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DISC Personality Assessment | Inside KlientBoost Episode 034

DISC Personality Assessment | Inside KlientBoost Episode 034

– DISC, it’s a personality assessment. So D stands for dominance, I is influence,
S is steadiness, and C is compliance. So it basically is the behaviors that a person
has, so somebody can be a high D, high I, so they have behaviors of dominance and influence,
with having a low S, low C, makes that person kind of a go-getter, you know, so yeah all
the different sorts of behaviors kinda determine how someone acts when they’re around. We use it for hiring, for making sure people
are in the right roles, so, you know, we’ve seen trends especially with the AMs here we
have a bench mark. And so we look at the DISC assessments to
see where they might fit in. Same for our designers, project managers,
brand, it all kinda comes together like that. – So today I’m gonna be meeting with Cyrus
of XQ Innovation to discuss not only my DISC but kind of more of my own journey and leadership
here and how we can be having better conversations with employees about kind of what their thoughts
and dreams and hopes and strengths and weaknesses are. XQ came into KlientBoost a few years ago
actually. Back in the olden days, we were growing really
fast but we recognized that there was this entire dimension we weren’t really speaking
about when it came to personalities. So we had him come in and actually do an assessment
on the leadership at that time and it opened up a whole new way of communicating about
personalities through the lens of the DISC, the dominance, influencing, steadiness, and
compliance. And so what it allowed us to do is to start
having better conversations with each other because we could recognize how other people
might be thinking or perceiving or the best ways to communicate with them. And over the course of when we first brought
them in to now, it’s something that has been totally, you know, infused into KlientBoost
now. Almost everyone takes the DISC assessment. It’s part of our onboarding process, our hiring
process. And we use it for all of our conversations,
so it’s become common language here and it’s been really helpful and really impactful for
us to be able to have these conversations, thinking more about who we’re talking to and
less about just what we’re talking about, so it’s been pretty instrumental in kinda
taking things to the next level from a management/personnel perspective. So this is Cyrus of XQ Innovation. So Cyrus has been with us for a long time,
and he’s been kind of our shepherd on this journey of the DISC and basically helping
us understand ourselves better and how to communicate with our employees better. – How’s it going? – So when we’re looking to hire for the sales
team, the DISC elements that we look for are primarily high D, high I’s. The reason for that is a high D, the dominant
personality trait. Sales is sort of a goal based objective. You have to have kind of that problem solving
initiative and that kinda wanting to close the deal sort of thing and now I gotta redo
it. – [JD] My bad. – [Stone] Is JD a high I? – Super high I, super high I. – Yeah JD actually is a high D, high I. So that would make sense that he is one of
our top closers and best sales people for the company, ’cause like I mentioned, you
need that high D for that kinda problem solving, that ability to close deals. But high I’s are good people persons, I guess
you’d say. They’re people that are enthusiastic, they’re
magnetic, they’re persuasive, and they get people excited, which ultimately for sales,
those are kinda the two primary traits you need. – And account managers, you know, account
managers can be kind of a, we have a benchmark but it could be a wide variety. The trend, we do have account managers that
are, some are high Cs, some are low Cs, and some are high Ds, some are high Is, but we
start to see a trend around the high I’s. So around the people who like to interact
with other people, who are social, they want to be the center of attention, Matt Nelson,
they are optimistic, you know, they can get people to follow behind them, so they get
people to believe in what they’re saying. So we often have a lot of high I’s that work
here. A lot of fun people. A variety of high D’s, which is also something
you kind of need, but you don’t always need that, you know? Being a low D means you’re a little more patient,
you can listen more, whereas a high D, you’re really quick to problem solve. So you can have different types of behaviors,
but yeah we do start to see trends. – [Stone] So, JD’s a high I, high
