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How do businesses use assessments for teams?

There are various assessment types which can take anywhere from 20 minutes to 1 hour to complete online.

Recruiting and Hiring … before you begin your on-boarding process, have your candidates complete a quick 10 minute assessment to determine if a new hire will fit within your culture…

Team Training … during your next training, have your team share with one another their assessments to ensure your entire team is communicating properly and they are aligned towards a common goal …

Leadership Development … to retain and promote your key employees, the more in-depth assessments will help you build a career path based on what motivates them as well as the development of your managers as they move up to leadership positions.

Avoid expensive mistakes when hiring new employee's. Learn more with DISC ASSESSMENTS to help you avoid hiring the wrong person.

CareerBuilder says 74 percent of companies who made a poor hire lost an average of $14,900 per poor hire.

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There are many ways of evaluating an individual’s skills or approach, and predicting their likely behavior from the results.

DISC profiles give you standardized, objective data about each person's personality and behavior, which in turn, helps you understand one another and “get” where each is coming from. As you gain this knowledge, your team won't waste time with as many workplace conflicts. You'll be more efficient and more productive.

As the world’s most popular behavioral assessment, DISC offers a simple solution with profound results. Learn how to identify the behavioral styles of others and adapt your communication to increase sales, assemble teams, target new hires, develop “rockstar” leaders, and more.

At one end of the scale are fairly simple tests designed to evaluate specific skills and abilities, such as an examination or driving test.

At the other end of the scale lie batteries of personality tests, designed to build as complete a picture of a person’s style and approach, in general terms, as possible.

DISC lies somewhere between these two poles. While it isn’t a full ‘personality test’ in the strict technical sense, it provides an insight into an individual style that is more than adequate to predict the likely trends of their behavior in the future. It does
this by evaluating four key factors in an individual style, rather than the sixteen or more that are often seen in full personality tests.

(for example, DISC makes no attempt to measure such factors as intelligence).

This confers the advantage of greater accessibility: while a full test battery will often contain literally hundreds of questions, and take hours to complete, a DISC profile questionnaire contains only twenty-four, and can be usually be performed in fifteen minutes or less.

This also provides advantages in the area of interpretation; while the interpretation of results from a full test remains in the province of experts, DISC results are sufficiently well-defined that their interpretation can be almost completely automated.

What can DISC tell me?

At its most basic level, DISC measures four factors of an individual’s behavior: Dominance, Influence, Steadiness and Compliance.

These are fairly complex constructs, and aren’t easily expressed in single words, but they can be characterized as assertiveness, communication, patience and structure.

The real power of DISC, though, comes from its ability to interpret the relations between these factors. For example where a highly Dominant person has an equally high level of Influence, they will behave quite differently to an equally Dominant individual without that Influence. The factors combine like this to provide (theoretically) around one million different ‘profiles’ (that is, combinations of the four factors).
Using this information, DISC can be used to describe a person’s general approach, including their motivations and dislikes, strengths and
weaknesses, and some of the basic assumptions they make about other people. It can also go far in helping to predict how a person will react.

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