Psychometric Profiling

A little history about Psychometric Profiling

The initial DISC model comes from Dr William Marston, a physiological psychologist, in a book entitled Emotions of Normal People, published in 1928. He did not create an instrument from his theory, but Thomas International have.

Karen is a qualified DISC assessor of the personality profile analysis.

DiSC is a personal assessment tool used to improve work productivity, teamwork and communication. It is non-judgmental and helps people discuss their behavioural differences.

If you participate in a DiSC programme, you’ll be asked to complete a series of questions that produce a detailed report about your personality and behavior. This takes only 8 minutes to complete on-line and is scarily accurate!

The DiSC Psychometric Profiling model provides a common language that people can use to better understand themselves and to adapt their behaviours with others. This can be within a work team, a sales relationship, a leadership position, or other relationships.

DiSC profiles help you and your team:

• Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems
• Facilitate better teamwork and minimize team conflict
• Develop stronger sales skills by identifying and responding to customer styles
• Manage more effectively by understanding the dispositions and priorities of employees and team members
• Become more self-knowledgeable, well-rounded and effective leaders

What do the letters in DiSC stand for and mean?

How is DiSC Psychometric Profiling used?

• Build productive teams
• Develop effective managers, supervisors, leaders
• Train a powerful sales force
• Improve customer service
• Help with change and conflict management
• Assist in hiring, recruiting, placement, promotion, outsourcing
• Enhance the counselling or coaching experience

Example Psychometric Profiling materials available

Download a Job Profile Sample

Download a Job Comparison Sample