Organizational assessments foster team building by helping team members incorporate behavioral attributes that bring about high productivity. It also helps in the early diagnosis of personality and adjustment problems, thus avoiding problems that affect the team’s collective performance.

DISC Profile and Team Building

DISC profile, one of the most prominent tools for organizational assessments, has been specially designed to build a cohesive team in a multicultural environment. These tools help gain insight into an employee’s deviant personality attributes that can possibly trigger a conflict. Timely identification of these attributes can lead to the development of strategic team building programs that are focused on enhancing team members’ ability to adjust with one another.

Benefits of Organizational Assessments

Regular organizational assessments help eliminate ethnic, cultural and behavioral tensions that erupt during work. Also, communication barriers that commonly crop up in a multi-ethnic work culture are reduced. In the book “Organizational Assessment,” eminent clinical psychologists, Dr. Rolf E. Rogers and Dr. Jane Y. Fong emphasize that planned team building efforts alleviate conflicts related to inter-group morality, participation, organizational performance and diversity.

To reinforce inter-group ties, organizational assessments must be implemented on a continuous basis. Your Ultimate Success (YUS) has assisted organizations in implementing a battery of DISC profiles and other assessment tools focused on cohesive team building.

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People at work behave differently, which is why behavioral assessments are vital. They have gained greater importance because businesses realize that it is employees who represent an organization’s competitive edge, competence and capability.

Some easy ways to motivate different high potential employees are:
• Identify the potential of each employee
• Provide opportunities to exploit the potential
• Formulate a plan of action to set clear expectations
• Encourage new behaviors from each employee to master new skills
• Coach, critique and mentor the performance
• Measure the results using a game format or an easy scorecard
• Establish the link between behavior and the ability to meet set goals.

DISC Assessment and Motivation
DISC assessment reports an employee’s style of behavior, covering its inherent strengths and shortcomings. Some profiles show a combination of factors. This leads to complex interpretations.

In 1968, Frederick Herzeberg’s article titled, “One More Time, How Do You Motivate Employees” was published in Harvard Business Review. It stated:

• Motivate employees by enriching their jobs but it works only for some employees.
• Challenge them intellectually to augment their psychological satisfaction from their work. Not all employees will appreciate intellectual stimulation.
• For individuals who seek out situations where they know they will excel, job enrichment can be a threatening concept.

Your Ultimate Success Inc is known for its variety of behavior assessment services to enable high potential employees to master the skills that are required to excel at work and meet their goals.

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Several companies aiming at the enhancement of their corporate culture have leveraged organizational assessments. ‘Culture’ connotes behavior and values that tie several individual’s in a coherent group. Similarly, organizational culture comprises of behavioral elements keeping the employees united. Like other forms of culture, it evolves and develops as the team struggles to understand and adjust to their work culture (Trice and Beyer, 1993).

Periodic organizational assessments infuse positive elements in the corporate culture and also reinforce them. It simultaneously eradicates cultural chasm rising at both the individual and group level. The development of an effective work culture is usually achieved by implementing effective organizational assessment tools, such as creating a DISC profile. It is best suited for analysing and improving the building blocks of any corporate culture. By deploying DISC profiles, one can also identify the conflicting aspects of corporate culture and undertake remedial measures to eliminate them.

Organizational Assessments and Corporate Culture
The concept of an individual’s corporate character was first introduced by Wilkins in 1989. His studied highlighted this novel concept as a combination of ‘shared vision,’ ‘motivational faith’ and ‘distinctive skills.’ He further stated that to develop an employee’s corporate character, organizations must deploy programs dealing with each component individually. That’s precisely what organizational assessments are intended to achieve.

Regular organizational assessments sensitize employees towards a collective value system, beliefs and corporate culture. It also orients the new recruits towards established ways of coping with other members. In due course of time, issues related to the lack of motivation, commitment and job dissatisfaction are also reduced. Your Ultimate Success (YUS) has wide experience in assisting organizations in developing a positive corporate culture. It also helps in hiring employees whose values are aligned with an organization’s culture.

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Organizational assessments focused on the reinforcement of company culture boosts the social and political environment in which employees work. It also helps the key decision makers to identify the productive norms to be promoted. In due course, these norms are integrated in the workplace decisions and standard business policies.

Organizational Assessments and Work Culture
Organizational assessments also play a crucial role in improving a firm’s work culture. Behavioral assessments reinforce productive patterns prevalent in:
• Interpersonal behavior
• Attitudes and assumptions existing at the individual and group level
• Decision making at all levels of the organization

Moreover periodic behavioral assessments help in maintaining high levels of openness, transparency and honesty, essential for increasing the growth momentum.

