Successful Onboarding with DISC

Incorporating DISC for a Successful Onboarding Program

Joining a new organization can be exciting and intimidating. It signifies a unique opportunity to meet and connect with people, demonstrates technical knowledge, skills, experience, and most importantly, become a contributing member of a new team of professionals. Regardless of the length of time it takes a new employee to complete an organization’s onboarding process, day one is critical to establishing a positive first impression. Day one is the FIRST opportunity to communicate to the employee they are a valued member of the team! Here are three considerations for building a successful onboarding program by incorporating DISC:

1. Equip staff with exceptional interpersonal skills

An onboarding staff trained in DISC behavioral styles will result in outstanding customer service, customized to the employee. Additionally, knowing the employee’s DISC style will enable staff to establish positive communication at first interaction—a foundational element of trust and respect (relationship-building).

2. Develop an onboarding packet relatable to all DISC styles

It is possible to compile a welcome package that includes key information helpful to each DISC style. The following are examples of how to customize based on primary traits.

“D” Style: Include documentation highlighting the organization’s mission, values, goals, and key personnel with department and contact information. Reference additional online information resources available. Provide a timeline for onboarding completion. “D’s” are big picture, task-oriented, strategic thinkers looking to establish a sense of ownership and direction.

“I” Style: Include an overview of current organizational goals and highlight recent successes. Offer to provide a tour of the facility and work centers for meetings and greeting. If applicable, provide information on current opportunities for a team or cross-functional collaboration. “I’s” are people-oriented communicators looking to join the team and dive into ongoing projects.

“S” Style: Include a detailed list of onboarding requirements with associated organizational support services, deadlines, and a point of contact as a central reference for assistance. Offer to provide staff and team introductions, as needed. “S’s” are reserved, people-oriented observers looking to establish trust and connection.

“C” Style: In addition to a detailed list of requirements, services, and timelines, offer the opportunity to review the onboarding packet and address any questions or concerns. Reference additional online informational resources available, such as organizational charts and phone rosters. “C’s” are task-oriented, analytic thinkers looking for information to gain clarity and understanding.

3. Identify DISC styles of organizational leadership

This may often be overlooked, as many are often more concerned with the personalities of those they are working directly with or for on a day to day basis. Consider the fact that many employees rarely interact with senior managers and leaders within the organization; however, they are the leaders who establish the organization’s mission, values, and goals, and guide the organization and its teams in the direction of success. It is extremely helpful for new employees to gain insight and understanding of leadership DISC styles. This will aid the employee in establishing positive and effective communication and interactions from day one.

Onboarding programs are important, whether online or in person. With DISC, processes can be streamlined, information can be customized to support every new hire, and organizations can establish a culture founded on employee and mission success. Click below and download a free eBook on Onboarding for Every Personality Style.

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Written by: Lindy Lamielle

Lindy is a Certified Behavioral Life Coach and DISC Consultant who enjoys speaking and writing about personal growth and professional development. She has a MA in Executive Leadership from Liberty University, and 20 years of experience in areas of leadership, management, and communication as a United States Air Force veteran. Personality Style: S/I

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