Unleash Potential

Work Behavioural Style (DISC)

Our work behavioural style is a window of opportunity, allowing us insight into how someone prefers to apply their intelligence, skill, knowledge, and experience at work to achieve their expected outcomes-deliverables. How they adapt to make a success of their work and how they would behave under pressure.

Completing a work behavioural style assessment will provide you with a clear understanding of how someone would communicate, choose to delegate; their work strengths, ideal work environment, decision making style, the type of leadership they would need, their style used to influence others, their fears and many more.  With this insight about your team available, you could apply their talents to the best use of your organisation, or coach and help them to change their style to be more appropriate to the role they need to fulfil.

Even if you have worked with someone for years, you can still benefit from a look into how they approach situations and why they may do so in their particular manner. Quite often, the person themselves will not fully understand the reasons behind their style of handling tasks, other people, and stress. This assessment will give them a chance to examine their own methodology and learn to use it to the fullest.

No approach is perfect, but each has aspects which lend themselves better to certain roles. Something which might be seen as a weakness can also be a strength when applied in the right way or combined with another skill. Only by taking all of someone’s behaviours and tendencies into account can you begin to form a big picture of what the best use for their talents will be.

Based on the patterns extracted from successful performers and weak performers, it is possible to establish styles of operating which are more likely to be successful in a given situation.  This information, taken together with the other critical information of know-how, background and experience, provides a vital component in the job-matching exercise.

The 80/20 rule is a wise one to adopt in this type of assessment – if a person has the right behavioural style and meets the other criteria required for the job, there is an 80% chance that the job match will be successful.

This also means that there will always be anomalies and these should be seen as such and not allowed to confuse the overall picture. After all, people are not created by the performance of an exact science!

No assessment ever created can fully ‘plot’ who you are or what you are capable of. This assessment has a great track record for being accurate but it is still used as a guideline. Your frame of mind plays a big role in how you complete the questionnaire.

It is best to think of your behaviour in the work environment, as most people behave differently at home. A leader, in the office, may be results-focused and determined. At home, however, they could be friendly and playful.

We have been using the work behavioural style assessment for more than 30 years to identify leadership styles, cultural fit, team roles and personal development areas.

Over the years we have had many Workstyle Profiles done on our staff and have found it to be a very helpful tool in determining firstly, whether to employ someone and secondly the most appropriate way to manage the staff member once they have been employed.

An added help is of course the interpretation you offer and over the years I have come to trust this more than my personal reading of the profile. Many times when I have not taken your advice I have ended up with mud on my face and the difficult job of having to get rid of a staff member who is not up to our expectations.

Sandy Michell – Director Michells

Your Work Behavioural Style assessment is very valuable to us.  We know how to assess technical knowledge, but it is nearly impossible to determine how a candidate prefers to work, how they will act under stress and how they will fit into a team.

The advice and extra insights shared by Annegret has helped us to make more informed decisions regarding appointments.

Cavalier Foods

As ek terugkyk na ou profiele, dan weerspieël dit presies hoe die persoon is.

Die profiel help jou om van die persoon se basiese eienskappe te identifiseer, bv. akkuraatheid, persoonlikheidstipe, kommunikasie en integrasie in ‘n span.

Hierdie tipe eienskappe kan mens nie tydens ‘n onderhoud identifiseer nie. Ons gebruik die onderhoud saam met die profielterugvoering en verwysings om ‘n besluit te neem oor ‘n kandidaat.

Sodra hierdie drie in lyn is, dan weet jy dit is die perfekte kandidaat.

(When I look back at old profiles, it truly reflects the person.

The profile helps to identify the basic characteristics such as accuracy, personality type, communication and integration into a team. 

These type of characteristics cannot be identified during an interview. We use the interviewing process, profile feedback and references to decide on a candidate.  When these three processes are aligned you know you have the perfect candidate.)

Melanie le Roux – Stargrow Nursery