DISC Assessment Analysis

Introduction

The DISC assessment is a tool used to gauge behavior to help one to be more aware of themselves. The tool helps individuals to understand their personality traits which are useful in managing experiences and building relationships with other people. The assessment tool categorizes behavior expression to either dominance, influence, steadiness, and compliance. These four assessment tools allow one to recognize and acknowledge strengths and weakness. Besides, it tells about the leadership characteristics of a person and how effective one can be when working individually or as a team. The DISC model was founded by Mouton Marston and has been instrumental for organizations in organizing teams to better performance (Forsyth et al., 2016). Employees are usually assessed through this model primarily to understand their behaviors and what works best for them. It is inadvisable to hire employees based on the results founded from this assessment, but it is encouraged that the results from the model be used to improve performance by identifying what works bests for each employee. Based on the attached DISC assessment report, it is evident that I exhibit the style of dominance and influence more than steadiness and compliance. These results say more about my leadership and provide a basis on which I can address the challenges I face as a leader.

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These results influence my leadership. Before this assessment was conducted, I used to lead based on my strengths and what I believed by these results helps one to understand themselves better by researching what the results mean and comparing them to how I usually conduct myself as a leader. The results show a style of dominance and influence to be great as compared to steadiness and compliance. From the result, the dominant factor plays a huge role in my leadership as it asserts that one is controlling and wants to take charge. As a leader, one should be able to lead and show the way for others to follow (Christy, 2018). The dominant style aligns to my controlling and results-oriented leadership. I am a person who treasures independence, and my level of self-confidence motivates me to complete tasks and realizing goals.

When it comes to influencing, this style enables one to work with others by building relationships and focusing as a team. In this style, I show major strengths of persuading others when something new arises by being assertive and showing confidence in something I pursue. The style would not change my leadership but would help me improve on some areas with the new understanding of who I am as a person. As an influential person, is how cooperation to some extent by the commanding nature works to water down the cooperativeness. Further, the focus on socialization brings the best in me through interactions and recognition of the abilities of others (Duck, 2014). Steadiness and compliance are the two styles in which I portray a lower score. These two work against dominance and influence as they are best exhibited by individuals who are patient, affirming and accommodating (Fallon, 2015). They further require people who are tactful and cautious to avoid being in trouble. On these two styles, it is evident that a person is deliberate and often shows limited trust in others. The two are the greatest weakness when it comes to leadership, and one is required to learn on the better ways of overcoming them to be a whole-round leader.

The results will help to reaffirm who I am as a leader and would provide explanations to my behavior. By getting to understand more about myself, I will be able to get answers to how I normally act and react to situations. Further, I will get contentment on the reasons why I don't behave like other behavior due to my personality (Forsyth,. Et al., 2016) It is through the DISC assessment that the journey of self-awareness will be realized. The results will provide a major boost on how I should improve my leadership traits and influence others through my strengths. It is through these results that I will identify what to do better, whom to involve and the strategy to follow to be a better person and a leader at all times.

Conclusion

These results have helped to identify my areas of weakness that require improvement. Since I tend to portray a commanding and influential behavior, I will use some of the strengths to enhance by steadiness and compliance. I am an impatient person and leadership requires patience while dealing with others. Further, I need to improve my trust in others so that I can be able to delegate duties and work with other people without a doubt. While confronting others, it is important that it is done with humility and respect (Hancock, 2016). Besides, I need to be adaptable to change and improve my communication through talking candidly and researching to get facts before addressing people. All these changes require learning, and if taking a certain course to improve my behavior and develop a holistic personality is required then I would be in for the challenge.

References

Christy, S. (2018). DiSC Assessment Impact on Communication and Understanding of Self and Team.

Duck, J. M. (2014, February). Making the connection: Improving virtual team performance through behavioral assessment profiling and behavioral cues. In Developments in Business Simulation and Experiential Learning: Proceedings of the Annual ABSEL conference (Vol. 33).

Fallon, N. (2015, Dec 30). DiSC Assessment: What Kind of Leader Are You? Business News Daily. Retrieved from https://www.businessnewsdaily.com/8692-disc-assessment.html

Forsyth, B., Davis, H. C., Mitchell, B., & Fryer, R. A. (2016). DISCflex Leadership/Team Performance Model (DLTPM)(TM). Journal of Organizational Psychology, 16(2), 75.

Hancock, D. (2016). To test or not to test: Assessing personality traits. Practice Management, 26(5), 23-25.