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There’s a reason the DISC assessment is so popular: it’s easy to pick up, it reveals insights into observable behavior, and it can help to improve understanding of the self and others.
There’s more to a team dynamic than behavior — what’s motivating them can make or break it.
A “How I” Article by Shaunna Adinolfi
Adaptations aren’t unusual when it comes to behavior, but understanding them through the lens of DISC can take some work.
Veamos la S de DISC, la Estabilidad, y los pros y contras de las puntuaciones altas de S (comunicadores directos) y bajas de S (comunicadores reflexivos).
Everyone is going to have to “sell” at some point in their professional lives, be it pitching an idea, making your case for a promotion, seeking a deeper connection with a peer, or literally selling a product or idea.
Veamos la C de DISC, Cumplimiento y los pros y los contras de puntajes altos de C (comunicadores directos) y puntajes bajos de C (comunicadores reflexivos).
Let’s look at the S of DISC, Steadiness, and the pros and cons of high S scores (Direct communicators) and low S scores (Reflective communicators).
Veamos la I de DISC (influencia), los pros y los contras de las puntuaciones altas de la I (comunicadores directos) y las puntuaciones bajas de la I (comunicadores reflexivos).
DISC is an incredibly popular assessment tool for a reason; it’s comprehensive, actionable, and easy to understand.
Now more than ever the mission and day-to-day values of an organization are key when it comes to retention, recruiting, productivity and profit.
Let DISC work for you in the interview process! Here are three things that I make sure to do while interviewing and how they relate to DISC.
Hay muchos beneficios para obtener una comprensión más profunda de su comportamiento y aprovechar su estilo de comportamiento único, y las evaluaciones son las herramientas perfectas para enseñarle cómo hacer precisamente eso.