- Communication skills
- Goal achievement
- Role building
- Job selection
- Performance management.
DISC historyIn 1923, Dr. William Marston expanded on the work of Sigmund Freud and Carl Jung in his seminal piece, Emotions of Normal People. In it he incorporated theories of human temperaments and concepts of introversion and extraversion into a four quadrant behavioral model. Marston’s DISC model looks at two dimensions compared to each other, which, when crossed, make up the four quadrants of personality traits. By all means, human behavior is not cut and dry or black and white. This is why DISC theory consists of a combination of these behavioral styles and traits. Interestingly, while he developed the original theoretical framework, Dr. Marston never created an assessment tool for testing purposes. Walter Clarke was the first to create a true DISC test in 1956. John G. Geier, Ph.D., is credited with developing much of the final instrument framework we know of today as the DISC personality test. One of WizeHire’s co-founders created our own proprietary version of the DISC profile that is currently in use by Tony Robbins and Dave Ramsey. It is the most modern and advanced interpretation of Dr. Marston’s work. It has been expanded to include an additional assessment that measures personal drivers and motivation called the Values Index. This addition of motivators makes WizeHire’s DISC profile the most thorough and powerful version in the market.
DISC theory basicsOne part of what makes each person the individual they are is their unique combination of the DISC types and the four dimensions of behavior. Since each of us develops varying levels of preference or tendencies for any of the four dimensions, we are a composite of all of them. For our purposes, we refer to the four personality types: D – Decisive – How you tend to solve problems and make decisions I – Interactive – How you like to interact with others and share opinions S – Stabilizing – How you prefer to pace things in your environment C – Cautious – Your preference for established protocol and standards The DISC model helps us to understand that complicated mix of tendencies.
DISC theory in the workplaceUnderstanding of the DISC profile impacts individual and workplace productivity and improves company culture by:
- Improving communications – Helping team members understand why people behave the way they do creates more open dialog. Reducing incorrect assumptions, promoting team building, and undeniably better working relationships.
- Goal achievement – Ensuring that goals are realistic, appropriate, and most importantly dependent on natural strengths and tendencies leads to higher goal attainment.
- Creating the ideal role – Possessing a sound understanding of a person’s natural behavioral style is key. Additionally creating an environment that sets the person up for success, not failure.
- Job selection – Much like creating an ideal role, placing a person in an ideal, the existing role requires the same high level of awareness for what the job requires, what the job provides, what the person requires, and what the person provides. When you understand all four sides of this equation, you can make more informed decisions about who would be the best fit for which role.
- Performance management – Understanding someone’s behavioral style can often illuminate the cause for performance issues and help point to the appropriate action or corrective step to fix the problem.
How Wizehire uses DISCWizeHire’s mission is to help companies hire the right people with the right skills best suited for the job. We use DISC to provide employers with a streamlined yet comprehensive recruiting and screening process that sources and screens applicants to highlight the most qualified candidates. Our work begins by sourcing top talent through search optimized jobs ad that we post to 60 of the biggest job boards. We then begin the screening process. WizeHire looks at screening like a 3-legged stool that ensures a balanced hiring process. It includes:
- DISC assessment