Adaptations aren’t unusual when it comes to behavior, but understanding them through the lens of DISC can take some work.
Adaptations aren’t unusual when it comes to behavior, but understanding them through the lens of DISC can take some work.
Veamos la S de DISC, la Estabilidad, y los pros y contras de las puntuaciones altas de S (comunicadores directos) y bajas de S (comunicadores reflexivos).
Everyone is going to have to “sell” at some point in their professional lives, be it pitching an idea, making your case for a promotion, seeking a deeper connection with a peer, or literally selling a product or idea.
Veamos la C de DISC, Cumplimiento y los pros y los contras de puntajes altos de C (comunicadores directos) y puntajes bajos de C (comunicadores reflexivos).
Let’s look at the S of DISC, Steadiness, and the pros and cons of high S scores (Direct communicators) and low S scores (Reflective communicators).
Veamos la I de DISC (influencia), los pros y los contras de las puntuaciones altas de la I (comunicadores directos) y las puntuaciones bajas de la I (comunicadores reflexivos).
DISC is an incredibly popular assessment tool for a reason; it’s comprehensive, actionable, and easy to understand.
Now more than ever the mission and day-to-day values of an organization are key when it comes to retention, recruiting, productivity and profit.
Let DISC work for you in the interview process! Here are three things that I make sure to do while interviewing and how they relate to DISC.
Hay muchos beneficios para obtener una comprensión más profunda de su comportamiento y aprovechar su estilo de comportamiento único, y las evaluaciones son las herramientas perfectas para enseñarle cómo hacer precisamente eso.
It’s only human to make mistakes and cause conflict with your peers. This is especially likely if you’re ‘in the red’ or emotionally compromised in any way.
Let’s look at the C of DISC, Compliance, and the pros and cons of high C scores (Direct communicators) and low C scores (Reflective communicators).