Using DISC assessment for project team management - Revision history

Trydahl: /* Limitations and criticism */

2021-02-28T16:35:20Z

Limitations and criticism

← Older revision		Revision as of 16:35, 28 February 2021
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	*Due to the simplicity of the test it is easy to pick the answers that makes the respondent appear how they would like to appear. <ref name="Limitations" />		*Due to the simplicity of the test it is easy to pick the answers that makes the respondent appear how they would like to appear. <ref name="Limitations" />
	*Respondents are forced to choose adjectives that weight for only one or two of the four behavioural styles. This means that it is impossible to get a high score on all four styles and similar it is impossible to get a low score on all four behavioural styles. <ref name="Limitations" />		*Respondents are forced to choose adjectives that weight for only one or two of the four behavioural styles. This means that it is impossible to get a high score on all four styles and similar it is impossible to get a low score on all four behavioural styles. <ref name="Limitations" />
	*The composition of the model is rather outdated in terms of being a personality test due to the two dimensional design of the model, suggesting that DISC doesn't reflect ~~a person's~~ personality. Furthermore, the model has received criticism from psychologists and people working in Human Resource due to the above. <ref name="Limitations" />		*The composition of the model is rather outdated in terms of being a personality test due to the two dimensional design of the model, suggesting that DISC doesn't reflect the personality of the individual. Furthermore, the model has received criticism from psychologists and people working in Human Resource due to the above. <ref name="Limitations" />
	*Tests of behavioural traits are in general narrow-minded as humans are complex beings and reflected by emotions, social abilities and dynamic environments. <ref name="Limitations1">''Deviate Consulting,'' ''Limitations of the DISC Test,'' ''Retrieved 21 February 2021,'' ''https://www.deviateconsulting.org/single-post/2018/08/20/limitations-of-the-disc-test'' </ref>		*Tests of behavioural traits are in general narrow-minded as humans are complex beings and reflected by emotions, social abilities and dynamic environments. <ref name="Limitations1">''Deviate Consulting,'' ''Limitations of the DISC Test,'' ''Retrieved 21 February 2021,'' ''https://www.deviateconsulting.org/single-post/2018/08/20/limitations-of-the-disc-test'' </ref>

Trydahl: /* Limitations and criticism */

2021-02-28T16:34:32Z

Limitations and criticism

← Older revision		Revision as of 16:34, 28 February 2021
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	*Due to the simplicity of the test it is easy to pick the answers that makes the respondent appear how they would like to appear. <ref name="Limitations" />		*Due to the simplicity of the test it is easy to pick the answers that makes the respondent appear how they would like to appear. <ref name="Limitations" />
	*Respondents are forced to choose adjectives that weight for only one or two of the four behavioural styles. This means that it is impossible to get a high score on all four styles and similar it is impossible to get a low score on all four behavioural styles. <ref name="Limitations" />		*Respondents are forced to choose adjectives that weight for only one or two of the four behavioural styles. This means that it is impossible to get a high score on all four styles and similar it is impossible to get a low score on all four behavioural styles. <ref name="Limitations" />
	*The composition of the model is rather outdated in terms of being a personality test due to the two dimensional design of the model~~. The criticism suggests~~ that ~~two dimensions~~ doesn't reflect a person's personality. Furthermore, the model has received criticism from psychologists and people working in Human Resource due to the above. <ref name="Limitations" />		*The composition of the model is rather outdated in terms of being a personality test due to the two dimensional design of the model, suggesting that DISC doesn't reflect a person's personality. Furthermore, the model has received criticism from psychologists and people working in Human Resource due to the above. <ref name="Limitations" />
	*Tests of behavioural traits are in general narrow-minded as humans are complex beings and reflected by emotions, social abilities and dynamic environments. <ref name="Limitations1">''Deviate Consulting,'' ''Limitations of the DISC Test,'' ''Retrieved 21 February 2021,'' ''https://www.deviateconsulting.org/single-post/2018/08/20/limitations-of-the-disc-test'' </ref>		*Tests of behavioural traits are in general narrow-minded as humans are complex beings and reflected by emotions, social abilities and dynamic environments. <ref name="Limitations1">''Deviate Consulting,'' ''Limitations of the DISC Test,'' ''Retrieved 21 February 2021,'' ''https://www.deviateconsulting.org/single-post/2018/08/20/limitations-of-the-disc-test'' </ref>

Trydahl: /* Limitations and criticism */

2021-02-28T16:33:37Z

Limitations and criticism

← Older revision		Revision as of 16:33, 28 February 2021
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	== Limitations and criticism ==		== Limitations and criticism ==

