The Extended DISC platform of behavioral solutions has been transformed and is ready to alter how organizations address assessments in the future.
This is truly revolutionary.
It is a blank canvas on which to paint virtually anything your mind can conceive.
Below is a sneak peek of a sample comparative analysis for multiple persons applying for a Client Services position.
This Sample Report Extract shows the direct comparison of the results of multiple parties with respect to a battery of situation-specific behavioural competencies.
This will give you a sense of what you will be able to do with the platform. This is the type of situation/target specific report that can be produced in short order. The limits are defined by our joint creativity.
This then opens up huge possibilities for use in recruitment and coaching for performance improvement. You can customize the competencies and factors to be used in the evaluation and present the results for all candidates one below the other in the same report. Alternatively, you can produce individual reports.
There is an increasingly large library of behavioral competencies to choose from when creating your reports.
At the same time, it is our work with the development of high performance teams that evokes the highest level of acclamation from Extended DISC clients across the globe.
The Team Maps provide instant insights into the orientation of the team (and entire organization) to current and future demands. They are also invaluable in guiding decisions with respect to the roles that team members are best suited to play.
For more information contact: firstname.lastname@example.org
Psychometric Testing In Aid Of Recruitment
A simple case study
Let us assume that you want to hire a general purpose handy-man. You want someone who can use a paint brush, a trowel, a screwdriver and a chisel. As you screen applicants your choice will be influenced by the level of dexterity of the candidate with the tool that is most important to the completion of your job. If painting is your top priority then the guy who is most handy with the paint brush would get the nod – other things being equal.
Similar thinking is applied to any job selection process. The person you choose to serve as a sergeant major for the war in Afghanistan is not likely to fit the role of being the guidance counsellor at a high school for girls.
Why psychometric testing?
Each job requires the use of certain behavioural tools to achieve best results. Like handy-men, while we may use a variety of behavioural tools, we tend to be more comfortable using some than others. Some behaviours take more energy from us. We can perform them but they wear us out more quickly than behaviours with which we are more comfortable.
Hence the role of psychometric testing. It assists us in aligning jobs with individuals who are more comfortable using the behavioural tools that are important to the successful completion of the related tasks. The goal is not to use psychometric testing as the sole criterion for selection. However, it provides some insight into areas in which applicants will need more or less energy to get given tasks done.
One of the great benefits of psychometric assessment is the fact that it provides employers with a guide as to how to get best results from new hires. It can take months by trial and error until a new hire finally settles in and performs at their best. A sophisticated behavioural profile equips employers and new hires with the information to enhance performance from the first day at work.
Grounds for resistance to psychometric testing
However, there is a school of thought that suggests that psychometric testing should not be used in the recruitment process because of a concern that employees are more likely to lie at that time than at any other period of their association with the organization. The concern then is that the psychometric assessments might influence the organization to make decisions on the basis of faked results.
It should be noted that the research does not claim that most applicants will lie during the recruitment process. It only suggests that if one is going to be dishonest, it is most likely to happen during the recruitment process. If a high percentage of your organization’s applicants feel disposed to lie then avoiding the use of psychometric tests is hardly the answer to a much bigger problem.
Also, we should consider the logical extension that applicants who are given to cheating on their psychometric tests are also likely to lie in the interview and maybe even with their documentation. However, organizations still interview and opt to ramp up their interviewing skills.
The great news is that there are assessment instruments that structure their questionnaires in such a way as to make cheating risky and very difficult to pay off. These more sophisticated tools also produce reports that reveal two profiles of the individual. One profile reflects the image the individual thinks s/he ought to portray. The other profile is the individual’s natural (or hidden) profile. This kind of assessment has a high degree of correlation with the behaviours that are exhibited post-employment.
Why psychometric testing still adds value
There is another important consideration.
Best practice in performance coaching advises individuals to adopt certain “roles” that are best suited to achieving desired results in given situations. “Act as if…” becomes the key philosophy. No successful coach advises individuals to “always be yourself” in the work environment. That would be a prescription for chaos.
Role playing is a key to successful performance on the job! Organizations expend much effort in getting team members to play appropriate roles when at work.
What does this mean?
Organizations that use psychometric testing as an aid in the recruitment process will either be selecting individuals who genuinely display the behavioural preferences that are desired or who have been able to fake them.
Since, playing the right role is what is required of all team members, the organization that uses psychometric testing is ahead of the game because new hires will either be naturally inclined to play the desired roles or are clever enough to identify and mimic the in-demand behaviours.
Organizations who fail to use sophisticated psychological assessment tools are left to rely on intuition and periods of feeling out new hires before creating the conditions that maximize performance. Being spooked by a small percentage of potential cheats is not a good enough reason to miss out on the overwhelming benefits of psychometric testing in recruitment.
About the author
TrevorESSmith is a Joint-venture partner with Extended DISC International. He is a founding director of the Success with People Academy and the INFOSERV Group. The Success with People Academy provides performance enhancing solutions for individuals, teams and organizations. It facilitates success with and through people.
AFFORMATIONS (no misprint) help your subconscious to believe your prayers in faith. Read more of this high impact article below.
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AFFORMATIONS (no misprint) help your subconscious to believe your prayers in faith.
Behaviour modification is difficult to achieve because our actions are largely driven by our subconscious. The patterns of behaviour that we have recorded on the video of our lives are registered in our subconscious and play a major role in our future actions.
The subconscious uses this pattern to determine which actions are in line with who we are. Some of us do not steal because that is NOT who we are. Some of us exercise regularly because that is who we are.
