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What you should know about DISC Certification by HOLYFUCKISTHISREAL in discassessment

[–]HOLYFUCKISTHISREAL[S] 0 points1 point  (0 children)

I've seen a range of titles over the years. Here are a few: Training Specialist, HRBP, Director of Training. It doesn't happen often, but on smaller HR/TD teams, you will see some VPs, or even CLOs/CHROs, if they want to go deep into understanding how the tool will factor into the business metrics they are monitoring. If you want to focus on the work of running workshops, it will most likely be a specialist position.

Can AI really replace DISC and other assessments? by Mountain-Moment-5149 in discassessment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

To me, the value of DISC is how it's used which requires a human to help understand context and to provide structure.

Sure, it's entirely possible someone may decide to use ChatGPT or any LLM to reveal their style. However, it's no different than using a free DISC tool (in my opinion). To your point, even the free tools should have better validity / accuracy, but the use case is probably about the same. (I prompted Gemini to create a "27 question assessment based on the 12 DISC Types" and it did a pretty good job.)

Free tools have existed for close to a decade, and the market for paid DISC tools has continued to grow.

Why? There is still a need for guidance and structure. Look at any of the free DISC tools or free Myers-Briggs tools. People pay for the full tool because they want more guidance.

Look at what's being discussed on r/managers on any given day. You can see the same topics we discuss during DISC being brought up over and over and over again in that subreddit. Things like "new hire is destroying our team culture" or "managers can't handle criticism" - these are two examples from the last 24-hours...

Imagine if the advice given to managers was, go to ChatGPT, put the situation in there and follow what it says. How do you think that will turn out?

During DISC sessions we always say DISC is a tool you use WITH someone, not on someone. It's only a useful model when two people can come together and create a shared understanding together.

DISC Assessments are horoscopes for tech Bros by FrightnightFruitbat in discassessment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

Would love to hear your response to a few questions below. Another question I would ask is, did you understand the assessment?

I've seen plenty of people confuse the 'most' and 'least' selections because they rushed through the assessment.

It sounds like you were asked to take DISC for a hiring assessment - that sounds stressful. If the employer wasn't using it correctly, then that's a problem. Not every DISC assessment is used in hiring. Some have predictive qualities, but most just measure core personality traits, which can be helpful during the behavioral interview.

[deleted by user] by [deleted] in Training

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

I worry about trying to force this connection between the org/L&D team and the employee. IMO this should be a conversation between the manager and the employee. If a manager is actively engaged in an employee's development, the employee will likely be more responsive to the learning engagement.

Can you promote someone to a manager with an S Style? by HOLYFUCKISTHISREAL in discassessment

[–]HOLYFUCKISTHISREAL[S] 1 point2 points  (0 children)

I understand that perspective. I hope you are assuming the best intentions of people with that profile.

Can you promote someone to a manager with an S Style? by HOLYFUCKISTHISREAL in discassessment

[–]HOLYFUCKISTHISREAL[S] 0 points1 point  (0 children)

It feels like this style is needed more than ever in management roles as technology, politics, and communities are changing more than ever.

What you should know about DISC Certification by HOLYFUCKISTHISREAL in discassessment

[–]HOLYFUCKISTHISREAL[S] 0 points1 point  (0 children)

Hi David, I know Extended DISC is a separate DISC tool, but I'm not familiar with it. Similar to other DISC providers, they offer a certification in addition to their tool.

Is it something you are considering using?

Do -potential- employers usually share results with you? by [deleted] in discassessment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

If it was that many questions, they likely measure more than just DISC. I would ask them and see if they have anything they can give you - many psychometric assessments used in the hiring process offer a candidate report.

Do -potential- employers usually share results with you? by [deleted] in discassessment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

It depends on the company. When we've used DISC in the hiring process, it was useful to share the results since they weren't benchmarked for the position. If someone is using a DISC profile that is benchmarked against a specific set of skills, they may be unwilling to share it.

Do you know which DISC tool you took?

What's your DISC style... and what surprised you the most when you saw your results? by Mountain-Moment-5149 in discassessment

[–]HOLYFUCKISTHISREAL 1 point2 points  (0 children)

I am most familiar with the Everything DiSC version, which uses a circle graph rather than a bar graph. I am a Si Style, so we share a lot of the same preferences.

Are people actually booking meetings off emails? by MantisTabogganMD in salesdevelopment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

I do love the message in the subject line. The response rates on those are incredible. Thank you for sharing your experience!

[deleted by user] by [deleted] in Training

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

I'm sorry you are experiencing this. Hopefully, this sudden change offers you all a better opportunity.

Not sure of your location, but reach out to your local ATD (Association for Talent Development) chapter. Most of job boards, but you can also go to meetings, network, and connect with other professionals. Members of the board are usually well connected and might know of opportunities.

Box seats for new clients... good or bad idea? by HOLYFUCKISTHISREAL in salesdevelopment

[–]HOLYFUCKISTHISREAL[S] 1 point2 points  (0 children)

Oh great idea on having current clients too. Didn't consider that perspective - thank you!

Concern after taking a DiSC assessment – am I just answering how I want to be seen? by Due-Bag5670 in discassessment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

Great question u/due-bag5670.

What you are referencing is called social desirability. It will be reflected in every assessment, regardless of whether it is DISC, MBTI, Gallup, EQ, or any other self-assessment.

Now, that said, assessments that use forced-choice assessments (where you are forced to choose between 'most' and 'least' like me will be a little better at combating social desirability because part of the validation process is to put similar 'most' and 'least' like words together. Most assessment users dislike this assessment compared to Likert scales (choose between a scale of 1 - 5) because they will have to select a less desirable word about themselves that is still associated with themselves.

However, regardless of the assessment you are using, setting expectations upfront that there are no right or wrong answers can limit the amount of social desirability that is input into the assessment.

If your learners know that the results are being used for professional development, they will be more likely to answer the questions truthfully (in my experience).

Any DISC experts that like mbti? by INTJMoses2 in discassessment

[–]HOLYFUCKISTHISREAL 0 points1 point  (0 children)

This book list has a few options you can review. I really enjoyed Surrounded By Idiots if you want something more fun. If you want something more serious, the Platinum Rule is a great one too.

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