Understanding PeopleKeys® Assessments

Understanding PeopleKeys® Assessments

What is DISC?

DISC is a personality assessment based on Dr. William Moulton Marston’s DISC model of observable human behavior. His DISC theory determined that there are four primary categories, or quadrants, of personality. Every person possesses some amount of each trait but will have certain traits, or categories, that are more prevalent than others. Every individual is unique, and each person’s combination of the four DISC personality type traits will be unique to them. The DISC test measures the prevalence of each trait in an individual.

The DISC styles are not black and white. We all have some level of traits from each of the four types in our personality. It’s just a matter of what combinations are high or low. For example, a high level of dominance predicts our behavior in the same way a low level of dominance does, so intensity does matter. When analyzing a person’s personality style, we look at which combinations are highest and consider how high or low each DISC style is on the DISC graphs.

By taking a DISC assessment, we can determine how someone will act, react, communicate, handle conflict, and even organize a project or workspace in a given environment. The resulting DISC report provides much detail into DISC personality type when looking at the primary, secondary, tertiary, and even absent DISC style traits.

The DISC Assessment

What does this assessment measure?

The DISC assessment measures the four quadrants of a person’s personality. The results can show us one’s predictable behaviors, style of communication, preferred environments, reactions to conflict, and more.

The four quadrants of personality:

DISC Quad
  • D = Dominance – The “D” Personality Style is Direct, Quick to Make Decisions, and Likes to Control Situations

  • I = Influence – The “I” Personality Style is Outgoing, Optimistic, and Likes to be the Center of Attention

  • S = Steadiness –The “S” Personality Style is Stable, Reliable, Consistent, and Likes to be Safe & Secure

  • C = Compliance –The “C” Personality Style is Organized, Detail-Oriented, Creative, and Likes to be Correct

Read More on DISC Theory

What are the applications of the DISC profiling tool?

The DISC assessment is one of the most versatile assessments available. It can be applied to business for purposes, such as hiring, team building, leadership development, sales training, conflict resolution, stress management, and increasing communication and productivity. The DISC assessment can also be applied to areas such as education, for purposes such as career guidance, bully prevention, goal setting, and a better understanding of student strengths and potential limitations. Other applications include personal relationship development, and placing volunteers or hiring in ministry or non-profit organizations.

Read More on DISC Applications

Benefits of DISC

Organizations embracing DISC may benefit from improved communication, less misunderstanding and conflict, shorter meetings, more effective teams, better cooperation, increased productivity, improved employee retention rates, and improved financial performance. Key areas where DISC is particularly useful:

Developing
Leaders

Business
Hiring

Team
Development

Ministry

Education

View DISC Catalog

The T.E.A.M.S. Roles Assessment

What does this assessment measure?

The T.E.A.M.S. Roles assessment measures five identifiable thinking styles that one may display while working on a team. This assessment can be applied for individual understanding or to identify different working styles amongst a group or team.

The five T.E.A.M.S role styles are:

T = Theorist – The Theorist comes up with new ideas and guides the direction of thought and possible action in the group. This person thinks, “What are we doing and where are we going?”

E = Executor – The Executor is a doer and an accomplisher. They think, ”What do I need to do towards completing this task?”

A = Analyst – The Analyst looks at the plan, the information, and the steps to completion and questions whether it is correct, accurate, and makes logical sense. This person thinks, “Are we doing the right thing?”

M = Manager – The Manager leads people, creates groups and teams that are in harmony, and oversees the process towards execution. They think, “Who is doing what? What overall milestones have we accomplished? Are we on track?”

S = Strategist – The Strategist takes ideas and creates a strategy for execution. This person thinks, “How will we accomplish that? What are all the steps and pieces?”

What are the applications of this profiling tool?

The T.E.A.M.S. role thinking style assessment is often applied in business circumstances in combination with the DISC, workplace Values style, and Behavioral Attitudes Index (BAI) assessments for a truly 4-dimensional view of a person. This assessment is used most commonly for hiring, team building, and leadership development.

The Workplace Values Style Assessment

What does this assessment measure?

The workplace Values Style assessment measures one’s internal motivators. These factors impact our decision-making.

The four values styles are:

L = Loyalty – Someone with high loyalty will remain loyal to a person or a system. They will stick with something no matter what and this guides their decision-making.

E = Equivalence – Someone with high equivalence expects that everyone will be treated the same, with the same set of rules and benefits at all times. This value guides their decision-making.

J = Justice – Someone with high justice is willing to compromise in the moment and use different sets of rules for different people, as long as the end result is accomplished. This value guides their decision-making.

P = Personal Freedom – Someone with high personal freedom cares about his or her own levels of independence and freedom. They like to do things on their terms or with their own set of rules and this guides their decision-making.

What are the applications of this profiling tool?

The workplace Values style assessment is often applied in business circumstances in combination with the DISC, T.E.A.M.S roles thinking style, and the Behavioral Attitudes Index assessments for a truly 4-dimensional view of a person. This assessment is used most commonly for hiring, team building, and leadership development.

The Behavioral Attitudes Index

What does this assessment measure?

The Behavioral Attitudes Index (BAI) allows you to uncover the hidden motivators, or passions, that influence the way we think and act.

The six behavioral attitude styles are:

I = Inner Awareness/Spiritual Growth – A desire for balance, harmony, and self growth

S = Social/Humanitarian – A desire to help others altruistically

P = Power/Political – A desire to be in control or have influence

E = Economic/Tangible – A desire for financial security or economic gain

A = Artistic/Innovative – A desire to express uniqueness or individuality

K = Knowledge/Proficiency – A desire for learning and greater understanding

Like it or not, attitude matters in job performance and personal life. Depending on the specific attitudes present, individuals will either excel or struggle in different environments. Awareness of these Behavioral Attitudes provides a sound basis for decision making.

When a person is engaged in a task that complements the Behavioral Attitudes they value, we tend to say they have a “positive attitude.” Conversely, if a person is engaged in a task that is not aligned with their Behavioral Attitudes, we classify them as having a “negative attitude.”

Aligning career and personal goals with knowledge of your Behavioral Attitudes can help you make choices that allow you to feel more positively about your work, and allow you to be more effective and productive.

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The Perceptual Assessment

What does this assessment measure?

The Perceptual Assessment measures how one receives information, also known as a learning style.

The three learning styles are:

Visual – A visual learner best receives information by seeing it.

Auditory – An auditory learner best receives information by hearing it.

Kinesthetic – A kinesthetic learner best receives information by doing it.

What are the applications of this profiling tool?

This tool is primarily used with students for the purposes of improving study skills and ultimately increasing GPA. It’s very beneficial not only for a student to understand this information, but also for teachers, tutors, and parents.

The Cognitive Assessment

What does this assessment measure?

The Cognitive Assessment measures how one processes information, also known as a thinking style.

The four cognitive thinking styles are:

Literal – Thinks in the concrete, not the abstract.

Intuitive – Thinks based on instincts and gut feelings.

Theoretical – Thinks in abstract and theoretical concepts.

Experiential – Thinks based on what they know through experience.

What are the applications of this profiling tool?

This tool is primarily used with students for the purposes of improving study skills and ultimately increasing GPA. It’s very beneficial not only for a student to understand this information, but also for teachers, tutors, and parents.

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