Building Adaptability Through DiSC Profiles

Building Adaptability Through DiSC ProfilesAn individual’s personality determines what he feels, what motivates him, what determines his attitude towards varied stimuli and how he interacts with others. As the global workforce becomes more diverse, and with people becoming fussier about job roles businesses are trying to understand their employees better so as to manage them better.

The past few years have seen more and more organisations assessing their employees on various aspects of their behaviour and personality. The realisation that an employee’s reaction to workplace stimuli may be closely related to his own personality characteristics, are making organisation assess employees beyond their education, experience and intelligence. In fact, these assessments are also being used to initiate behavioural changes in employees to build team rapport and improve relationships at the workplace.

DiSC Profiles are a safe bet for organisations to assess each employee in terms of their behavioural strengths and associated challenges. Putting the learning that they get from DiSC profiles to the right use can help businesses increase team cohesion and encourage employees to customise their behaviour to workplace situations.

DiSC helps an individual understand what he can do best in terms of his strengths, sensitises them of the implications of their over- use and teaches them how to use them moderately to extract the best out of them. DiSC profile focuses on interpersonal behaviour, and helps an individual understand how others may be viewing his behaviour in situations where they interact. This helps the individual to plan his responses to conflict and other controversial situation at the workplace.

What would determine a manager’s performance as an individual is how well he is able to understand the people he regularly synergises with. A manager who is able to realise and appreciate the fact that each person in his team is diverse in terms of their skills, concerns and motivations will be successful in deriving the best out of them. The biggest mistake that most managers make is that they overlook the needs of their people , with the result that each employee spends most of their useful time at work trying to moderate their behaviour with that of the team , getting frustrated . If a manager can tune his style to that of the team, thus exemplifying the same for his team engagement would never be a concern.

If you ask an indiviudla what they consider as biggest barriers to performance most of them would quote their fears and insecurities as the reason for non- is where assessments like DiSC help. DiSC support an individual to understand his deepest apprehensions and the gaps within themselves that they need to bridge in order to overcome the same. This could be a basic building block to better performance. From a managerial perspective , when an employee is made to identify his problem areas objectively, he /she may feel comfortable addressing them and feedback on the same will no longer be viewed as criticism but just as an incentive to being better people.

A lot of problems at workplace can be minimised if employees realise that even behaviour can be customised contextually. This could be the starting point for enhancing engagement.

Sonia Kapur

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