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Personality Assessments for Leadership Development

 

In the second session of LeadWell we aim to put a little more structure around the journey exercise from session 1.

 

I have coachees complete a DiSC assessment. A DiSC is basically a work personality profile.

 

The results of the DiSC will often connect some of the key life experiences to current behaviors and beliefs.

 

For example, someone whose parents were critical and exacting may be inclined to seek perfection at work. Or someone whose business partner embezzled money may struggle to trust a CFO in their business.

 

The DiSC organizes people into 1 of 4 primary styles: D, i, S, and C. D is for Dominance, i is for Influence, S is for Steadiness, and C is for Conscientiousness. Everyone is a mixture of each style, but most people tend to fall into one or two main DiSC style quadrants.

 

People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.

People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.

People with S personalities tend to be dependable and place an emphasis on cooperation and sincerity.

People with C personalities tend to place an emphasis on quality, accuracy, expertise, and competency.


The full DiSC assessment identifies many common traits and behaviors that can be helpful when in balance and detrimental when out of balance. It suggests areas of opportunity, identifies potential stressors and offers an ideal work environment based on your profile.

 

Our one on one conversation about the DiSC is pretty robust.

 

I ask questions like: Do you agree with the findings? Where do you think these traits come from? What do you disagree with? Do any of these recommendations make sense for you?

 

The big question is “where might these traits come from?”

 

Coachees will often identify experiences from their journey that have influenced their core personality. This is an aha for many people. It can be enlightening and freeing.

 

“Oh that makes so much sense now…..”

 

Big realizations like this allow us to be more curious and flexible in our tightly held beliefs.

 

Ok, so what next?

 

We understand ourselves a little better now. But are we destined to live out this personality forever?

 

The DiSC and other similar assessments serve to create awareness and shared language. But they do not define us.

 

When we know why we do something, we become more aware of when that behavior is helpful or not helpful.

 

Now the work in coaching shifts to mindset, behavior change and conscious leadership. Which we will tackle next in Session 3.

 

Teaser…..you cannot weaponize your personality profile!!


May you Live & LeadWell,


~E





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