While the DISC tool, which provides insight on a person’s behavioural preferences and orientation, is powerful on its own, it’s impacts can and will be enhanced with other assessment tools. People are unique and measuring only one part in the hope to understand the whole will be challenging and near impossible. People with the same behaviors might different drivers that must be met in order for them to feel fulfilled. DISC may tell part of the story, but alone it does not paint a complete picture.
When you go deeper than DISC, you can have a much clearer understanding of yourself and others. Looking at an individual from more than one perspective is vital. At On Purpose Leadership Inc., we use the DISC assessment as well as a variety of others. We believe that a combination of these assessments will assist individuals and teams to reach new levels of excellence and success.
Let us give you one example. In a recent workshop with a team, we provided each team member with a Behaviours and Emotional Quotient assessment. When looking at the team and addressing a high conflict situation, we really could not find a sound rationale for the conflict by looking exclusively at the Behaviours (DISC) assessment comparisons. In fact, it wasn’t until we looked at the team members Emotional Quotient scores that we were able to identify the source of the conflict. One member of the team had a Self-Regulation score that was very low and well below the Self-Regulation scores of the other team members. This led us to understand that it was emotional outbursts from the one team member, and the way in which those were received and managed by the other team members, that was the real source of the conflict. Had we looked only at the Behaviours, we definitely would not have identified accurately the source or the real issue.
Below are ten reasons to go deeper than DISC:
- Increasing self-awareness
There’s an old saying that goes “you can’t help others until you help yourself.” Understanding yourself first and foremost will help you maximize your potential, which you can then leverage to help others achieve theirs. Self-awareness is an important skill that’s not measured by DISC but important to be successful in most walks of life. When a person is self-aware, especially during times of stress, they can identify a potential problem, remind themselves to take a step back and diffuse a potential problematic situation. Those with high self-awareness tend to find greater success compared with those who do not possess this skill.
- Understanding the how and the why behind a person’s behavior
How does someone identify that they are in a situation that isn’t meant for them? Identifying what drives or motivates a person is key. An example would be if an individual is motivated by creative endeavors, they could pursue avenues that utilizes creativity. This could give an individual a reason to get out of bed every morning and be excited to go to work.
- Better understanding others
Going deeper than DISC can also help a person as it relates to their peers, team and their boss or customers and suppliers. Once you figure out what your strengths are and truly know what motivates you, only then can you find your rightful part within an organization where you can use your skills and motivators – what drives you – to excel.
- Uncovering information without making assumptions
In the job marketplace, everyone starts out as a faceless resume on a piece of paper or electronic document. So many companies rely on the interview process to uncover information about potential employees, but what can you honestly learn about someone during a 30-60 conversation about their job history? Utilizing multiple assessment solutions can uncover more about a person without making assumptions or having to rely on “gut” instincts. In a nutshell, going deeper than DISC helps companies to avoid judging a book by its cover.
- Identify the needs for a group of people
Using assessments, especially team reports, can help identify the needs of a team and the individuals that make up a team. While the individual reports will dive deep to unveil important information about the individual, the team reports can shed light on the team as a whole, and how all the people within the team fit together. This makes it easy to identify if someone is in a position not necessarily suited for them. This helps to build stronger, more cohesive teams because each person on the team is doing a job they enjoy and are qualified to do.
- Identify learned skills
Learned skills, or competencies, are not measured by DISC but are key in determining if someone is cut out for a certain role and accountabilities. Each person has a unique hierarchy of competencies and these include: leadership, interpersonal skills, goal orientation, understanding others, diplomacy, teamwork, problem solving, resiliency, flexibility and negotiation, just to name a few. Having competencies in many of these areas are keystones to certain jobs. Knowing, in advance, if a potential candidate is strong or weak in these areas can help a company hire the right person. And for the individual, they can identify any vulnerabilities, so they can set goals on specific areas to improve.
- Measuring emotional intelligence
Emotional intelligence measures how someone operates under pressure and how well they deal with stress. An element again not measured by DISC, but an important one, especially for people that work in high-stress, fast-paced, competitive or otherwise demanding environments. When someone has a lower emotional intelligence, they are a candidate for the occasional emotional hijack (also known as an amygdala hijack). In this scenario, a person responds negatively to stress when put in stressful situations. While everyone has a bad day here and there, it’s good to identify if a person may be regularly susceptible to this sort of issue if their job is going to be continuously high-stress.
- Identifying stress levels
Stress assessments can measure how stressed a person is in a snapshot of time. While some people use stress as fuel or energy, others allow stress to eat them alive and obliterate their ability to be productive. Finding a person’s typical stress level will help to figure out what jobs or fields may be best suited for this person to consider for employment.
- Understanding a person’s acumen
Above we talked about identifying learned skills but understanding how these skills manifest for an individual are key to figuring out what is really inside someone. Research has shown that the most effective people are those who understand both their strengths and vulnerabilities, so they can develop strategies to meet the demands of their environment. Assessments that uncover insights about acumen can help predict the likelihood of a person succeeding or failing in certain situations.
- Solve for a problem through people
Every business exists because there is a perceived need. Whether it’s a basic need such as food or water, or a perceived need such as a new Porsche, if there is a need, there will be a product or person to fill that need. Filling certain roles within a company qualifies as a need, or “pain point.” So, if a company is looking to hire a person that needs to have very specific skills, how can an employer identify those characteristics within the framework of an interview? By assessing a person’s drivers, acumen, behaviors, stressors and emotional intelligence, a thorough, complete picture can be created that gives true insight into an individual and whether they are the person they are searching for to fill that very important position.
Understanding a person’s behavioural preferences and orientation through tools such as DISC is a great start to learning about an individual and how they might fit in with a team or an organization. But there is so much more information that can be learned and it’s important to go as deep as possible to uncover everything you can on the front end. DISC is just the tip of the iceberg. Knowing what’s underneath the iceberg is crucial in ensuring that you have all the information that’s needed to make the right decision in an important situation. Many of the points listed above have a coinciding assessment. For further information on the variety of the assessments we do at On Purpose Leadership Inc., click here
On Purpose Leadership Note: The above is adapted from an Article by, and we give our thanks to, Dave Clark. On Purpose Leadership is an Approved Provider partner of TTI Success Insights.