| the professional behavorial profile What We Do
Assessment of needs and recommendations
Develop or facilitate personnel model
Develop profile of candidate
Develop traits of candidate
Implementation help available DISCUS Assessment Tools (DISC) The Professional behavioral profiler Outline of Discus 3 Reports Discus 3 Textual Report Common Sense Management Consulting Co. uses Discus assessment tool for DISC of people and teams. Every behavioral type has its own strengths and weaknesses. Bear in mind while reading the report that all such text will make both positive and negative comments about a candidate. The nineteen sections of the report are described below. Those marked with an asterisk are only available in the enhanced report style. Overview is a set of general comments about the candidate's behavioral style, outlining the main factors behind their approach. *Keynotes develops the themes discussed in the overview, presenting a series of basic concepts. This section also includes a list of individual Keywords. Behavioral Adaptation will highlight any major shifts in the candidate's style (that is, particularly prominent factors that the candidate is attempting to display, but which are not native to the candidate's underlying approach). Advantages and Disadvantages explain the relative strengths and weaknesses associated with the candidate's style. It must be emphasized that all styles have both advantages and disadvantages - the relative importance of these is highly dependent on the roles the candidate is expected to fulfill. Communication Style looks at the ways in which the candidate relates to other people, and where their particular skills lie in social matters. Unless stated otherwise, the term 'relationship management' relates specifically to relationships with work colleagues, rather than general social interaction. Decision Making reflects the fact that different styles approach the decision-making process in radically different ways. The 'Decision Making' section explains the candidate's basic approach to this question. Organization and Planning covers the ways in which the candidate looks at planning their actions and organising their time. Motivation explains the motivational needs of the candidate. This is designed to be helpful to the manager wishing to motivate their staff, but these motivational factors can also be used to help persuade the candidate to follow a course of action. Managing Style discusses the ways in which the candidate will relate to subordinates if placed in a position of authority. Style of Management Required contains suggestions and pointers to the candidate's manager about getting the best from the candidate, and also highlights approaches to avoid. *Guidelines in Management develops the themes of the previous section to explore the candidate's approach to management in depth. This section also includes a Management Style Summary and a set of Guidelines for Development, suggestions for improving or developing the candidate's managerial effectiveness. *Guidelines in Sales examines the candidate's potential in a sales role, and describes their likely strengths and approach in such a role. This section also includes a Sales Style Summary and, just as for Guidelines in Management, a set of suggested Guidelines for Development. *Exploratory Questions provides a series of questions to help probe and interpret the results of the profile analysis. The number of questions provided will depend on the general shape of the candidate's profile. The questions are subdivided into two subsections. Exploring Positive Aspects of the Profile provides questions designed to confirm strengths suggested by the profile. Exploring Possible Training Needs gives questions intended to highlight areas where development might be necessary. *Career Directions is a specialized section suggesting career directions that might be suited to a candidate's particular style, and explains some of the key features of their profile affecting their choice of career. *Relationship describes the candidate's general approach to relationships with others, with specific regard to their working environment. This section includes a set of summarizing Relationship Keynotes. *The Team discusses the ways in which the candidate can be expected to integrate into, and operate within, a team. This section also includes a summary of the candidate's team behavior, Team Keynotes. *Pressure looks at those features of the workplace that are most likely to put the candidate under pressure, and the ways in which they are likely to respond. *Ambition and Development examines likely areas of ambition, and how a knowledge of these attitudes can be used to help motivate and develop the candidate. NOTE: The generation of the “Classic” report consumes one (1) report credit. If the “Enhanced” report is generated, it consumes two (2) report credits. Common Applications of the Discus 3 System Interviewing and screening. Improving Communication. Developing Job Benchmarks. Provides a common language to Assessing people accurately and Improve performance. Objectively for the role. Corporate mapping. Succession planning. Performance appraisals. Management selection and Performance management. Development. Team development. Coaching and motivating. Assessing team fit. |