Everything Dic Leadership Model

Identifying People Centric Leaders @ DiSC

Culture has become the watchword for today’s businesses and most board room discussions are centred around how the right culture can be inculcated in an organisation. As retention and engagement becomes pressing concerns for businesses having a people centric leader who can set the tone at the top is becoming increasingly important. Leaders today require to be assessed as much as employees so as to ensure that they are effective in adhering to mandates. The Everything DiSC Leadership model is one of the world’s most accepted models for leadership performance.

Everything DiSC Leadership Model speaks of eight different leadership approaches – Energizing, Affirming, Inclusive, Humble, Deliberate, Resolute,

With assessments become commoditised , businesses are concerned about the trustworthiness and reliability of the instruments that are used to assess their employees. This concern is more for psychological assessments since they measure abstract variables like emotion, empathy, or honesty. That being the case, how can a user be ensured that he us being assessed accurately? The other concern is how scientific or credible are the variables on which the assessment is based on.

Well , Everything DiSC 363 for Leaders Assessment is globally accepted and hence there need be no such contentions in the minds of the user. This article will take you on a brief journey through the development process of this assessment tool. The journey has happened in three phases – the alpha phase where contemporary literature review on leadership was undertaken and constructs identified, the beta stage where a pilot assessment was done for both leaders and raters and the confirmatory stage where inputs from the beta stage were revalidated through extensive administration of the instrument.

Alpha

The fact that we may be misjudged or lose our face or even be yelled at keeps pestering us in every conversation with the result that we end up conveying an entirely wrong message. The other aspect of this self –talk is trying to generalize or stereotype based on previous experiences either with the same person or someone similar to him. To escape from the discomfort of having to face the harsh reality of our beliefs or thoughts being wrong, we semi consciously thrust them into the backburner and say what we feel we should and not what we want to say. The result is that we refrain from asking the right questions and end up with just a set of wrong answers and no clue on how to move