Do you want to improve the collaboration and productivity within your team? Would you like to have an increased self-awareness of your leadership skills and to influence others positively? Do you want to recruit more effectively and retain staff by improving communication and minimising or preventing conflict? If so, have you heard of DISC Personality Profiling?
DISC is an online behavioural profiling tool used by over 1 million people every year to improve work productivity, teamwork and communication. DISC personality profiling is an easy, effective and non-judgemental way to help you to understand human behaviour in different situations. It will enable you to develop unique and practical insights into an individual’s working style by showing you how they like to communicate, make decisions and what motivates them. It’s a tool that enables managers to make effective decisions around hiring and developing the best talent plus creating high performing teams.
A Brief Overview of DISC
DISC is a personality profiling tool based on the DISC theory of psychologist William Marston. His theory was that behavioural characteristics can be grouped together into four major groups. People with similar styles tend to exhibit specific behavioural characteristics common to that style. The acronym DISC stands for the four personality styles represented by the letters, where D= Dominance, I = Influence, S = Steadiness and C = Compliance. Where do you think you sit?
The Benefits of DISC
So, how can using such a tool help your company? Below I’ve outlined the four main ways using DISC Personality Profiling benefits businesses:
1. Recruitment of the Right People
People perform better in roles where they’re naturally a good fit and DISC can provide an insight into whether the candidate closely matches the requirements of the job and the company culture. By showing the various personality traits of an individual, DISC helps uncover the ways in which an individual would react to new challenges or how they are likely to behave in a team situation. The feedback candidates get from DISC can also help them to integrate with their jobs better as it enables them to learn more about their areas of strength and to see how that matches with their new job role.
If you know the personality styles of your existing team members you can also use DISC to recruit candidates who will ‘plug the gaps’. By looking for those missing traits in candidates during the selection process, you’re able to create a well-rounded and highly effective team. An example of this would be an existing team who have great attention to detail and deliver high quality work yet lack the ability to look at the bigger picture and drive projects forward. An ideal candidate to join the team, as well as having the necessary qualifications and experience, would be someone who is results driven and able to consider the bigger picture in order to help balance the team.
2. Improved Sales and Client Relations
DISC Personality Profiling can help members of the sales team to identify their own selling style and understand their strengths and limitations. Armed with this information, they can capitalise on their strengths and recognise any limitations which may be hindering their success.
An understanding of DISC also helps employees to find out what the points of stress are that a client faces or the kind of relationship that a client is looking for.
By understanding their own selling style and the needs of their client, the sales person can then adjust their selling style to suit the requirements of their customer and make the best possible connection with them.
3. Effective Leadership
DISC personality profiling helps managers to become more self-knowledgeable, well-rounded and effective leaders. It identifies areas of growth in their leadership style and enables managers to understand the dispositions and priorities of their team. This then gives them the opportunity to adapt their management style for each individual, thus improving communication and their ability to have a positive influence on each team member.
DISC also helps those employees who aspire to move into a position of leadership, as it can highlight the areas they need to develop in order to do so.
4. Managing Conflict & Building High Performing Teams
Conflicts at work affect morale, productivity and the smooth performance of the team. DISC personality profiling is an excellent tool to ensure there is more understanding and appreciation of different styles within a team, which naturally reduces the potential for conflict.
DISC gives specific insights into an individual’s interpersonal communication abilities: how they respond to conflict, what motivates them, what causes them stress and how they solve problems. This helps the individual to gain self-awareness so that they can look at ways they can adapt their communication or behaviour in order to build more constructive relationships with other people. It also enables managers to understand how two personalities will interact with each other, identifying potential areas of tension so that they are able to defuse a difficult situation and develop a successful conflict resolution strategy.
DISC also creates a clear framework which enables everyone to understand how their individual strengths contribute to the success of the team. Thus, DISC is a great tool to facilitate team building and team cohesiveness.
DISC Personality Profiling Results in Inclusivity and Productivity
To conclude, DISC Personality Profiling helps create a more inclusive and productive working environment. Organisations typically observe less conflict, improved communication, more effective leadership and better client relationships through using DISC, resulting in higher performing teams. Companies that recruit the right individuals for the job see increased retention and happier employees. Thus, the impact of using DISC Personality Profiling can be felt throughout the organisation.
If you’re interested in exploring how DISC Personality Profiling might benefit your business, please contact Vida Coaching to discuss your requirements.
