Extended DISC Personal Analysis - Frequently Asked Questions
Written on the 10 November 2010 by nn Andrews CSP
The interpretation of the Profiles is based on the original DISC Theories and the Extended DISC Theory. To understand fully the role of the different questions in forming the profiles would require understanding of the calculation rules for the Profiles.
Step 1 is the theoretical framework behind the system. This requires deep understanding of the theory and logics how the system works. Being aware of the theory is important for the end user also to be able to understand what the tool can do and what it can not do. Understanding the technical logic behind the tool is not necessary.
Step 3 is the application of the information in some environment. This part requires the understand ing of the tool theory and especially the understanding of the context where the information is to be applied. This part is totally culture bound and requires understanding of the culture.
Again, you need to understand the environment where the results are to be applied. If someone gets a D profile, it means that the person prefers a D response/behavior. But what does it mean in Thailand? This is something the tool doesn't know; it only knows that compared to other Thai people this person is more D. It is then up to those who understand the culture to know what does D exactly mean in Thailand.
The validation study is a process where we check if the tool can identify within this culture the different behavioral traits.
It helps the interviewer to get into deeper level much faster than without it. It works as a shortcut to understanding the individual. In the recruitment decision itself it helps us in identifying what are the potential areas where the person will feel more and less comfortable with. And in after-recruitment phase it gives us supporting information on how we could best manage the person to keep both his motivation and performance levels at maximum.
The different levels are used for different purposes. In general training to the system, Leve l 1 is often deep enough. In applied training (like sales training) Level 2 is often appropriate. In that case every 40th person on average get the same result (Profile combination). The Diamond is similarly divided in levels:
Generating the Report
For each combination there is a separate text bank from which the actual report is generated. The text bank enables 228 383 696 totally different Text Pages to be generated. (Note! Our competition at best can create about 200 different texts). It is possible for two people belonging to the same Diamond Level 4 class to have partly the same text but unlikely to have exactly the same text, unless they belong to a very rare class where the text bank for that class is smaller.
Motivators Page is also based on the Diamond Level 4 classification. The Graphical Page and the Additional Pages are based on the Profiles Level 3 classification. The Flexibility Zones is based on the Diamond Level 4.
"What's the main advantage of the Diamond?"
Author: nn Andrews CSP