DISC Leadership Assessments
Develop your leadership skills with Extended DISC Leadership Assessments.
DISC Leadership assessments evaluate an individual's management strengths and potential. Extended DISC® leadership assessments help business leaders to develop the skills they need to become an inspiring leader, drive results and enhance organisational performance. Leadership assessments support New Zealand business to develop the leadership performance of their management teams.
Each leader has natural leadership behavioural skills and personal strengths that they have developed over their working life. Extended DISC® assessments help leaders to identify, evaluate and utilise these strengths to assist them in leadership development. Leadership profiling tools support leaders and leadership teams to identify and overcome their development areas, transforming them into opportunities that drive results and positive change.
The DISC Leadership Assessments provide leaders with the tools to:
Arguably the world’s most widely used leadership tool, the DISC profile is intuitive and straightforward to use. These tools are a quick and easy leadership assessment tool to use with a large group.
A Lead & Manage DISC assessment will analyse whether you are a people or task-oriented leader and if you are more introverted or extroverted. Extended DISC provides leaders with a framework to improve interactions with others. Leaders will learn how to read others styles and better adjust their style to work effectively with employees.
Leadership 360 Feedback
Open 360° feedback is a tool that allows clients to gather feedback using their unique criteria. Open 360s are a customisable and flexible tool for measuring skills, competencies and behaviours.
A Leadership Open 360 involves receiving feedback from multiple colleagues, managers and direct reports. Occasionally external suppliers also provide feedback. Respondents provide feedback on your leadership qualities. The feedback is then collated into one anonymous report to identify strengths, development areas and blind spots quickly.
DISC and 360 leadership assessment tools provide leaders with practical information to develop confident self-awareness, recognise their blind spots and improve relationships with their employees. Effective leaders know their DISC Style and can quickly identify the styles of others. This fundamental skill equips leaders to build rapport with colleagues and work effectively with others. Your Extended DISC® Leadership Assessment includes information and tips to:
An Open 360 Leadership assessment will help you to:
Some common elements we like our leaders to have are fantastic communication skills, adaptability, fast but fair decision making, and the ability to provide feedback and encouragement. We also want them to communicate the organisational goals clearly and concisely, think strategically about the future and be comfortable with details, facts and figures.
And we expect leaders to have these traits all while leading by example, coaching, being approachable, fair, having empathy and keeping a positive atmosphere and of course being friendly while holding people accountable! I think we expect a lot of our leaders and if you’re familiar with the DISC styles, you’ll notice we want our leaders to exhibit behaviours from all four DISC styles.
A DISC leadership profile will help leaders understand which of these attributes will come naturally to them and which characteristics may require focus and effort to exhibit.
Although it’s most common to read about strengths that leaders should have, there are also some weaknesses leaders need to avoid.
Micromanaging is a commonly talked about weakness of leaders and is a management style where a leader closely observes their team members. Leaders consistently check in on their team members to ensure they are on task and completing these tasks correctly. Micromanaging can also come across as a lack of trust in employees. The best leadership approach is not to manage every detail of each job, but instead, focus on the desired outcomes and trust the team to produce results.
We also expect our leaders to set clear expectations when they don’t team members are left feeling uncertain. Providing adequate direction, outlining expected performance goals and steering away from micromanaging, will help keep your team motivated and accountable.
Each leader has a unique behavioural style and subsequently, their strengths and areas of development. These traits, as well as their learned behaviours and experience, all help shape them into the supervisor that they are. That means that some areas are strengths that come easily to them, whereas other leadership attributes take more energy and effort. It also means that there isn’t one ideal disc leadership style.
Not only do leaders have their unique behavioural traits, so do the people they are leading – their team. The team will comprise a variety of behavioural styles as well. So, for example, where someone may not need a feeling of a ‘connection’ with their boss, another DISC style might find it very important to connect to build their trust in them. Where one team member might want more instructions, plans and schedules from their leader – another member might like a spontaneous, friendly approach and be more autonomous in their role. Each style's expectations and their needs will vary. You can start to see how some of these leaders might not hit the nail on the head all the time with every member – unless they are aware and can adapt.
For organisations to thrive, a business needs to identify what they need from an immediate manager and leader. Open 360s can provide a model for expressing this in a way that the direct reports and manager can understand and quickly put into action.
Open 360 review tools provide leaders with feedback on their performance from a range of people they regularly interact with, including colleagues, peers, direct reports, and sometimes suppliers or customers.
Leaders performance is assessed against core leadership principles including, communication, people performance, influencing and company values. The diversity of feedback cultivates a broad understanding of a person’s leadership strengths and development areas.