DISC
The
DISC is a self-report instrument designed to assist adults
in identifying their behavioral styles and how they may
use that knowledge to more successfully communicate in
the workplace with colleagues on a daily basis. This tool
has been effectively used for more than 20 years.
The DISC
• Creates a motivational environment most conducive
to productivity and success
• Helps co-workers develop an appreciation of different
work behavioral styles
• Minimizes conflicts and power struggles among employees
The Personal Profile System helps to:
• Understand our work behavioral tendencies and develop
a beginning understanding of how these styles may affect
others
•Understand how to enhance our effectiveness in accomplishing
tasks by improving our relationships with others
•Develop strategies for working together to increase
productivity
Organizations learn to effectively work together with
all styles when there is mutual respect, mutual trust,
and a willingness to adapt.
MYERS-BRIGGS
TYPE INDICATOR
The
Myers-Briggs Type Indicator is primarily concerned with
the differences in people that result from where they
like to focus their attention, the way they take in information,
the way they make decisions and the kind of lifestyle
they adopt. Based on these differences, people often find
it difficult to understand each other.
Understanding co-workers' types will help people recognize
and appreciate the unique gifts of themselves and others.
It helps people choose a career, deal with the people
and problems in life and understand work habits.
Success in any organization demands a variety of types.
Opposite types complement each other in any team endeavor.
The MBTI provides insight and awareness into creating
the most effective, productive and successful teams.
16
PERSONALITY FACTOR QUESTIONNAIRE
The 16PF Personal Career Development Profile assesses
personality characteristics as they relate to performance
and success. Generated from one of the world's most widely
used personality assessment instruments, Raymond Cattell's
16 PF is an ideal report for a wide variety of uses. The
profile is consistently effective when dealing with issues
of personnel placement and promotion, job training, career
planning and outplacement.
The profile provides insight into employees' personality
and strengths as they relate to his or her personal and
career development. Profiles are organized into six sections
dealing with an individual's approach to problem-solving,
reaction to stress, interpersonal skills, work-setting
preferences, career activity themes, and personal development
considerations.
We
need to learn more about what motivates us, what triggers
certain behaviors and how we interact with others. The
next step is to understand the behavior of others to successfully
adapt to the differences among co-workers.
STRONG
INTEREST INVENTORY
This inventory is based on the premise that employees
will be satisfied with their work if their interests are
congruent with the interests of people employed in a particular
profession.
Dr. John Holland developed a theory that personality types
can be divided into six general orientations, or General
Occupational Themes, based on an individual's interests.
Similarly, jobs can be classified by these six orientations
by looking at the interests of people who are employed
in them. The themes are:
•
Realistic
• Investigative
• Artistic
• Social
• Enterprising
• Conventional
Most people require 25-35 minutes to complete the inventory.
The Strong is effective for employee selection or reassignment,
and provides a structure for exploring work-related interests.
THE
360
Like
a compass, the 360 obtains feedback from many directions.
It tells employees how they are perceived by their peers,
managers, and subordinates.
The
360 provides precise, credible information about employee
strengths, as well as those areas which may need further
development. Feedback reports show where improvement
is needed most, and allows training and development
activities to place emphasis on those areas. Common
applications for the 360 include:
•
Executive coaching
• Team leader development
• Team member development
• Instructor development
• Administrative staff development
• Competency development
• Skills assessment
• Performance management
The
360 highlights the inevitable gaps between an executive's
self-perception and the perceptions of others, called
blind spots. The 360 compares these perceptions to close
the gaps. Skilled interpretation of the instrument allows
executives to accept this important feedback from others.
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