The DISC Personality Test was developed by John Geier in the early 20th century and is used to measure behaviorial preferences and styles. The DISC Personality Test is a very simple test; this test is really based on two simple questions you can ask anyone:
• Are you a task oriented person or people oriented?
These two questions will help you find out which ‘quadrant’ the person is in; whether he is a D(dominant), I(Influential), S(Steady) or C(conscientious).
Here’s a more comprehensive test you can use.
Ther are 15 sets of adjectives below. For each set of 4 adjectives, choose the adjective that best describes you. At the end of the test, count the number of checks you have in one row and add them together.
The results of the DISC Personality Test will tell you the various degrees of each personality trait you are.If you have most of your checks on the first column, then you are a D(dominant) person.
People who belong to this category are probably the sales superstars and the kind of strong, entrepreneurial leaders. They are people you want to have around in your organization. They are very results oriented and you can expect to see things getting done efficiently. However, they have very low patience and you must continually engage them to keep them in the organization.
They will stay with you to the extent that they feel that following you helps them to achieve their personal goals for their life. Also, they might be cause for some conflicts between people because they’re more task oriented and they would probably step on some toes along the way. Be careful about putting two Ds in the same team, conflict will always arise from two strong-headed invdividuals.
If you have most of your checks in the second column, you’re an I(influential).
These people are important in an organization because they bring the human touch to the organization. They can make newer people in your organization feel welcome and a sense of belonging.
However, these people are generally not very good at doing tasks well; they are generally less meticulous and would miss out certain details in their work. Learn to use these people accordingly because while they may not perform certain tasks well, they are essential to building an relationship-based organization.
If you have most of your checks in the third column, you’re an S(steady).
These people are loyal, have good self-control, often good listeners and tend to want to avoid disagreements and conflicts.
They are good in an organization because you need people who can be supportive and loyal in your organization. Not everyone can be the one to receive the honour, not everyone can be the head of a team or an organization, but the S(steady) individuals are usually happy where they are. That’s why S(steady) people are absolutely essential for any team to work.
S(steady) personalities generally work well in support roles like managerial roles or as assistants to heads of departments.
If you have most of your checks in the fourth column, you’re an C(conscientious).
When you are planning something in your organization, you need conscientious people to be around to check you. Sometimes they are able to see things that you can’t, and have foresight about particular events or scenarios that might arise and make provision for them.
You can use this simple test and do it with your team in about 10 minutes or so. When people understand each other’s strengths and weaknesses, you’ll find that they are more willing to adapt and compromise for each other’s shortcomings.
That is how you must be as a leader too. Understand that your team has different personalities and leverage on each of their strengths to make your organization a stronger one.
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