The role of leadership is extremely important in defining organizational growth. A DISC profile plays a crucial role in identifying potential leaders. Leadership is considered as a personality trait – a skill to show the way – at any level of the hierarchy.

DISC Profile and the Importance of Identifying Potential Leaders
A report published by the Review of General Psychology says that the performance of any organization depends on the attitudes of the team. The team’s performance depends on the leadership style, which in turn is dependent on the personality of the leader.

Particular styles and personality traits of present and future leaders can be identified using a DISC profile. Leadership is considered to be multi-dimensional, involving the interchanging of roles. With the help of a DISC profile, organizations can nurture people with high D’s as leaders. A high D denotes the characteristic of Dominance, relating to control, assertiveness and power.

Your Ultimate Success (YUS) can help you identify potential leaders through organizational assessments.

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Companies face the inevitable problem of attrition if the hiring is not done properly. By using DISC assessment such problems can be prevented. An organization can hire the right candidate every time by understanding his/her psychology and personal behavior through a DISC profile.

Matching the candidate’s skills and qualifications with the required job is an important determining factor during the hiring process. However, this is not sufficient, since the candidate may leave the organization soon after employment if his behavioral style is not matched with the organizational culture. According to leading business magazine Harvard Business Review, 80% of employee turnover can be attributed to mistakes during the hiring process.

Using DISC Profile during Pre-Employment Testing
For determining the personality traits of the candidates, DISC assessment should be used during the pre-employment testing. DISC assessment involves a series of questions which are asked to the employees. Based on the answers, the candidate could be categorized in one of the four quadrant of DISC.

Normally, candidates do research on the prospective employer company and wear a mask during the interview. DISC profile effectively removes that mask and brings forth the real personality of the candidates.

For matching the candidates with the desired skills and work culture of the organization, DISC assessment is a useful model. Your Ultimate Success (YUS) has helped many hiring managers in knowing the real personality of the candidate during the interview and ensuring the right hire every time.

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A DISC profile can be used to improve communication skills with amazing results. By categorizing people in four behavioral dimensions, a DISC profile helps in applying the most appropriate method to align communication styles.

The importance of communication skills has been emphasized in the biannual survey of the Association of Graduate Recruiters. The report says that job seeking candidates are mostly lacking in soft skills such as verbal ability and communication skills. These problems can be resolved with the help of a DISC profile.

Tips on Improving Communication Skills with a DISC Profile
By categorizing people in four behavioral dimensions including Dominance, Influence, Steadiness and Compliance, a DISC profile offers the solutions to communication problems:
• High D’s: They are talkative, bossy and authoritative. They usually speak very fast. They can learn listening skills and ask more questions.
• High I’s: They use stories and anecdotes in their speeches and sometimes exaggerate. They can improve by controlling time in their speech.
• High S’s: They listen more and do little talking. They are patient, tolerant and are normally embarrassed by recognition. They can improve their communication skills by learning to adjust with self-affirmation.
• High C’s: They have slow speech and do not react much during communication. They are precise while talking. By learning to accept other’s ideas and participating in groups they can improve their communication.

Your Ultimate Success (YUS) has helped several managers to smooth out communication channels using a DISC profile.

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DISC assessment provides an effective method of judging the behavior of prospective employees. It is a behavior assessment model that offers profiling techniques of determining a person’s traits that has implications on his/her professional life. DISC assessment covers four areas of a person’s behavior – Dominance, Influence, Steadiness and Compliance.

According to a Michigan State University study, traditional hiring techniques (including resume reviews, interviews and reference checks) result in only a 14% likelihood of successful hiring. With the help of DISC assessment, an employer finds out if the person that is being hired has a motivating or de-motivating personality. A person’s strengths and weaknesses could be easily found out with the help of this method.

DISC Assessment: How it Works
DISC assessment is carried out in the form of an online questionnaire. Based on a person’s responses, a report is generated. The main focus of this behavior assessment is to determine the preferences of the person. By matching such reports with the required role in the organization, employers can find out the person’s suitability for the job. In this way, behavior assessment contributes to the hiring process by identifying the candidate who best suits a particular job.

Due to a host of benefits provided by this method, DISC assessment is used very commonly by HR professionals for effective hiring. Your Ultimate Success (YUS) has expertise and experience in DISC assessment and has assisted companies in successful hires.

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DISC assessment is an effective tool to improve the organizational environment. Organizational assessments help companies in determining the personal and professional behavior of prospective and current employees. The key parameters of DISC assessment include dominance, influence, steadiness and compliance. These traits of an employee are profiled with the help of a questionnaire.

Once the behavioral strengths and weaknesses of employees are understood, this insight is used for reducing conflict and enhancing cooperation. The development of such an organizational environment helps in increasing employee performance.

Role of DISC Assessment
According to a study published by the American Psychological Association (Washington) in the Journal of Applied Psychology, job involvement and work environment are interrelated. Therefore, a cooperative organizational environment would ensure higher employee productivity. DISC assessment lays the foundation for effectively dealing with conflict.

