankar Duvvuri
NMIMS-MBA HR , 2nd year
From India, Mumbai
Hi Sumven,
I'm also looking for materials about DISC. I already know what it is and I even got the questionnaires but what I don't know is how to interpret the answers.
Help!
Could somebody please help me in interpeting the the answers. Were you able to find assistance on this?
Thanks.
Renato
From Philippines
I'm also looking for materials about DISC. I already know what it is and I even got the questionnaires but what I don't know is how to interpret the answers.
Help!
Could somebody please help me in interpeting the the answers. Were you able to find assistance on this?
Thanks.
Renato
From Philippines
There are lot of writings about William Moulton Marston's 4 factors on the web and wikipedia. However, please ensure the following;
1. The DISC or DiSC or Proception2 DISC is patented and copyrighted product
2. Check if you are using a licensed product
3. The use of the tool and feeding back of the information must be done by qualified person - a person who has undergone user certification and holds a valid certificate
4. Please note you are using an 'ipsative' tool and it is important that you got the setting right
5. There are alternate models of DISC tool administration these days with the option of Online Internet Delivery Models, Self Scoreable Paper & Pencil Models, Administrator input Models thro Bureau services.
If you are using it for scholastic purposes or awareness there are numerous sites, however should u wish to get qualified look for a certification workshop conducted at a place close to you.
In India there are atleast 30 to 40 workshops conducted every year.
A final input to you, DISC is not about the 4 factors just, it has a lot more that what meets the eye. You will also need to understand the interplay of the 4 factors. Pls note that research has shown there can be in excess of 17 K adapted graphs and an equal number of natural graphs in terms of behavior.
To understand better enroll for a user certification workshop.
Trust the above perspectives are understood in the right earnest.
Rgds n best wishes - Sairamesh (T R A C)
From India, Bangalore
1. The DISC or DiSC or Proception2 DISC is patented and copyrighted product
2. Check if you are using a licensed product
3. The use of the tool and feeding back of the information must be done by qualified person - a person who has undergone user certification and holds a valid certificate
4. Please note you are using an 'ipsative' tool and it is important that you got the setting right
5. There are alternate models of DISC tool administration these days with the option of Online Internet Delivery Models, Self Scoreable Paper & Pencil Models, Administrator input Models thro Bureau services.
If you are using it for scholastic purposes or awareness there are numerous sites, however should u wish to get qualified look for a certification workshop conducted at a place close to you.
In India there are atleast 30 to 40 workshops conducted every year.
A final input to you, DISC is not about the 4 factors just, it has a lot more that what meets the eye. You will also need to understand the interplay of the 4 factors. Pls note that research has shown there can be in excess of 17 K adapted graphs and an equal number of natural graphs in terms of behavior.
To understand better enroll for a user certification workshop.
Trust the above perspectives are understood in the right earnest.
Rgds n best wishes - Sairamesh (T R A C)
From India, Bangalore
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