	*The DISC tool is heavily used in some sectors. Even though there are different providers of DISC assessments all tests are very similar making it easy for candidates to pick the preferred answers to the questions. <ref name="Limitations">''Sales Team Focus Ltd,'' ''Shortcomings of DISC Profiling,'' ''Retrieved 21 February 2021,'' ''http://www.salesteamfocus.com/whatwedo/psychometricTesting/shortcomingsDISC.php'' </ref>		*The DISC tool is heavily used in some sectors. Even though there are different providers of DISC assessments all tests are very similar, making it easy for candidates to pick the preferred answers to the questions. <ref name="Limitations">''Sales Team Focus Ltd,'' ''Shortcomings of DISC Profiling,'' ''Retrieved 21 February 2021,'' ''http://www.salesteamfocus.com/whatwedo/psychometricTesting/shortcomingsDISC.php'' </ref>
	*Due to the simplicity of the test it is easy to pick the answers that makes the respondent appear how they would like to appear. <ref name="Limitations" />		*Due to the simplicity of the test it is easy to pick the answers that makes the respondent appear how they would like to appear. <ref name="Limitations" />
	*Respondents are forced to choose adjectives that weight for only one or two of the four behavioural styles. This means that it is impossible to get a high score on all four styles and similar it is impossible to get a low score on all four behavioural styles. <ref name="Limitations" />		*Respondents are forced to choose adjectives that weight for only one or two of the four behavioural styles. This means that it is impossible to get a high score on all four styles and similar it is impossible to get a low score on all four behavioural styles. <ref name="Limitations" />
	*The composition of the model is rather outdated in terms of being a personality test due to the two dimensional design of the model that doesn't reflect a person's personality, ~~furthermore~~ the model has received criticism from psychologists and people ~~that works~~ in Human Resource. <ref name="Limitations" />		*The composition of the model is rather outdated in terms of being a personality test due to the two dimensional design of the model. The criticism suggests that two dimensions doesn't reflect a person's personality. Furthermore, the model has received criticism from psychologists and people working in Human Resource due to the above. <ref name="Limitations" />
	*Tests of behavioural traits are in general narrow-minded as humans are complex and reflected by emotions, social abilities and dynamic environments. <ref name="Limitations1">''Deviate Consulting,'' ''Limitations of the DISC Test,'' ''Retrieved 21 February 2021,'' ''https://www.deviateconsulting.org/single-post/2018/08/20/limitations-of-the-disc-test'' </ref>		*Tests of behavioural traits are in general narrow-minded as humans are complex beings and reflected by emotions, social abilities and dynamic environments. <ref name="Limitations1">''Deviate Consulting,'' ''Limitations of the DISC Test,'' ''Retrieved 21 February 2021,'' ''https://www.deviateconsulting.org/single-post/2018/08/20/limitations-of-the-disc-test'' </ref>

	==Annotated bibliography==		==Annotated bibliography==

Trydahl: /* Managing different behavioural styles */

2021-02-28T16:27:18Z

Managing different behavioural styles

← Older revision		Revision as of 16:27, 28 February 2021
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	'''Motivation and fear'''		'''Motivation and fear'''

	I's are motivated by managers that let them investigate new opportunities, where they can express themselves and use their many thoughts to create new ideas and possibilities. Managers should be aware that I’s react strongly to rejections. Furthermore, I’s fears to be limited or boxed in, meaning that managers should be aware of both stimulating I’s with the right kind of tasks and create a social environment around them.		I's are motivated by managers that let them investigate new opportunities where they can express themselves and use their many thoughts to create new ideas and possibilities. Managers should be aware that I’s react strongly to rejections. Furthermore, I’s fears to be limited or boxed in meaning that managers should be aware of both stimulating I’s with the right kind of tasks and create a social environment around them.

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	'''Empowering I'''		'''Empowering I'''

	To empower I’s managers must create a fun and collaborative environment, so the I’s don’t get bored. To many repetitive task will bore I’s~~, so creating~~ a flexible work structure will help empowering I’s.		To empower I’s managers must create a fun and collaborative environment so the I’s don’t get bored. To many repetitive task will bore I’s meaning managers should create a flexible work structure that will help empowering I’s.

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	'''Communicating with S'''		'''Communicating with S'''

	Managers should focus on making a personal connection when communicating with S’s as well as allowing them to think before ~~speaking~~. Generally, conversations with S’s should be kept quiet and peaceful. When communicating in larger groups managers need to create spaces for S’s to enter conversations.		Managers should focus on making a personal connection when communicating with S’s as well as allowing them to think before they speak. Generally, conversations with S’s should be kept quiet and peaceful. When communicating in larger groups managers need to create spaces for S’s to enter conversations.