Still another benefit of organizational assessments is that they impart a community feeling. Once employees feel like a team, they are more committed to the work and the organization.

With the help of DISC assessment, Your Ultimate Success (YUS) has helped several organizations in developing strategies to deal with conflict and to inculcate a cooperative environment.

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DISC assessment is an effective tool for identifying the right match for a given job profile. DISC is a model for behavioral assessment that tests four important behavioral attributes of a prospective employee. These include Dominance, Influence, Steadiness and Compliance. These personal attributes are judged by testing the candidate’s preferences with the help of a questionnaire.

DISC Assessment: Growing Importance
The need for a continuous supply of high potential human resources has introduced new trends in hiring. According to a survey conducted by Career Builder, more and more employers are now looking outside their own industry for hiring. The survey showed that 78% of the companies were willing to hire employees from industries other than their own. It is, thus, not the technical or vocational skills that are of utmost importance. Equally important are the behavioral attributes, which can be judged through DISC assessment.

DISC Assessment: Identifying Employees for Different Roles
DISC assessment plays an important role in identifying the right employees. For instance, if the DISC assessment for a particular employee results in a high D attribute, s/he would be suitable for a managerial position. Similarly, a person with a high I score would suit a sales position.

Your Ultimate Success (YUS) has helped diverse companies in their hiring endeavors by using DISC assessment.

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DISC assessment is an essential tool for boosting the performance of employees. It also equips employees to perform against an adverse economic backdrop. During the 2008 global meltdown, behavioral assessments helped organizations create an improved work environment.

Companies are increasingly feeling the need to bring significant changes in their systems and processes. With the help of DISC assessment, employees can be trained to quickly adapt to such changes.

DISC Assessment and High-Involvement Work Practices
Recent trends have companies switching from “free-agent work practices” to “high-involvement work practices.” According to a study published in the Academy of Management Journal, there is a high level of association between high-involvement work practices and employee productivity. High-involvement work practices depend heavily on the proper understanding of employee behavior patterns and their emotional strengths and weaknesses.

It is in this regard that DISC assessment plays an important role in the growth of organizations. DISC profiling helps in determining such personality factors that can improve an employee’s performance. It familiarizes employees with their own styles and preferences.

In this way, employees not only continue to grow in the company, but also sustain their growth during the time of adversity. Your Ultimate Success (YUS) has taught many organizations effective ways of sustaining growth in difficult situations with the help of DISC assessment.

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The key to success in the world of smart businesses is the ability to ask for professional expertise at the right time. Behavioral assessments fulfil every organization’s need to plug the gaps with expertise so that smart decisions can be made.

Adecco’s American Workplace Insights Survey 2009 delves into suggestions made on career choices to American college graduates. They include:
• 71% of former college graduates advised the next batch to choose a career they like rather than because of its earning potential.
• Only 13% advise students to choose a career based on the salary.

Clearly, ‘liking a job’ is related to an individual’s thinking, values and vision more than anything else.

DISC Profile: Factors to Consider
A DISC profile serves as a scientifically valid psychometric profiling tool that enables organizations to eliminate guesswork and uncertainty. Factors to consider are detailed below.

Job Fit: Every team and its members need to fit well with the job.
This involves:
• core competence and capability to do the job well
• conduct a proper match of their skillsets
• plan for learning new skills and implementing them to the needs of the job

Interpersonal Awareness: This involves finding how employees can ‘flex’ their:
• skills
• behaviors
• strengths to work with the rest of the team

Job Clarity: This involves:
• Knowing what the job role entails
• Imbibing the organization’s vision and goals
• Clarifying the tasks periodically

At Your Ultimate Success Inc, we enable organizations and their teams to focus and do better to trigger excellent results. Effective profiling tools, such as behavioral assessments and DISC profile results, indicate how well teams really ‘tick,’ and how efficiently resources can be used to deliver successful results.

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Behavioral assessments play a critical role in ensuring high employee performance. A study published in Human Resource Management (Vol. 34) establishes that the perceptions of employees regarding job satisfaction, commitment, teamwork, stress and communication significantly predicts their performance. Such perceptions can be easily determined with the help of behavioral assessments.

Benefits of Behavioral Assessments
As a means of determining psychological strengths and weaknesses of an employee, behavioral assessments provide the following benefits:
• Team Building: Behavioral assessments help in team building by making each member aware of his/her own styles and the behavioral patterns of his/her team members.
• Finding the Right Fit for a Job: By determining behavioral traits, a candidate’s alignment to the organizational culture and performance in a particular role can be predicted.
• Creating a Supportive Work Environment: Better awareness of each other’s personal styles creates a supportive work environment based on mutual trust.
• Motivating Employees: Behavioral assessments provide useful data on how to motivate each employee. By knowing what motivates a particular employee, a company can retain and grow him/her.

Behavioral assessment tools are being increasingly used by Fortune 500 companies. Your Ultimate Success (YUS) has successfully helped several companies in boosting their employee performance by using behavioral assessments.

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