WHAT KIND OF A LEADER ARE YOU?

 


Have you ever wondered how your actions reveal your leadership style?


  • A DiSC analysis can be useful.

  • A DiSC assessment is a behavior evaluation tool designed to assist individuals in understanding their leadership styles and enhancing teamwork at work.

  • A post-DiSC assessment report provides insights into your personality, grades you on many aspects, and offers strategies for greater effectiveness.

  • DiSC assessment can help your staff members become more self-aware, improve their customer service and sales abilities, and increase engagement.



How does a DiSC assessment work?


Individuals respond to a series of questions during a DiSC evaluation. They are given a primary personality type (D, I S, or C) and secondary personality traits based on their responses. The values you prioritize are also measured through a DiSC assessment. The findings describe your percentage of each style and what that means for how you deal with difficulties, interact with people, view life, and are seen by others.


Online tests are accessible for free, although organizations typically do more thorough DiSC exams. The evaluation report may contain the following information in addition to the fundamentals:


  • It delivers the results for each component for your staff, highlighting their strengths and limitations in both professional and personal spheres.

  • It recommends individualized approaches and ideas for improved effectiveness with coworkers, with different outcomes.

  • It encapsulates the core principles of your employees for your business.

  • It identifies the opposing DiSC kinds and suggests approaches.


The employee, managers to whom they directly report, and maybe other people who work closely with the worker are often given access to the report.


Related Blog: Why Do You Need DISC Certification?


Finding your DiSC style


Which DiSC style most closely resembles your personality?


Dominance

A dominance (D) personality type seeks to influence their surroundings by getting the job done despite obstacles. They place a high emphasis on trust and prioritize profitability.


  • Characteristics: This employee tends to be direct, aggressive, obstinate, motivated, quick-witted, and self-assured.

  • Behaviors: They take on problems, see the big picture, and speak clearly.

  • Styles: They have commanding, unwavering, and innovative styles.

  • Improvement: They need to improve their tolerance, sensitivity, attention to detail, and capacity for thoughtful consideration.


Influence

A person with a dominant Influence I style seeks to influence people in order to change their environment. This person places a high priority on connections, friendliness, and openness.


  • Traits: A person with an I style is typically vivacious, upbeat, persuading, friendly, and trustworthy.

  • Behaviors: They enjoy working in teams, detest being ignored, and worry about losing their influence or being criticized.

  • Style: Their leadership is energizing, trailblazing, and affirming.

  • Improvement: They should improve their follow-through, their candor and directness in their communication, and the thoroughness of their fact-finding.


Steadiness

A person with a Steadiness (S) style seeks to complete tasks with others in the current environment. They value honesty, reliability, and cooperation.


  • Characteristics: An S-style personality is typically composed, considerate, deliberate, consistent, and accommodating.

  • Behaviors: Their activities are supportive; they dislike being hurried and tend to resist change.

  • Styles: They lead with an affirming, humble, and inclusive attitude.

  • Improvement: They need to focus on multitasking, adjusting to change, and interacting with others.


Conscientiousness

Conscientiousness (C)-style workers prefer to work diligently within the constraints of the situation to ensure correctness and quality. This person values knowledge, skill, and logical argumentation.


  • Traits: Employees who operate in the C style are typically autonomous, analytical, cautious, systematic, diplomatic, and tactful.

  • Behaviors: They uphold consistency, crave specifics, question presumptions, and worry about being criticized and incorrect.

  • Styles: They lead with intention, humility, and resolve.

  • Improvement: They should improve their delegation, compromise, and decision-making skills.



Benefits of providing a DiSC assessment to your employees


DiSC evaluations have a lot of advantages for both your business and the people who work for you. Some of the most significant advantages are as follows:


  • Self-awareness is increased. You can improve how you handle conflict, stress, and tasks by becoming aware of your strengths and weaknesses. Your personal and professional relationships can benefit from this self-awareness.

  • It improves collaboration. Self-awareness can improve teamwork since it improves communication and lessens conflict. Furthermore, test findings help managers assign assignments for optimal success. For instance, if a team has a strong D, that individual might be a good choice to oversee the group's overall activities, while a strong I could be chosen to deliver the presentation. Employees should not, however, be pigeonholed using a DiSC exam because everyone has a unique blend of personality traits.

  • It improves customer service and sales abilities. It is simpler for an employee to recognise these characteristics in clients after taking the DiSC assessment and becoming familiar with all the personality types. By modifying their presentations to appeal to different personalities, the employee can increase sales. Having a better understanding of your customers' needs might enhance your customer service.

  • You can manage more successfully as a result. For managers, understanding how people see and engage with the world is invaluable. They can use this information to inspire employees, delegate work, form teams, and communicate departmental needs. Knowing the DiSC profiles of those engaged in a workplace conflict can assist managers ease tensions and improve working relationships.

  • Empathy is generated. It's simpler to be nonjudgmental when one can see things from another person's perspective. Each personality attribute has a place and function in the organization; no one trait is superior to any other.

  • Employee engagement is raised. Employees feel more empowered and respected when assigned jobs that play to their own behavioral talents. This is an effective employee engagement motivator that promotes increased productivity, elevated feelings of well-being, and lower staff turnover.




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