HR & Personal Development

DISC personality analysis

DISC is a personality analysis that show you a person’s behavior within various surroundings. It's applicable for many uses, such as recruitment and management and employee development. The analysis provides you with a practically oriented action plan for development of persons and groups. There are many DISC personality analysis and the quality variates, which is why it is important to choose your DISC personality analysis carefully. Here we offer a qualified suggestion.

A Thomas Person Profile Analysis (PPA) gives an exact view of the employee's preferred style of working, which offers you far greater certainty when recruiting, because you are then able to identify where to train and develop and also understand how to boost morale and thus hold on to your staff. The personality analysis is focused on behavior and the answers contain information on where the person is placed within these four areas:

D – Dominance: People with a high "D" shows dominant behavior, because they see challenges or problems that needs to be solved. They view themselves as more important and stronger than their surroundings. People with dominant behavior will try to control other people and they focus on changing their surroundings to their own advantage in order to get their desired results.

I – Influence: People with high "I" tries to influence others in order to make them have the same perception and opinion as themselves. They attempt to affect others by persuading, because they know that they can.

S – Steadiness: People with a lot of "S" are likely to oppose change. They believe that things are fine the way they are and that they ought to stay that way. Changes are only permitted in a foreseeable manner and only if they can improve the situation. They focus on solving assignments in teams within familiar circumstances.

C – Compliance: People high in "Compliance" are highly conscientious and try to analyze carefully and then work on achieving better results. They are disciplined, systematic and precise. 

Exact answers

A DISC analysis can give exact answers on which strengths and limits a person has, how the person communicates and if they are independent and driven, and what motivates that person.

It also provides an insight in what kind of behavior the person shows in on the job, and it gives systematic help when trying to answer questions such as:

  • What are the person’s strengths?
  • Are this person's particular competences of value to us?
  • What are his or her limitations, and how do they effect the person’s ability to function well on the job?
  • Does the person have flair for working in technical environments where quality and standards are in focus?
  • Is the person motivated by results?
  • Can he or she person work well with other people?
  • Will this person be able to function efficiently in a specialized role or for instance in a service/support role?

Use of DISC

Recruitment: DISC is suitable for recruitment of employees, because it focusses on behavior.  It is for example, possible to find out, if a coworker wants to control others or if it is a coworker that is opposed to change. Information that is very usefull in a hiring situation.

Coworker development: DISC offers the ability to measure for instance whether a coworker has become more focused on controlling others, since the last DISC was conducted. The coworker is able to receive good advice on which personality features that should be developed according to the specific job.

Putting together and analyzing groups: DISC can be used when you need to put together dynamic teams based on the personality of the team members.

Leadership quality and counselling: Help management spend less time managing coworkers with bad achievements and more time managing the best by focusing on the coworkers’ work on the behavioral aspects that create most success.

Other areas where you can apply DISC

Carrier counselling. Communication and teamwork. Sales training and customer care. Shared language / organizational culture. Recruiting, selecting and retaining both externally and internally. Benchmarking, setting up quality standards. Relocation / reorganization / restructuring.