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	'''Empowering S'''		'''Empowering S'''

	To empower a S styled person, managers need to create a stable and harmonious environment. Changes should be introduced slowly and ~~with forewarning~~ as fast changes can seem intimidating. When managing S’s managers need to provide clear expectations to what is expected by the S’s as well as offer encouragement and affirmation.		To empower a S styled person, managers need to create a stable and harmonious environment. Changes should be introduced slowly and use forewarnings as fast changes can seem intimidating. When managing S’s managers need to provide clear expectations to what is expected by the S’s as well as offer encouragement and affirmation.

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	'''Motivation and fear'''		'''Motivation and fear'''

	Employees with a conscientiousness behavioural style are motivated by working systematically and using their expertise to solve tasks. ~~The managers~~ need to provide tasks to C’s where they can immerse in finding effective and accurate solutions that requires them to use their logical thinking. C’s have a fear of failing, which ~~mean~~ that managers should be supportive in helping C’s reach their goals.		Employees with a conscientiousness behavioural style are motivated by working systematically and by using their expertise to solve tasks. Managers need to provide tasks to C’s where they can immerse in finding effective and accurate solutions that requires them to use their logical thinking. C’s have a fear of failing which means that managers should be supportive in helping C’s reach their goals.

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	'''Communicating with C'''		'''Communicating with C'''

	When communicating with C’s managers must use a practical and factual approach. C’s prefer to process their thoughts before making decisions or speaking, so managers must ensure they have time to do that. Proper and thoroughly preparation is important ~~to C’s~~ and managers should do the same when communicating with C’s.		When communicating with C’s managers must use a practical and factual approach. C’s prefer to process their thoughts before making decisions or speaking, suggesting managers must ensure they have time to do that. Proper and thoroughly preparation is important and managers should do the same when communicating with C’s.

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Trydahl: /* Managing different behavioural styles */

2021-02-28T16:19:09Z

Managing different behavioural styles

← Older revision		Revision as of 16:19, 28 February 2021
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	'''Empowering D'''		'''Empowering D'''

	D’s are empowered by being in a highly challenging and fast ~~passed~~ environment. Managers should make sure that the task that are assigned to D's are likewise. Managers should provide tasks to D's that have broad objectives and open boundaries, so the D’s can find their own way to the finish line. However, D’s do need clear boundaries of their responsibility.		D’s are empowered by being in a highly challenging and fast paced environment. Managers should make sure that the task that are assigned to D's are likewise. Managers should provide tasks to D's that have broad objectives and open boundaries so the D’s can find their own way to the finish line. However, D’s do need clear boundaries of their responsibility.

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Trydahl: /* Managing different behavioural styles */

2021-02-28T16:17:55Z

Managing different behavioural styles

← Older revision		Revision as of 16:17, 28 February 2021
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	'''Communicating with D'''		'''Communicating with D'''

	When communicating with D’s managers should always be direct, straight forward and honest. D’s easily get bored when presented too many details~~, instead~~ managers should pick out what is most important and quickly get to the bottom line of the conclusion.		When communicating with D’s managers should always be direct, straight forward and honest. D’s easily get bored when presented too many details. Instead managers should pick out what is most important and quickly get to the bottom line of the conclusion.

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Trydahl: /* Managing different behavioural styles */

2021-02-28T16:17:21Z

Managing different behavioural styles

← Older revision		Revision as of 16:17, 28 February 2021
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	'''Motivation and fear'''		'''Motivation and fear'''

	Employees with a dominant behavioural style are motivated by results. Project managers need to be aware that D's are assigned to valuable task where their contribution is clearly shown. Significance is another key word as D’s wants to be seen, heard and recognized for their work. Too little recognition or other taking credit for work done by D's is feared by D's. They also dislike being controlled too much, which suggests that they should be assigned to tasks that are open and unbounded.		Employees with a dominant behavioural style are motivated by results. Project managers need to be aware that D's are assigned to valuable task where their contribution is clearly shown. Significance is another key word as D’s wants to be seen, heard and recognized for their work. Too little recognition or other taking credit for work done by D's is feared by D's. They also dislike being controlled too much which suggests that they should be assigned to tasks that are open and unbounded.

