Every business starts somewhere. According to Foundr magazine, the average number of founding team members is 2.09. So, let’s say, 2-3 people. That’s where a start-up begins. At that point, there is so much being created, tested, reiterated, and discovered. There is no operating manual. The pace is quick, the energy is high, and days are long. In my experience, certain personality styles are drawn to this stage naturally. As the company figures out its direction and begins to grow into a scale-up situation, other personality types are needed to take the company to the next level. In either stage, one can flex their style, so let’s look at the growth phases through the lens of DISC theory and TEAMS thinking style.
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Hiring decisions can be tough, as bringing a new person onto your team is a multidimensional process based on skills and experience, integrity and past performance. Business owners and human resource managers have a unique tool in their toolbox to help determine the overall fit of any potential hire with the existing team. By having each member of your team take a personality assessment, you can gather a lot of information to help you communicate better with them, help motivate them, as well as have a good understanding of their stress points. With the PeopleKeys Group Dynamics Report, you can then pull all of those results together (up to 55) to get an overall account on how your team fits and works together.
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The American Psychological Association labels psychological resilience as “the process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress — such as family and relationship problems, serious health problems or workplace and financial stressors.”
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The DISC personality system is often used in predictive hiring processes to see how well a job candidate fits the job characteristics. Likewise, knowing yourself and your DISC profile can help you apply to the best fitting position. But what about preparing for an interview? Let’s look at each DISC style, mistakes to avoid, and questions to ask during an interview:
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Job interviews, regardless of how experienced you are in life, can be nerve-racking, stressful, and seemingly difficult for most people. Utilizing DISC Theory and behavioral principles will provide you a more relaxed approach as you take on the interview process. The more confident you are in yourself, the better your interview will go. As you prepare for your next interview, here are three crucial things to discover about yourself and your future employer using observable behavior and the DISC assessment:
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As the young generation Z is stepping into the workplace, employers and HR practitioners are asking themselves what is the best way to onboard this new cohort of personalities. Remember, many of these youngsters are experiencing a workplace environment for the first time, and one which doesn’t match their personality may result in a longer adjustment period or maybe even a mental block. Utilize DISC reports during the hiring process to warm up the workplace environment for new Gen Z employees.
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Prior to our current economic boom, the period from 1997-2000 was one with the lowest unemployment rate in 3 decades. I was running an outdoor-based school and needed to hire a team of 20 seasonal staff for jobs with long hours and little pay. You could have made more money and had more free time working at McDonalds. Yet, I had a full staff at the start of orientation. How was this possible? The answer is simple – successful coaches know how to hire by utilizing personality strengths.
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Every personality style has its major fears and many recruiters are following the path of discovering these during the job interview. Their goal is determining how these fears and limitations would affect the candidate during job performance, so HR managers and career coaches may try to bring their interviewee out of their comfort zone. Understanding behavioral styles and a dedicated certification in DISC may help these professionals not only become better at communicating and minimizing conflict, but it also helps you understand how to best address those difficult job interview questions that tend to catch everyone off guard.
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Hiring has always been a two-way process, even though many HR professionals, coaches, and business owners can be making the mistake of accepting it as a one-sided road. There is a switch in the hiring market, and most companies don't really want to talk about it – especially when hiring for high-level positions.
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Today, career coaches hold a valuable place in society as they help people find roles that are fulfilling, challenging, and exciting. To achieve this, career and guidance counselors at high schools as well as independent coaches need as much information about their clients as possible to encourage them to make good decisions. As a first step in any consulting process, coaches need to develop a strong understanding of different personality types and the achievements their clients will find most fulfilling by undertaking a certification in behavioral analysis. The behavioral personality assessments by PeopleKeys provide ample opportunity to help students and coachees make life-changing decisions. Here are some of the key components to consider for career guidance:
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