Once upon a time, one of the CEOs decided to set the strategic plan of his company for the next 10 years. Since his company has grown from the small level to the medium level during the last 15 years; and since people are currently working in a booming market, he decided to do radical organizational changes, in order to jump to the international level at the shortest possible time with the least possible cost and efforts. Therefore, he mainly focused on the optimal use of the company’s current (Human, Financial, and Technical) Resources. The CEO has met with the Heads of Departments in his company (HR/Admin Manager, Sales & Marketing Manager, Operations Department Manager, Head of Supply Chain department & Finance Manager) and discuss the most possible ways to be used to reach their goals, accordingly the majority of managers encouraged him and showed their interest to help, while the HR Manager suggested to start working on the Core Human Resource Areas first, which includes: Workforce Planning, Industrial Relations (IR), Organisation Development (OD), Resourcing and Talent Planning, Learning and Development (L&D), Performance Management, Talent Management , Compensation & Benefits (Comp.&Ben.), Employee Engagement, Employee Relations, Service delivery and information, Occupational Health & Safety (OH&S), Change Management, Organisational Effectiveness & Consulting.

Since HR is one of the areas that cost alot money, the HR Manager suggested to use some professional assessment tools to classify the employees in terms of their experience, individual competencies, teamwork, organisational behaviour and professionalism. Here the CEO and the rest of managers liked the idea, taking into consideration the other resources which they have to use optimally too, but they won’t accept any system unless it’s ideal to fit their strategic plans. Accordingly, the HR manager referred to different tools used by different international companies in the world. .He has to look for a cost-effective system that helps them use their resources, 

Validity and credibility were some of the main indicators the HR Manager has used for selecting the assessment tool. After a while he selected DiSC, as he discovered so many interesting facts and figures that might be of great support to the company. During his next meeting with the CEO & Managers; the HR Manager went through below list of facts and figures about DiSC: 

·        DiSC stands for Dominance, Influence, Steadiness & Conscientiousness

·        DiSC exists in the world over 40 years ago,

·        Wileyà & Inscape: The DiSC® Profile by Everything DiSC, a Wiley brand (formally Inscape Publishing) provides insights into people's natural and adaptable behaviours styles based on their personality type. All of DiSC Profile tests are validated learning tools, focusing on people-skills. DISC is a user-friendly, non-judgmental survey for understanding behavioural preferences and personality styles.

·        Dr. Marston: DiSC personalities were first created by the psychologist Dr. William Moulton Marston, when he wrote his book Emotions of Normal People (1928) plus further studies and stories he used for reflecting his ideas about human behaviour and emotions

·        Then the assessment tool was created and developed by different scientists later, like (Walter Clarke - 1956), About 10 years later, Walter Clarke Associates developed a new version of this instrument for John Cleaver (called Self-Description). Self-Description was used by (John Geier - 1970s) to create the original Personal Profile System

·        Since then, a number of publishers have updated and/or generated their own versions of the DISC assessment.

·        In (1984) Dr. Jack Morrison's doctoral dissertation with the 16 Personality Factors Questionnaire concluded that the DISC has construct validity with significant correlations compared to the 16 PF strongly suggesting that it has scientific validity as a psychometric instrument.

·        DiSC Assessment is used by over 50,000,000 people around the world since its foundation

·        Difference: Everyone is a blend of all 4 DiSC styles, usually one, two, or even three styles stand out. Unlike simple personality tests, there is no perfect DiSC style.

·        Better Work Place: Once you assess these differences and harness their value, you’ll have better workplace communication & healthier organisation.

·        Provides a common language to help teams understand one another and work better together Acts as a springboard for conversation and team building

·        Improves employee and workplace communication

·        Helps you to understand people who aren’t like you…or are too much like you

·        Reduces conflict and avoids misunderstandings

·        Assessments: Everything DiSC personality assessments are application-focused, so the feedback is presented to leaders, managers, individual contributors, HR or sales person.

·        Everything DiSC helps build more effective working relationships based on an understanding of different behavioural styles used on the professional and personal levels:

-         DiSC Classic

-         Everything DiSC 363 for Leaders

-         Everything DiSC Management

-         Everything DiSC Sales

-         Everything DiSC Team View

-         Everything DiSC Workplace

-         And more…….

During the meeting time the CEO and managers went through the report and discussed the pros and cons, and they found that DiSC is the most convenient tool that they could use, as it matches their requirements, they found that some companies use the DiSC assessment as a way to screen potential employees, with the thought that a certain personality type would be better or worse in certain jobs or positions.

The best use of DISC is to learn more about oneself, others and how to deal with situations where interpersonal relationships are involved. Some more specific versions of the DISC assessment will help understand how one person would likely react in a specific team, management or leadership situation, given her or his DISC style. The assessment has been used to determine one's leadership skills. There are different leadership methods and styles that coincide with each personality type, which could help leaders be more effective. DISC has also been used to help determine a course of action when dealing with problems as a leadership team, that is, taking the various aspects of each type into account when solving problems or assigning jobs.

Accordingly, the CEO and the managers were convinced and decided to use DiSC Classis & Everything DiSC in their company in order to build a strong base as a strong start for the next decade

Hind M. B. Elsammani

HR/Admin Professional - DiSC Certified Trainer