Using DiSC® & DiSC Role Behavior Analysis™ to Improve Performance

Frequently HR practitioners are asked to provide training and development interventions for improving performance and, naturally, DiSC® is seen as an essential part of the performance improvement process. However, the DiSC Role Behavior Analysis™ may be the necessary and often missing component in meeting selection, training and development needs. As a result, by using DiSC exclusively, HR practitioners may be using the wrong tool for the task and get a result similar to using a hammer when they should use a wrench.

In order to clarify when to use which assessment tool, it is necessary to revisit the intention and philosophy behind training and development interventions. In training we are not trying to change people, we are trying to change behavior.

DiSC focuses on how a person sees him or herself as a person. The DiSC Role Behavior Analysis focuses on what behavior a role requires regardless of the person in the role. When we are talking about changing behavior we are not talking about changing who the person is, which is described in the DiSC Profile, but how the person behaves in a specific role for which the expectations have been defined in the DiSC Role Behavior Analysis.

The success of the training and development intervention is not measured then by changes in the DiSC Profile but by observing changes in the person's ability to produce the behaviors required by the role. Therefore, using DiSC as a pre- and post-training "test" is inappropriate because we should not try to change who the person is but how the person behaves.

Changes in DiSC scores and graphs would tell us about changes the person has made in how they see themselves as a person rather than changes in behavior required by the role. Or, the changes may simply tell us that we have taught the person that they need to give us different answers while completing the DiSC profile because the first set of answers was unacceptable.

In addition to the practical aspects of using the right tool for the right task to get the right results, there is also an ethical and philosophical issue involved. If we attempt to change who someone is we are violating the integrity of the person because we have implied that they are not okay as they are and need to be changed as a person to be acceptable.

Communicating that someone is not okay as a person and needs to be changed (fixed) has a significant negative effect on self-esteem and does not demonstrate a respect for differences. However, if our approach is to provide clarification of the behaviors required for a role and the performance coaching necessary to develop those behaviors, we validate the dignity and integrity of who the person is as a unique individual. We not only improve performance, but create a climate of respect and empowerment, which will result in sustainable performance improvement.

Buy DiSC & The DiSC Role Behavior Analysis

Order DiSC and the DiSC Role Behavor Analysis below or call 800.278.1292.

	DiSC Expanded Personalized DiSC Profile - 15-Page Narrative DiSC Report - 10 Min. to take Online DiSC Assessment - Instantly Download Your DiSC Report - Quantity Pricing with EPIC Account
	DiSC Role Behavior Analysis - 6-Page DiSC Report - Clarify and define "how" a job needs to be done - 10 Min. to take Online DiSC Assessment - Instantly Download Your DiSC Report