What is an assessment?

Although there are many, I use the DISC assessment. While many companies use personality profiling only a few organizations effectively understand how to interpret the results.

DiSC® measures dimensions of your personality. It does not measure intelligence, aptitude, mental health, or values. DiSC profiles describe human behavior in various situations—for example, how you respond to challenges, how you influence others, your preferred pace, and how you respond to rules and procedures. It measures tendencies and preferences, or patterns of behavior.

I use the results of the assessment to analyze in three dimensions.

Step 1. What is the measurable behavioral preference of the individual.

Step 2. Does the individual demonstrate preferences that align with the role or career path.

Step 3. How will the individual align with the team personality.

Why does Step 2 matter?

We all assume the individual is right for the role based on their experience in similar roles, their education or our bias to what skills are relevant to the role.

What if we are wrong?

If incorrectly aligned, the team suffers, the individual suffers and the organization takes a step backward rather than forward. Step 2 matters because it is entirely possible to hire the right person for the wrong role.

By aligning the individual to the role, you can create a pathway to success for the individual and the organization.

I build the human infrastructure around the personality / role alignment.
If your team is designed to the strengths of the individual you will build a more successful and sustainable organizational structure.