This is a pretty important question to ask and is crucial to determining if to use an assessment tool, and which one.
Why do you want to start using an assessment? For recruitment? Development? Team Building? Collaboration? Leadership improvements? Do you have more than one goal? Do you need more than one assessment?
2. Is it reliable and valid?
I know it can be mind numbing to read those psychological papers, but it really is vital to know that what you intend to use is reliable (if you redo the assessment within a short time frame the results are not significantly different) and valid (it measures what it purports to measure). Luckily the larger assessments will generally advertise their tools with some reliability and validity data, or you can just ask for it.
One thing to keep in mind is that DISC is not like other well known inventories such as HBDI, MBTI, LSI or EQi-2.0 which are each owned by a single company. The DISC theory was not patented when created by psychologist William Marston, so there are MANY different DISC versions, with different questionnaires, and different reports. You may also discover different definitions of what DISC stand for. Therefore if considering DISC, you really need to do your homework on the reliability and validity of the particular DISC assessment you are considering using.
3. How will we integrate it?
Once you have initial assessment and workshop, then what? Do you have ideas and tools of how to integrate it into the workplace? What’s the plan over the next 6-12 months to embed the tool?
Once you have answered these questions you should have a nice and short, short-list of assessments. The next question is:
4. What have we done before?
If you want to introduce a 360, but your leaders have never done an assessment before, that is probably not the best place to start. Self awareness is great… and best when layered.
First start with a tool that is not as confronting, such as DISC (measures behaviour preferences) or HBDI (measures thinking preferences). Once this has been embedded, it is more appropriate to move to a tool that is more development focused such as a 360 or an Emotional Intelligence assessment.
If you have used other assessments before, then it is a good idea to look and what may complement them. For example, if you have done MBTI , you wouldn’t then introduce another personality assessment such as 16PF. This then takes us back to the first question of “Why” in order to consider what is best to implement.
Want to introduce an assessment tool, but you don’t have the resources to begin? We’d love to help. Just contact us for a confidential discussion!
The Boring Bits:
All data and information provided on this site is for informational purposes only. Amplify HR makes no representations as to accuracy, completeness, currentness, suitability, or validity of any information on this site and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. All information is provided on an as-is basis.