The DISC is resurfacing as one of the most used tools amongst athletic organizations, corporations, classrooms and individuals. Founded in 1922 by Dr. William Marston, he’s known as the “Father of DISC”. He’s also responsible for the creation of polygraph test and Wonder Woman.
Since 1922, the DISC has yet to change. What has changed in large numbers is the ease of accessibility to the public. This ease of access has allowed a new sense of confidence in self proclaimed gurus that have not taken the time to master their craft before going out and trying to sell their new found knowledge to the masses.
As a consumer who may be looking to learn more about the assessment and help take them to the next level. Allow me to equip you with what to be on the lookout for.
People who can’t effectively explain what the DISC is utilized for.
The DISC measures behaviors. In your natural and adaptive state, your tendencies and how you prefer to use them. It does not describe what motivates you. Nor does it highlight that anything is wrong with you. Being that you need to retake the assessment is a sure fire sign that your guru doesn’t have a clue what they’re doing
If they’re only using the DISC. (Doesn’t mean they’re wrong)
There are a few amazing coaches that can only use the DISC and squeeze every piece of information out of it. These coaches will make you aware that the DISC is not the end all be all and will even offer additional services such as a deep dive. Or an opportunity to learn more about your motivators, and or attributes.
You leave the assessment feeling that something is wrong with you.
The DISC was not created to make people feel insignificant. In fact, it’s intent is the complete opposite. The intent is to help you become fully self aware and to help you operate as your authentic self. Identify your strengths and make you aware of your blind spots. So that you can understand why you exert more energy perform performing certain tasks.
Ex: if you’re a high I, you enjoy people and love interaction with them. You might be heavily focused on the experience. As a high I; you’re not concerned with data, problems, and prefer to avoid conflict. If you’re in a role that requires you to sit in front of a computer all day. No interaction with others, you may find yourself loathing your role and are more prone to stress, distaste in the job, etc.
If you simply switched to a customer service role where your focus is on making sure every client has an amazing experience you’d be operating in your strengths.
You leave the meeting wondering "what’s next?"
I have to admit when I began breaking down the assessment clients. I had one case of not properly setting the correct expectations leaving a session. Leaving the client to wonder “Ok, I received all this great information. Now what do I do with it?”... That never happened again
When dealing with a professional coach. You’ll have a complete understanding of what took place during your initial assessment and what happens next.
You don’t feel that you had a customized experience
If you’re spending most of your assessment disagreeing with your results. More than likely your coach is reading off of the script. They possibly are new or don’t truly understand how dissect the assessment and how it specifically pertains to you
If challenged, the guru relies more on their certifications than results they’ve had with previous clients
This assessment is a psychological breakdown of who you are as a person. The results are powerful and can noticeably alter how you view yourself and the decisions you make moving forward. When interviewing a consultant, or coach. Do not allow someone to sell you on how long they’ve been certified as a determining factor.
If you ever feel the need to question a coach's credibility. Find out what kind of impact their breakdown of the assessment has had on their clients
They can’t get a grasp of what your DISC results will be based on your OBSERVABLE BEHAVIORS
Observable defined means able to be noticed or perceived. A great coach with time will be able to teach you how to identify observable behaviors in those around you making it easy to understand the type of individuals on your team, in your department, your friends… All without having to ask them what’s their score.
After they’ve taken the DISC assessment, it should then confirm what you’ve been able to identify through from their observable behaviors
While this is just a sample size of things to be aware of. You can learn more by setting up a time with my team to discuss the do’s and don’ts when hiring a coach. Click Here to set up that time!