At Sparkle we don’t just profile people we teach through kinesthetic learning. That means, every aspect of our Personality Profiling is tailored to your team. Additionally, all the teachings are delivered through activity high, knowledge rich, light-hearted workshops.

It’s a formula for success. That is, a happy workplace equals increased productivity. Fundamentally, how you build relationships will have a massive influence on how happy, effective and productive your people are! And consequently, the most effective of communication is through understanding! Also, add to that understanding behaviour, and you have a very powerful tool in your armour.

 

Key Benefits of DISC Profiling and Training for Your Leaders and your Teams

 

Build Trust

Trust is the most valuable resource that a leader has. And there are many factors that will build or erode your trust. But leaders that recognise and responds to others’ preferred method of communication and approach to work will be in a much better position. That is, to be able to gain the cooperation and commitment of those around you.

 

Better Communication

Understand the best ways to communicate with each team member. But also, find out what the worst methods of communication are. That is, so you can avoid them.

 

Team Synergy

You and your team members will develop a better awareness of each other’s communication and work style. And your managers will as well. That is, by being able to predict other people’s natural responses to situations, you can learn to better adapt to each situation.

 

Self-Awareness

Help your leaders understand how their behavioural tendencies might be perceived by others in the team. And in particular, by those of the opposite style with Personality Profiling.

 

Assign Tasks

Personality Profiling allows you to understand which people are better behaviourally suited to certain types of tasks.

 

Prevent Conflict/Misunderstandings

The DISC model helps to reduce team conflict. That is, by providing a common language to discuss behavioural tendencies. And even more so, to those with opposite styles.

 

Team is Better with Customers/Selling

Customers buy from people they like and trust. That said, with a guiding awareness of their own tendencies and that of others, team members will be able to more effectively communicate. That is, to build rapport, and present information according to your customer’s unique buying style.

 

Hiring/Induction

The DISC profile can be used to highlight potential behavioural strengths. As well as possible challenges. That is, those that can then be addressed and targeted with questions in the interview stage. The DISC profile should ultimately validate or challenge the hiring manager’s impression of the candidate. Additionally, it can be used to determine if there is an apparent mismatch between the role and the candidate’s natural behaviour. Moreover, it is also a useful onboarding and induction tool. That is, so the manager and the rest of the team have a clearer picture about what they can expect from the new employee. As well as how they prefer to go about their work.

 

Coaching Tool

DISC Personality Profiling serves as a platform to have non-threatening conversations about your people’s behaviours. Particularly non-productive behaviours you may have on your team.

 

Feedback is Validated

Team members will more readily accept negative feedback from a computerised assessment about their behaviours. That is, more than they would if they were to hear the same feedback from their manager or another individual.

 

Improve Emotional Intelligence (EI)

The goal of DISC is to improve your people’s emotional intelligence. As well as doing so in an easy to understand manner. Because the DISC profile is very simple and practical, it is one of the best frameworks available. Especially, for fast-tracking EI. And particularly in the domains of Empathy and Social Skills.

 

Our profiling partner works with companies of all sizes across the world. And the DISC model can be used with everyone in an organisation, regardless of title or role. That is, to improve the quality of the workplace. DISC is the worlds’ most popular and validated personal assessment tool. Additionally, for over 40 years, organisations worldwide have embraced the language of DISC. And ultimately, have produced spectacular results.

Applying the knowledge of DISC in your workplace is straightforward. Moreover, its benefits include developing more effective managers and leaders. As well as building cohesive teams and improving your sales and customer service. Plus, it can also enhance your team’s communication and reduce conflict. To name just a few advantages.

Why Use DISC Personality Profiling?

DISC personality profiling gives you an understanding of how you are perceived by others. But it also gives you a language (or set of terms) to discuss your behaviour. And also a way to discuss your team’s communication, style of working and reactions.

DISC (Dominance, Influence, Steadiness, Compliance) is a complex model. But it is made simple by years of research and practice. Fundamentally, it identifies behavioural styles. That is, ones that can open your eyes to improving your interactions with others. DISC profiling is used by an estimated 75% of the Fortune 500. That is because of what it delivers. Also, it continues to be the most popular choice for professional development as well as recruitment and selection.

“DISC is the ultimate ‘mirror on the wall’ that explains what everyone else can see: the surface level of who you are – your behaviour.”

This type of objective personality profiling helps to determine jobs fit for candidates. It also provides tips and tricks for managers on their teams. Additionally, it serves as a great model for personal development. Especially in the area of sales, service, communication, and team building.

Choosing to test candidates and employees is something that most of the top companies throughout Australia, New Zealand and the world participate in. And it also helps us implement an assessment-based talent management strategy.

What is the DISC Personality Profiling Theory?

The theory behind the DISC profile was developed by William Moulton Marston to categorise behaviour and emotions. Years later, the theory was shaped into the assessment that is used today.

Simply stated, DISC profiling measures how we behave and communicate. One of the most powerful things about DISC profiling is the fact that people identify with the report almost immediately! People instantly recognise themselves in the profile. The real value comes from using this information to understand how to adapt to be more effective. “Simply stated, DISC measures how we behave and communicate!”

This model has four factors based on two intersecting axes. The vertical axis ranges from “task/goal” focused behaviours to “people/relationship” focused behaviours. The horizontal axis ranges from “reserved” (or “ask/listen”) behaviours to “outgoing” (or “tell/talk”) behaviours. With these two-intersecting axis, four quadrants emerge:

Dominance (D) – How we deal with problems and challenges
Influence (I) – How we deal with people and contacts
Steadiness (S) – How we deal with the pace and consistency of the environment
Compliance (C) – How we deal with procedures and constraints

“The most powerful thing about DISC is its simplicity.”

We all have some degree of each of the four behavioural styles (i.e. we are not just one type/style). Whether an individual measures “high” or “low” on the D, I, S or C spectrum, the behaviours are still visible and recognisable on the surface. Most people have two dominant styles; however any combination is possible.

Why DISC is NOT a Personality Test

The DISC profile only looks at a small component of personality. It only measures behaviour, that is, the four common ways that people tend to act and communicate, which has been validated by more than 50 years of research. Calling the DISC profile a ‘personality test’ can be misleading as there is a great deal to an individual’s personality beyond the scope of this system, and the term ‘test’ implies you will pass or fail, which is not the case with the DISC profile.

Also, we work in providing and workshopping TriMex profiles – as this covers not only behavior but EQ and Motivation also.

Half Day Workshop

Participants take the DISC assessment online before the workshop. They will receive their reports prior to the workshop from you (you will be sent them to print and bind prior to the day). During the workshop, participants will be invited to share their personality type with their team members and participate in a variety of interactive activities – this is where all the fun and learning is.

In this workshop, participants will:

• Gain an understanding of their personality type and their behaviours
• Learn about their natural strengths, work style and areas for development
• Gain an insight into the different personality types in their team
• Learn what motivates each personality type in the workplace
• Learn strategies to communicate and work together more effectively
• Develop an action plan to build stronger relationships with their colleagues.

Full Day Personality Profiling Workshop

In addition to the outcomes above, participants will also:

• Identify strengths and potential weaknesses for the team
• Discover the main causes of stress for each personality type
• Develop strategies to reduce stress in themselves and others
• Find out how to recognise different personality types based on behavioural clues
• Learn how to influence and persuade others more effectively based on their type
• Learn how to handle difficult conversations and minimise conflict.