Personality Profiling Based On

Personality Profiling Based On

Personality Profiling based on
the DISC System

The DISC profile analysis is based on the work of Dr. William Moulton Marston dating back to 1928. As a result of many years of additional research and application there are now several powerful management tools which have built an enviable reputation for thoroughness and accuracy and are used successfully around the world. The information gathered from these tools is being used to improve hiring in all fields and to facilitate teambuilding in organizations worldwide.

TG & Associates has been using the DISC system to build focused and cohesive teams, to improve coaching and management skills, and to reduce turnover in companies of all sizes. Debra Thompson, President of TG & Associates, is a certified and trained analyst who can provide additional insights about the individual in relation to your particular needs. This nondiscriminatory system has been validated and its accuracy has been demonstrated conclusively over the years. When correctly applied, these tools are compliant with the Human Rights Act. At TG & Associates, the primary applications involve the Proception2 Assessment and the Human Job Analysis.

Proception2 Assessment

The Proception2 Assessment identifies the behavioral characteristics within a person. It is based on a simple questionnaire that measures an individual's personal communication style and techniques, leadership qualities, self-image, dependability, competitiveness, attitude and response to stress. Validation studies have determined the Proception2 Assessment is accurate over 97% of the time when properly administered. The Proception2 Assessment has been demonstrated to be an effective tool for selecting the right individual as well as for coaching, motivation and communication. It provides results that are measurable in terms of reduced turnover, increased motivation and productivity, better customer service, and more cohesive teams.

The Proception2 Assessment is not a clinical instrument and there is no right or wrong answer in a personal profile. It is used by organizations together with other instruments and data in order to make more informed decisions regarding the compatibility of individuals with particular job functions.

The system addresses "soft skill" competencies, which are hardest to assess objectively and accurately. The Proception2 Assessment identifies the personality traits and preferences, that characterize a person's actions and reactions, and identifies each individual's own special talents. Each personality has its own points of reference, its own value and behavior patterns. These are defined in terms of four main characteristics:

  • Dominance
  • Influence
  • Steadiness
  • Compliance

The use of these characteristics in a personal evaluation is referred to as the DISC system. Individuals possess these characteristics in different values. Usually one of the characteristics is more dominant than the others shown. This is then referred to as the High Characteristic, e.g. High C. The following information expands on each element of the DISC system. These comments apply when the characteristic shown is the high or dominant characteristic.

Dominance:

  • High D individuals are: drivers, competitive, forceful, inquisitive, direct,
    self-starting, assertive
  • Focus: power and results-oriented
  • Communication style: tell
  • Managerial style: authoritarian
  • Motivators: tangible goals
  • Fears: failure
  • Question: what?
  • Engages by: force of character

Influence:

  • High I individuals are: influential, friendly, persuasive, communicative, positive
  • Focus: people-oriented
  • Communication style: sell
  • Managerial style: democratic
  • Motivators: recognition, social inclusion
  • Fears: rejection
  • Question: who?
  • Engages by: personality

Steadiness:

  • High S individuals are: dependable, deliberate, good listeners, amiable, kind, persistent
  • Focus: pace & service-oriented
  • Communication style: listen
  • Managerial style: procedural
  • Motivators: job contract & group inclusion
  • Fears: insecurity
  • Question: why?
  • Engages by: experience

Compliance:

  • High C individuals are: diplomatic, careful, compliant, precise, logical, perfectionist, systematic, accurate
  • Focus: policy and alert to quality
  • Communication style: write
  • Managerial style: knowledge based
  • Motivators: job specification & rules
  • Fears: conflict
  • Question: how?
  • Engages by: know-how; knowledge

As previously stated, individuals will embody the DISC characteristics in varying combinations and degrees. It is this variety that defines the full personality of the individual.

Uses of the Proception2 Assessment

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