Case Study of Intel Corporation
Several successful organizations, such as Intel, have been laying emphasis on including honesty and openness in their corporate culture. Even as early as the 1970s and 1980s, heated conversations could be heard in Intel’s conference room. At meetings, Intel employees would passionately express their viewpoints in order to encourage high-quality product development. Any friction arising between people attending the meetings were immediately resolved. The culture of absolute honesty continues to be a critical part of Intel’s work culture. Intel employees undergo formal training to learn the art of confronting another in a positive and straightforward manner.

Your Ultimate Success (YUS) has expertise in conducting strategic organizational assessments, which help companies reinforce culture and values.

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Powerful tools such as organizational assessments and behaviour assessment bring forth a variety of advantages.

Some of these advantages are:
• Enables an organization to understand its strengths
• Brings greater awareness about its challenges and growth areas
• Smarter decisions can be made to create a successful organizational change
• Becomes easier to solve problems by initiating corrective changes

Behavioral Assessments Reveal Top Performers
Believing that ‘every thing is all right’ sounds like a good excuse but a key factor to success is to implement behavioral assessment. It reveals exactly who the real performers are and what can be done to motivate the slow performers.

The SITE Foundation had sponsored a survey in 2002 known as Motivation for Excellence, which indicated that 85% of employees believed that motivation impacts their quality of work.

To boost a company’s overall performance, it is vital to usher in changes so as to:
• Differentiate the top performers from the low performers.
• Discover the talents and hidden abilities of both types of performers
• Identify and develop employees who have the potential to grow
• Link employee performance to the value that it is added
• Evolve a culture of personal commitment and accountability
• Foster high levels of creative and professional satisfaction among employees

Navigating changes smoothly requires expertise in identifying the strengths and weaknesses of employees in an organization. Identifying top performers is easy but growing the slow performers requires considerable focus and attention to detail. At Your Ultimate Success Inc, successful changes are continuously formulated to align human resources more effectively and find ways to maximize their productivity.

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Organizational assessments are a must-have for any organization that expects commitment from its employees. Salary and benefits are important to employees but sincerity and commitment is what really counts in the context of employee engagement.

Lynn Taylor’s recent study about employees reveals that an average employee worries for about three hours per day about the fate of their job. In big organizations, convert that to a month or a year and think of how many unproductive hours that will amount to.

Typically, employee engagement involves the following:
• Commitment to the organization that goes beyond salary or job satisfaction
• The desire to contribute to the organization’s overall success
• Becoming the company’s ambassador to friends, customers, and co workers.
• A psychological attachment between the employee and the employers.

Through organizational assessments, it becomes possible to:
• Motivate and engage employees
• Build trust between the employers and employees
• Measure the attitude of an employee to the organization
• Incorporate relevant feedback from employees

How DISC Assessments Fortify Employee Commitment
To delve into the inherent strengths and weaknesses of employees, DISC assessment is a structured profiling tool. The information an organization receives from such assessments helps in:
• identifying the problem areas
• formulating a plan and taking action towards improvement.
• encouraging engaged employees to do better at work

This way, employees will be able to
• Formulate methods to increase their productivity
• Aim for higher levels of performance
• Feel more valued about their contribution to the organization
• Be more prepared to go the extra mile for the company’s success

Your Ultimate Success Inc. uses effective profiling tools to engage employees, make them feel more valued and strive for higher levels of performance to ensure the
company’s success.

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A DISC profile is widely used for identifying behavioral styles such as steadiness and compliance in prospective employees. Behavior assessment through a DISC profile is an effective method of grouping the personality styles.

DISC Profile to Identify Steadiness
The importance of steadiness in employees is widely chronicled in studies. In his book High Maintenance Employees, Katherine Graham Leviss has highlighted that individuals with falling in the steadiness category are methodical and focused.

People who belong to this segment of the DISC profile are team players and predictable. Their weakness is manifested in their resistance to change and sensitivity to criticism.

DISC Profile to Identify Compliance
People falling in the compliance category of the DISC profile are analytical, accurate and systematic. While working in a team, they are even-tempered and are inclined towards defining situations. Their weakness lies in their tendency towards needing clear-cut boundaries for relationships and actions.

Your Ultimate Success (YUS) has experience in effectively creating DISC profiles to identify steadiness and compliance in prospective employees.

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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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