In the business world it is extremely important to know and understand the different behavioral patterns that characterize team members. The DiSC tool allows to study how the members of an organization would behave in a given circumstance in order to generate different strategies and action plans to achieve an excellent work environment.

That is why this tool is already being adopted by many companies, which have intelligently applied the methodology in the following areas:

  1. For personnel recruitment and selection: Human Resources departments constantly apply this methodology, since its use in this area is extremely useful. It allows to establish different work teams, according to their personalities and behaviors, thus avoiding future inconveniences and frictions in the interactions between them.

Many companies take the results of this test as weighty elements to hire or not candidates. It should be noted that there are no bad or good profiles, just that many times a specific type of profile is required for a specific position.

  1. For team management: It is applied within groups already established in the organizations, with the purpose of improving the work environment and teamwork. It is necessary to make work dynamics more pleasant and efficient. If you have a clear idea of who each individual is, what they aspire to, what motivates them and how to interact with them, it will be much easier to manage interpersonal relationships and achieve optimal results.

Now, how do organizations apply the DISC methodology?

This tool is presented to people in the form of a test. It is a survey, with simple selection questions in which you have to choose statements or words with which you identify the most and the least. It is a list of questions in which the same procedure is repeated.

Once all the data are obtained, the results are analyzed: your answers are taken into consideration in the instrument you completed and a score is assigned to you that will indicate the predominance of each of the patterns in your behavior: dominant, influential, stable or conscientious.

Based on these scales, a profile will be generated for each participant, which will result in a magnificent representation of practical use for the optimization of their resources, both to learn more about themselves and to set goals that are useful and realistic. Likewise, leaders will be able to create concrete plans to empower the members of the organization and improve the work environment.

In this way, there is a very clear picture of the steps to follow to achieve the planned objectives and focus communications on the characteristics of the recipient.