D. – [Man Offscreen] It’s literally I was . – Oh, you’re talking about the XQ? I don’t even know. I think I’m a high D. – [Woman] You’re a very high D. and high I. – Very high D. – Very high I, low S, low C. – Very high I? – Yeah. – What’s I again? – Influence, you’re social, center of attention. Optimistic, positive. – And what’s S? – Steadiness. That means you could, you’re a low S. – [Jenn] You’re a very low
S. – I’m a low S. – You’re super low S. – So I’m not steady? – No, you’re not steady. – [Jenn] You like change. Yeah you like change. – You jump into things. – Yeah, you like to start something and not
finish it. You’re like let’s try this, try this, try
this one. – Yeah, I’m big on that. I’m big on that, and C? – Compliance. – Yeah, that. – You’re a high risk taker, that means you
take a lot of risks. – [Johnathan] Whoo! – So that’s actually a really good DISC for
a leader. – Yeah. – Yeah. – Tiffany what are you? – High C, high S, and then like…. – Low D. – Low D. – She’s very patient. – And then the I was above average too. – Tiffany is a very patient, very stable person. – I’m trying. – I want to guess people’s DISC. Yeah that’s a good one ’cause I know their
DISCs. – Oh Maleri, hi. – [Maleri] Hi. – Are you saying hi as in hello, or as in
like high D? – It was towards that but then she said hi
to me and I was like hi. – Oh, what are we doing? – [Kim] She’s gonna assess your DISC. She’s gonna tell you what she thinks you are. – Oh my gosh, this is intense. Don’t get it right or don’t get it wrong or
we can’t be friends. – High C. – Isn’t a C… It’s analytical, right? – [Kim] Yeah, it’s the compliance. – Really, you think I’m a high C? – Okay, impressive. I think you’re high D too. – Yeah, you are high D. – High D. – [Kim] Dominance, aggressive. – Way too dominant. – [Kim] No, no such thing. – Lower I? – I like it. – I don’t know, I think you have a high I.
I’m bad at this. Spencer’s a interesting one, just so you know. – What? – [Kim] Your DISC. – Oh, is he like low everything? – Oh. – [Kim] I’m just kidding . – Shots fired. – [Kim] You have zero behaviors. – I can see you as high. – [Kim] Look at his face. – If you get this wrong. – [Maleri] That’s what I said. – Actually if you get this wrong you’re gonna
be terrified actually of what this means. – [Kim] That’s very true. – Is that a hint? – Kind of. – Okay. – Well, the results of this mean. – So do you know… There’s some certain anbormalies . Wow I can’t talk. There’s some abnormalities, yes, that’s the
word. Abnormalities with DISCs. – Oh really, so people can have really strange
ones that don’t line up? Is he like– – You should insert like the Slasher music
here. – Is he pretty even across the board? – Yeah. – That’s like psychopath right? – Look at that face. – I knew it! – No way! – High I. I know you, you’re high I, low D? – Yeah. – Do you know he has a high C? – No, I could see that! He’s like an influencer on Instagram. Like his– – That’s not what I means. – [Kim] He’s 100. Yes it does! – I thought it meant compliance. – [Kim] No that’s C, for compliance. – Oh yeah. Get out of my office. – I’m trying to guess Harrison’s DISC assessment. – High S. No? – Nope. – No? Really? High C? High C, high… – [Kim] Where do you think his I is at? – Low? – [Kim] Yeah. – But I feel bad when I tell people that–
’cause it’s like– – You got a low I. – Yeah it’s like you don’t like people. You should guess Graham’s. – We already talked about Grahams. I know everything about Graham. – High D. – [Kim] Mhm. – Hmm. – He’s a yes man. – [Kim] He is a yes man, that’s a high I. – Wait that’s not good. – Ah, it depends on how you use it. – [Kim] We’re guessing people’s DISCs. What about Grant? What do you think Grant’s number one behavior
is? – D. – [Kim] Woop. – [Kimball] The lights just went off. High D, she got it right. – [Kim] Ooh, what about Kimball? – Low D. – Is that your primary? You are low D. – Yeah. – I think you’re a high S, I think that’s
his number one behavior is a high S. You know what S means? I know we just talked about it recently, but– – [Grant] Isn’t C there too? He’s like the highest C or S? – [Kim] S, he’s the highest S. – [Grant] Highest S in the office. – High S, high C– – And actually I think Sarah has the highest
S. – Ooo! – Which makes sense– – I don’t know. – Kim? I have an issue to pick with you. How come for your three-year anniversary,
you get a whole episode, when I already had, that was the first three year and I didn’t
get nothing, what’s that about? – Well I didn’t try to leave. – [Jenn] Ohhh!

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