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Trydahl: /* Four steps of behavioural modification */

2021-02-28T16:02:47Z

Four steps of behavioural modification

← Older revision		Revision as of 16:02, 28 February 2021
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	#The project manager must understand the different DISC behavioural styles. Project managers must understand key qualities of each style, what motivates and what each style dislike in terms of communication, types of tasks, work environment et cetera. Furthermore, it is important that the project manager understands how to communicate and how to empower different behavioural styles.		#The project manager must understand the different DISC behavioural styles. Project managers must understand key qualities of each style, what motivates and what each style dislike in terms of communication, types of tasks, work environment et cetera. Furthermore, it is important that the project manager understands how to communicate and how to empower different behavioural styles.
	#When the project manager is fully aware of the different traits of each behavioural style, the manager needs to identify their own style. This makes the manager capable of understanding their own behaviour and what traits that might seem offensive or misaligned with other behavioural styles.		#When the project manager is fully aware of the different traits of each behavioural style, the manager needs to identify their own style. This makes the manager capable of understanding their own behaviour and what traits that might seem offensive or misaligned with other behavioural styles.
	#The manager must now identify behavioural styles of employees within their team. When the manager understand their team the manager can work on improving self-awareness to make adjustments in ~~their~~ approach to the team and the individuals.		#The manager must now identify behavioural styles of employees within their team. When the manager understand their team the manager can work on improving self-awareness to make adjustments in the approach to the team and the individuals.
	#The project manager can now begin to modify their language and behaviour towards every single one of their employees to enhance communication, assign the right tasks to the right employees, improve effectiveness and motivate employees based on their individual behavioural style. <ref name="Steps">''C. Bowser, (2018),'' ''Managing Your Team More Effectively Using DISC Leadership Tools,'' ''Retrieved 21 February 2021,'' ''https://blog.extendeddisc.org/managing-team-more-effectively-disc-leadership-tools/'' </ref>		#The project manager can now begin to modify their language and behaviour towards every single one of their employees to enhance communication, assign the right tasks to the right employees, improve effectiveness and motivate employees based on their individual behavioural style. <ref name="Steps">''C. Bowser, (2018),'' ''Managing Your Team More Effectively Using DISC Leadership Tools,'' ''Retrieved 21 February 2021,'' ''https://blog.extendeddisc.org/managing-team-more-effectively-disc-leadership-tools/'' </ref>

Trydahl: /* Four steps of behavioural modification */

2021-02-28T15:58:54Z

Four steps of behavioural modification

← Older revision		Revision as of 15:58, 28 February 2021
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	In order for DISC assessment to become an effective tool project managers must understand how to use the knowledge gained from understanding different behavioural styles. The process of a behavioural modification in communication and understanding of others can be described in four steps.		In order for DISC assessment to become an effective tool project managers must understand how to use the knowledge gained from understanding different behavioural styles. The process of a behavioural modification in communication and understanding of others can be described in four steps.

	#The project manager must understand the different DISC behavioural styles. Project managers ~~most~~ understand key qualities of each style, what motivates and what each style dislike in terms of communication, types of tasks, work environment et cetera. Furthermore, it is important that the project manager understands how to communicate and how to empower different behavioural styles.		#The project manager must understand the different DISC behavioural styles. Project managers must understand key qualities of each style, what motivates and what each style dislike in terms of communication, types of tasks, work environment et cetera. Furthermore, it is important that the project manager understands how to communicate and how to empower different behavioural styles.
	#When the project manager is fully aware of the different traits of each behavioural style, the manager needs to identify their own style. This makes the manager capable of understanding their own behaviour and what traits that might seem offensive or misaligned with other behavioural styles.		#When the project manager is fully aware of the different traits of each behavioural style, the manager needs to identify their own style. This makes the manager capable of understanding their own behaviour and what traits that might seem offensive or misaligned with other behavioural styles.
	#The manager must now identify behavioural styles of employees within their team. When the manager understand their team the manager can work on improving self-awareness to make adjustments in their approach to the team and the individuals.		#The manager must now identify behavioural styles of employees within their team. When the manager understand their team the manager can work on improving self-awareness to make adjustments in their approach to the team and the individuals.

Trydahl: /* Four steps of behavioural modification */

2021-02-28T15:58:11Z

Four steps of behavioural modification

← Older revision		Revision as of 15:58, 28 February 2021
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	=== Four steps of behavioural modification ===		=== Four steps of behavioural modification ===
	In order for DISC assessment to become an effective tool, project managers must understand how to use the knowledge gained from understanding different behavioural styles. The process of a behavioural modification in communication and understanding of others can be described in four steps.		In order for DISC assessment to become an effective tool project managers must understand how to use the knowledge gained from understanding different behavioural styles. The process of a behavioural modification in communication and understanding of others can be described in four steps.

	#The project manager must understand the different DISC behavioural styles. Project managers most understand key qualities of each style, what motivates and what each style dislike in terms of communication, types of tasks, work environment et cetera. Furthermore, it is important that the project manager understands how to communicate and how to empower different behavioural styles.		#The project manager must understand the different DISC behavioural styles. Project managers most understand key qualities of each style, what motivates and what each style dislike in terms of communication, types of tasks, work environment et cetera. Furthermore, it is important that the project manager understands how to communicate and how to empower different behavioural styles.