Videos on DISC personality test
What should we take away from DISC? The DISC tool is one of the most widely used tools in the development of managerial skills. Discovering yourself has become easy thanks to DISC personality test. It then allows more fluid exchanges. This is one of the advantages of the DISC assessment.
Teamwork Essentials with DiSC
It is worthwhile to plan two days in case your objective is to develop topics such as “optimizing our business relationships with DISC”. What are the key elements that come out of DISC? Let’s say it’s a model of how you are perceived by others. William Marston, the creator of the DISC approach, urges us to be humble. In this video, I propose to discuss the different options for getting the most out of the DISC method.
DISC golden rule in communication
Elders like to repeat the golden rule: “Treat others as you would like to be treated”. The meaning of this phrase is to suggest to the other what I would like to have received. Such a recommendation has one major flaw. What if the other person is very different from me, in terms of personality? The DISC tool will allow us to put into practice the diamond rule: “treat others as they need to be treated”.
DISC personality test for a win-win approach
The best solution comes from the clues you pick up from the person you’re talking to. By paying attention to these signals, you improve your professional interactions. This case study helps you explore a practical way to adapt your communication using the DISC Personality Test . Once you understand the method, you gain a clearer view of how your counterparts think and behave, and you communicate with impact.
The best solution comes from the clues you pick up from the person you’re talking to. By paying attention to these signals, you improve your professional interactions. This case study helps you explore a practical way to adapt your communication using the DISC Personality model.
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Is it a test or a methodology?
Questionnaire, profile, method, all these synonyms refer to the same tool. However, attention is needed when using the concept of a test. According to William Marston, it is not a test but an observation of behaviors. Your answers are neither right nor wrong. Every manager’s profile is different.
How about a first try on your DISC profile?
I offer you a free first interview during which I present my practice of the DISC tool for leadership development. Over the last three years, I have completed approximately 800 DISC profiles dedicated to developing managers’ leadership.
You are invited to take your personality test. We examine your detailed profile together in order to better develop your talents according to the DISC tool. This can be supported by individual coaching.
How long does it take to take the DISC?
You complete the questionnaire in less than a quarter of an hour. The process of discovering W. Marston’s model takes place in several stages. The employee fills in a behavioural questionnaire. The editors of the DISC tool offer an online evaluation on their website. It generates a detailed personality report. You get an in-depth analysis of your management style. As soon as the DISC profile is completed, everyone is able to review the results with the support of a certified professional.
The debriefing lasts approximately one to one and a half hour depending on the candidate’s willingness to go into more or less detail about his DISC profile. Furthermore, in the case of debriefing by a professional trained in the DISC method, it is advisable to be calm. This debriefing can be done visually or remotely.
If the participant requests it, the DISC tool lends itself perfectly to individual coaching.
DISC personality test creates favourable conditions for an adapted relational technique thanks to the adaptation strategy. What can I do to use my DISC profile in a relevant way? DISC offers solutions that are relatively simple to implement. One day of training in the DISC method allows a complete discovery.
What are the different DISC personality types?
The DISC model groups personality styles into Dominance (D), Influence (I), Steadiness (S) and Conscientiousness (C). Dominance prefers direct communication and effective results, Influence brings sociable and enthusiastic energy like in a collaborative video meeting, Steadiness values cooperation and patience when working in teams, while Conscientiousness focuses on accuracy and detail for reliable outcomes. Each style helps professionals learn more about how they act, react, and explore better ways to collaborate.
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This article has been written by Marc Prager.