Well that sounds like a silly statement, doesn’t it? But it’s true. If you want to move forward in your career, you should have a strong desire to know more about who you are and how you operate. Using professional assessments is one way to gain valuable insight to your patterns of behavior.
There are things we know, there are things we don’t know, and there are things we don’t know, we don’t know
We all have a good idea of what our talents and traits are. After all we’ve been getting to know ourselves for the past how many years? The things we know about ourselves are the things we promote to our friends, families, bosses, co-workers, and future employers. Then there are the things that we know we don’t know about ourselves. A good example, if you don’t study rocket science (literally) then you would not know the compound for the fuel ratio that sends out space shuttles into orbit.
Then there are the things we don’t know, that we don’t know about ourselves. These are our “ah-ha” moments and our most enlightening moments in our life. We usually have the seen the most profound changes in our lives due to the most profound discoveries. This is what assessments provide for us. They offer us the opportunity to engage in an established profile of how we interact and build on our strengths.
DISC is an assessment created from the four dimensions of behavior work and study by William Moulton Marston. In 1928 he published Emotions of Normal People, which is the birth of the DISC theory. The four patterns of behavior are:
•Dominance – relating to control, power and assertiveness
•Influence – relating to social situations and communication
•Steadiness – relating to patience, persistence, and thoughtfulness
•Conscientiousness – relating to structure and organization
Shown in a grid, vertical dimensions represent pattern of either assertive or passive behavior, and the horizontal dimensions represent a pattern of either open or guarded behaviors. DISC offers us the opportunity to explore these four areas of behavior where there is no right or wrong answer. It does not offer us answers to job fitness, skill set, or acumen. What it provides for us is the ability to show how we engage with people and situations on a regular basis.
DISC in relation to career management
Completing the assessment and reviewing the results are just the first step. The second, and most important step, is to learn how to apply it. Having an open mind when faced with a crossroads kind of moment is where our transition lives. We can apply the results from the DISC assessment to improve a relationship, appreciate a coworker, improve our level of communication, even work around challenges that we have struggled for years to overcome. How does this relate to career management?
Career management is more than applying for a position, finding the right job, building a resume, conveying the right body language, or networking. It’s also about personal growth, how we behave, interact, and engage with our teams, employees, and bosses. It’s about building on your skills and talents to make you a valuable asset to your company, and whoever may employ you in the future.
Taking the DISC assessment
If you are interested in using the DISC assessment, visit http://www.discprofile.com/index.htm to order the 2.0 Classic Assessment Test. There are many types of DISC tests, but this will offer you the opportunity to take the traditional 28-item questionnaire. Your profile results will appear in a graph format with an explanation for each of the four dimensions. The assessment is reasonable in cost and with the right conversation, your employer may even offer to reimburse you for the cost.