Leadership and Personality Potential Profiling

DISC Personality System

Introduction

Every person has distinctive characteristics and qualities, which influence their thinking, preferences and behavior. The DISC Personality System is a tool that aims to help individuals increase in effectiveness as they identify and capitalize on strengths, whilst recognizing potential limitations and blind spots.

DISC is a four-quadrant behavioral model based on the work of William Moulton Marston Ph.D. (1893 – 1947) to examine the behavior of individuals in their environment or within a specific situation. People with similar styles tend to exhibit specific common behavioral characteristics. All people share these four styles in varying degrees of intensity. The acronym DISC stands for the four personality styles represented by the letters: Dominant, Influencing, Steady, Compliant.

What is DISC? ¹

The key to DISC is discovering the intensity a person brings to four areas of behavior:

Dominance: How you approach problems and challenges
Influence: How you interact and influence people
Steadiness: How you respond to change and levels of activity
Compliance: How you respond to rules and regulations.

The Dominance factor, for example, does not measure whether or not a person can solve problems, but rather measures how the person goes about solving problems and challenges. Once you have developed a heightened awareness of your DISC style, you can begin to consciously control your behavior and communication style. For example, if you are the type of person who knows tight deadlines stress you out-you might take extra care to timeline complex projects. Or if you are dealing with a manager who is very “bottom-line” oriented-you would want to come prepared to talk results and stick to business.

1: Source http://distinctions-asia.com/program/disc-personality-system/

The chart below helps put the four dimensions of the personality into perspective.

DISC can be used for gaining self-awareness and awareness of other personalities for better communication and teamwork. DISC knowledge can also be applied to build teamwork, improve communication and enhance leadership.

Target Participants

NGO Managerial and Supervisory Staff

Past Courses and Events

DISC Workplace Behavioral and Personality Analysis

DISC Workplace Application for Team Building

Be a Certified Behavioral Consultant – DISC Certification

In the past years, HKCSS Institute has conducted more than 1300 DISC assessments, and has run over 60 on DISC training, most of which gained positive feedback. Some NGOs even requested all staff to do DISC assessments to enhance team communication.

Feedbacks from Participants

“DISC is very useful in analysing one's personality and how every each of us can complement one another”

“DISC helps me understand my own personality and my subordinates', which guides me on how to facilitate communication and leadership power”

“DISC's detailed report makes me clearer about my own working style. The in-class group discussion has also made me and the rest of the class understand the daily practice of each style, which is helpful to me in understanding how to work with others.”

“DISC can analyse everyone's personality and allows me to learn more about my own and others' characters. It makes me consider more on why I may not be able to coordinate well with others at work. ”

WorkPlace Big Five Profile™ 4.0

Introduction

Developed in the USA by the Center for Applied Cognitive Studies (CentACS) since 1993, the WorkPlace Big Five Profile™ 4.0 (Big5) has been the leading personality assessment based on the Five-Factor Model of Personality. The Big5 is one of the most effective, reliable and newest personality assessment tools, explaining work-related behaviors based on an individual’s 5 personality super-traits and 23 sub-traits.

Features

Speedy test process
High accuracy
Explanation of results with various sorts of graphs and figures
Easy to understand
Able to map up traits with an individual job position’s competencies

Application Areas

Job Selection and Hiring
Leadership Development
Succession Planning
Team Building
Performance Coaching
Career Planning and Development
Coach and Staff Development

Source: Sample WorkPlace4.0 Traits Report (English) ©2017
Paradigm Personality Labs (http://distinctions-asia.com/report_posts/workplace4-0-traits-report/).

Target Participants

NGO Supervisory Staff and Team Leaders

Some previous courses and Talk

In-house Course: The WorkPlace Big Five Profile 4.0 Personality Assessment and Competency Development

Management of Your Competencies through Using WorkPlace Big Five Profile

應用於教練及員工發展的行為分析工具

Feedback from Previous Participants

“The Big Five Profile maps up traits with competencies, which helps me to understand more about myself and others”

“Big Five Profile facilitates my self-understanding and the needs of talents on organizational level.”

“Big Five Profile strengthens my self-awareness”

Harrison Assessments™ and Paradox Technology™

Introduction

The Harrison Assessment was introduced in the 1st cohort of Executive Leadership Development Programme 2010, which received good response. Participants, who are currently the senior executives of NGOs, found the tool “useful, inspiring and insightful”, by which they had “known more about the contribution of personal traits to leadership”.

Harrison Assessment is an on-line personality assessment to predict present and future performance tendencies based on traits characteristics. Its unique Paradox Technology can accurately determine whether a person’s behavioral tendencies are strengths or derailers in a given role, especially in leadership positions. It also provides employers with a way to emphasize what tips individuals are doing right, while at the same time encourage balancing factors that will enhance performance and job satisfaction.

The framework provided for organization and individual could serve as an excellent roadmap to personalize management and leadership training as well as self-development.

What is Paradox Technology?

Paradox Technology is an application to psychology of Yin-Yang Theory, which Carl Jung extensively studied when developing his own theories. The ancient Chinese body of knowledge known as Yin-Yang Theory was one of the first systems to provide a framework of conceptual opposites. The Harrison Paradox Technology extends that principle to include complementary and paradoxical forces and applies it to specific traits. Harrison Paradox Technology includes a series of principles that can be applied to the individual psyche as well as to organizational dynamics.

The term paradox is used because complementary traits often appear to be contradictory but, in fact, they are not. An example of a paradox used in the Harrison Assessment system is diplomacy and frankness. While these traits may initially appear to be in opposition to each other, they are both favorable (and arguably necessary) traits for success.