Making significant change requires us to modify the who we are picture that the subconscious has. Staying in bed instead of going jogging is not who we are so we dutifully resist the suggestion from the conscious mind to turn over and draw the covers over our head.
Smokers are challenged to get their subconscious to be aligned with the thought that that are someone that does not crave nicotine and the smoking habit.
Afformations is a clever technique for bypassing the doorkeeper to the subconscious mind and slipping in ideas that would normally be blocked.
The technique tricks the doorkeeper that stops new ideas coming from your conscious thoughts from interfering with what your subconscious has grown used to accepting as reality.
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Many times we mouth prayers but we really do not believe that they will be answered favourably. Consequently, we fail to move forward in faith as if God had already granted our wishes. That is the essence of believing prayer.
Afformations work on the stubborn disbelief lodged in our subconscious and bring us to the point where we are able to accept that what we have asked for is in fact being granted. It helps us to move towards the surety with which Joshua marched around Jericho.
It might be a long walk but these walls will come down.
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The risk of cohesiveness challenges is ever present where individuals interact. Not to be left out, even the schizophrenic has internal conflicts. On a serious note, a lack of understanding and cohesiveness is a major drain on productivity and job satisfaction in the work environment. Many organizations fail to count the cost of mis-communication, disengagement, open conflict, mistrust and a lack of shared commitment in their entities.
Over the past several decades, the DISC-based framework and its refinements have been shown to be not only the most easily understood and implemented solution but it is also the intervention that guarantees lasting impact on participants.
The “Success with People” framework is the highest refinement of the Jungian DISC principles. Invariably persons involved in Success with People (SWP) interventions come to “So that is why!”, “Now I understand” and “That explains it” conclusions. They quickly recognize that the challenges that they are having in relating to some individuals is directly linked to differences in behavioural preferences. Simultaneously, they also learn that no behavioural style is better or worse than the other, they are just different.
These distinctions are based on the learning of the language of behaviours. Armed with this new language, communication is dramatically improved as people are now communicated to in a tongue and tone with which they are comfortable. Even chronic trouble-makers are stopped in their tracks when the “Success with People” framework is used to smilingly point to their use of an inappropriate style.
SWP is as much fun as it is effective. It is guaranteed to significantly improve team cohesiveness and to reduce the level of mistrust and other productivity sapping behaviours. The principles resonate to such a great depth that participants cannot help but apply them in their lives. This is guaranteed without exception!
The SWP intervention is underpinned by the use of Extended DISC solutions for managing individuals, teams and organizations. This includes completion of the Extended DISC Personal Analysis. The unique Extended DISC Team Analysis with its Name Map and Scorecard features add objective rigour to the process.
The consistent experience is that once the Team Maps are shared, team members immediately drop their defences and huge opportunities for breakthrough coaching become available to the Success with People trained experts who lead the interventions.
Logistically, team members take 10 – 15 minutes to complete their Extended DISC Personal Analysis online prior to a “Success with People in Teams” workshop (7 contact hours). This is followed by a series of 2-hour coaching sessions. (The number of sessions depends on the issue and responsiveness of the team).
Success with People Team Cohesiveness interventions are guaranteed to produce immediate, identifiable behaviour modification. E-mail now for a FREE consultation: email@example.com
JOB FIT Behavioral Analysis
In most organizations, there is a tendency to define the “technical” requirements for jobs – professional skills, training/education, work experience, language skills, etc. Most organizations, however, are not equipped to assess the behavioural requirements of a job. Many failures in jobs are not based on a lack of professional skills but on deficiencies in dealing with people and communication problems. A seminal Harvard study attributed 85% of success to Inter-personal skills and only 15% to Technical competence.
In the quest to bridge this gap, Extended DISC lends support to the job fit evaluation process. The intervention has three components:
1. A behaviour oriented Job Analysis exercise.
2. Completion of personal behavioural analyses
3. Interview mapping
The Extended DISC Job Analysis is an effective and powerful tool that collects and combines the opinions of key players in an organization about the behavioural competencies that are required to effectively perform a particular job.
The objective of the exercise is to produce a template for the ideal behavioural style for undertaking the job in question. This analysis provides the template against which the natural behavioural style of candidates is compared to produce a behavioural gap analysis. The analysis also adds value in the following areas:
Gaining clarity about the job and identifying facets that might not otherwise be recognized up front.
Aligning the job with the vision and mission of the organization through structured discussion.
Analysing and working through differences of opinion among key stakeholders as to how the job ought to be performed.
Identifying areas of responsibility that may need to be taken away from the job or added to it.
Recognizing situations in which the performer of the job may require specified support.
Establishing the critical success factors with respect to the job and agreeing on a framework for the performance measures that will govern the job.
Implementation is swift and easy. Up to 8 persons who are clear about the requirements of the job are asked to complete an Extended DISC Job Analysis Questionnaire individually. These results are input into the Extended DISC Job Analysis application to produce the template against which individual behavioural analyses will be compared.
The Extended DISC Personal Analysis uses the preferred multi-phrase questionnaire model and over 2 million lines of text to produce a comprehensive profile of the “natural” style of individuals in addition to a report on how they “perceive” they ought to behave to deal with the current environment.
The report includes a specific analysis of the respondent’s behavioral style and has the unique Compare to Job feature. This allows for direct mapping of the individual’s natural inclination with the requirements of the job. This behavioural gap analysis is a powerful tool not only for assisting in the selection process but in guiding the coaching and more effective deployment of the person.
Organizations have taken advantage of the Interview Mapping add-on service. Extended DISC trained recruiters review the Job Analysis template along with the behavioural analyses of short-listed candidates and prepare guidelines for special probing and clarification during the interview process. http://www.extendeddisc.com/caribbean