By Ann-Marie Gil
A DISC Profiling System could benefit your business in the following ways:
1. Clear identification of learning and working styles.
2. To avoid the placement of 2 dominant people working together all the time as they would both want to be leaders.
3. You can place people in roles which are more suitable to their behaviours.
4. To get the right mixture of different people in a team when their roles and behaviours are varied and suitable for them.
5. To know where your team members fit into the above categories and ensure their roles reflect their natural abilities.
6. Most people will be a blend of several different behaviour types, they will generally have a dominant behaviour type and may be heading towards trying to be another behaviour type.
7. Have the whole team assessed for their behaviour types and when recruiting, find someone that "blends" into the mix as well as having the relevant skills and experience.
8. Behavioural identification is not something that can not be found out just from a job interview, but usually takes time in getting to know the person. In a job interview, it is common for a person to sell themselves into a role without addressing behaviour, as you are addressing other characteristics such as relevant experience and presentation.
9. Some candidates many not present very well in a job interview but may have more of the behaviour characteristics to fit into your team and could possibly have the relevant skills and experience.
1. Clear identification of learning and working styles.
2. To avoid the placement of 2 dominant people working together all the time as they would both want to be leaders.
3. You can place people in roles which are more suitable to their behaviours.
4. To get the right mixture of different people in a team when their roles and behaviours are varied and suitable for them.
5. To know where your team members fit into the above categories and ensure their roles reflect their natural abilities.
6. Most people will be a blend of several different behaviour types, they will generally have a dominant behaviour type and may be heading towards trying to be another behaviour type.
7. Have the whole team assessed for their behaviour types and when recruiting, find someone that "blends" into the mix as well as having the relevant skills and experience.
8. Behavioural identification is not something that can not be found out just from a job interview, but usually takes time in getting to know the person. In a job interview, it is common for a person to sell themselves into a role without addressing behaviour, as you are addressing other characteristics such as relevant experience and presentation.
9. Some candidates many not present very well in a job interview but may have more of the behaviour characteristics to fit into your team and could possibly have the relevant skills and experience.
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