Management Training
Pyschometric Profiling
A little history about Psychometric Profiling
The initial DISC model comes from Dr William Marston, a physiological psychologist, in a book entitled Emotions of Normal People, published in 1928. He did not create an instrument from his theory, but Thomas International have.
Karen is a qualified DISC assessor of the personality profile analysis.
DiSC is a personal assessment tool used to improve work productivity, teamwork and communication. It is non-judgmental and helps people discuss their behavioural differences.
If you participate in a DiSC programme, you’ll be asked to complete a series of questions that produce a detailed report about your personality and behavior. This takes only 8 minutes to complete on-line and is scarily accurate!
The DiSC Psychometric Profiling model provides a common language that people can use to better understand themselves and to adapt their behaviours with others. This can be within a work team, a sales relationship, a leadership position, or other relationships.
DiSC profiles help you and your team:
- Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems.
- Facilitate better teamwork and minimise team conflict.
- Develop stronger sales skills by identifying and responding to customer styles
- Manage more effectively by understanding the dispositions and priorities of employees and team members.
- Become more self-knowledgeable, well-rounded and effective leaders.
What do the letters in DiSC stand for and mean?
How is DiSC Psychometric Profiling used?
- Build productive teams.
- Develop effective managers, supervisors, leaders.
- Train a powerful sales force
- Improve customer service
- Help with change and conflict management
- Assist in hiring, recruiting, placement, promotion, outsourcing.
- Enhance the counselling or coaching experience
