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Disc In Performance Management
Disc In Performance Management & Coaching.
Rethinking “Square Pegs in Square Holes”
While there has long been concern about “pigeon-holing” and “stereotyping” people, current I/O Psychology research is discovering (or rediscovering) the value of “good fit” or “square pegs in square holes.”
However, contemporary I/O research and practice indicates that it may be time to reconsider the square peg approach and develop methods to apply it to knowledge and service work. Organisations are beginning to discover significant benefit in improved job performance as demonstrated by employee engagement and retention when “job fit” and “organisation fit” are considered.
Develop performance now with DiSC Action Planners eBrochure.pdf.
Job Fit: Job Fit leads to finding work that is naturally self-renewing and energising. When our job requires us to use behavior that is very different than our natural style or personality characteristics it costs us energy to adapt to the different requirements. When that cost is too much, it may become difficult to replenish our energy given the demands of a busy life. On the other hand, when we have a good job fit, our job allows us to use our natural style in the fulfillment of our daily work activities so we are not spending energy adapting to different behavioural requirement but are able to spend more time in a state which replenishes energy and sustains performance.
Achieving world-class performance. Much has been researched about the factors that are necessary to produce world class results at the level of individual performance. In their research, they have discovered that job fit is essential to world class performance. In other words, to generate world class performance an individual has to have naturally the occurring strengths or talents that are required for performance in that position. If someone, does not have the naturally occurring strengths or talents, they may be able to generate “good enough” performance with adequate training, coaching and effort but not world class.
DiSC is an an Energy Model of Individual and Organisational Performance Management
When we look at the changing conditions of work: the nature of work has changed from production of goods to service and knowledge work, flattened organisations, increased time demands, work-family life balance, access to information, full employment, job mobility we see that we need to rethink our approach to job and organisation fit.
Sample DiSC Managing This Person Action Plan.pdf
If we look at human systems as energy systems, we can begin to identify the best uses of energy in applied practice. In a simple four-factor DiSC system, we can also identify four major areas of energy drain or nonproductive use of energy. The primary consumer of energy that is non productive (does not lead to the results we desire) is conflict. We can look at these four areas and identify sources of conflict.
1. Me versus Me Conflict: Intra-personal Sample Indra Profile
2. Me versus You Conflict: Inter-personal
3. Me versus the Job: Personal-job conflict
4. Me versus the Organisation: Personal-organisational conflict.
We’ve spent a lot of time in training and development dealing with issues in the first two categories, intra-persona and inter-personal. Now, we are beginning to develop applied practices to address the second two categories by developing methodologies for assessing job fit and organisational fit.
DiSC & Execuitve Coaching - Application Of The Reports.pdf
Allow DiSC and our wide range of DiSC applications to help you build world class performance in the people you work with. Using our EPIC platform and applied DiSC, you'll help people to go that that extra mile for their business and ensure that you maixmise their potential.
While there has long been concern about “pigeon-holing” and “stereotyping” people, current I/O Psychology research is discovering (or rediscovering) the value of “good fit” or “square pegs in square holes.”
However, contemporary I/O research and practice indicates that it may be time to reconsider the square peg approach and develop methods to apply it to knowledge and service work. Organisations are beginning to discover significant benefit in improved job performance as demonstrated by employee engagement and retention when “job fit” and “organisation fit” are considered.
Develop performance now with DiSC Action Planners eBrochure.pdf.
Job Fit: Job Fit leads to finding work that is naturally self-renewing and energising. When our job requires us to use behavior that is very different than our natural style or personality characteristics it costs us energy to adapt to the different requirements. When that cost is too much, it may become difficult to replenish our energy given the demands of a busy life. On the other hand, when we have a good job fit, our job allows us to use our natural style in the fulfillment of our daily work activities so we are not spending energy adapting to different behavioural requirement but are able to spend more time in a state which replenishes energy and sustains performance.
Achieving world-class performance. Much has been researched about the factors that are necessary to produce world class results at the level of individual performance. In their research, they have discovered that job fit is essential to world class performance. In other words, to generate world class performance an individual has to have naturally the occurring strengths or talents that are required for performance in that position. If someone, does not have the naturally occurring strengths or talents, they may be able to generate “good enough” performance with adequate training, coaching and effort but not world class.
DiSC is an an Energy Model of Individual and Organisational Performance Management
When we look at the changing conditions of work: the nature of work has changed from production of goods to service and knowledge work, flattened organisations, increased time demands, work-family life balance, access to information, full employment, job mobility we see that we need to rethink our approach to job and organisation fit.
Sample DiSC Managing This Person Action Plan.pdf
If we look at human systems as energy systems, we can begin to identify the best uses of energy in applied practice. In a simple four-factor DiSC system, we can also identify four major areas of energy drain or nonproductive use of energy. The primary consumer of energy that is non productive (does not lead to the results we desire) is conflict. We can look at these four areas and identify sources of conflict.
1. Me versus Me Conflict: Intra-personal Sample Indra Profile
2. Me versus You Conflict: Inter-personal
3. Me versus the Job: Personal-job conflict
4. Me versus the Organisation: Personal-organisational conflict.
We’ve spent a lot of time in training and development dealing with issues in the first two categories, intra-persona and inter-personal. Now, we are beginning to develop applied practices to address the second two categories by developing methodologies for assessing job fit and organisational fit.
DiSC & Execuitve Coaching - Application Of The Reports.pdf
Allow DiSC and our wide range of DiSC applications to help you build world class performance in the people you work with. Using our EPIC platform and applied DiSC, you'll help people to go that that extra mile for their business and ensure that you maixmise their potential.