I've found that DISC is most helpful when looked at not unnecessarily as a measure of personality (which involves values) but is more a measure of personal style in the workplace and how one approaches a task/project/challenge.
My results showed that I'm a high "D" and a low "S". I think they were spot-on. However, I agree that there is danger in treating the results like a persona-builder for employees. What is really needed is a DISC-type analysis tool for processes, not people. THAT would be helpful. I think the result should be displayed purely visually. Perhaps in the form of automobile types. One score of a company's processes might yield an AMC Pacer, while the other might yield an Audi A8. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Posted from the new ixda.org http://www.ixda.org/discuss?post=25081 ________________________________________________________________ *Come to IxDA Interaction08 | Savannah* February 8-10, 2008 in Savannah, GA, USA Register today: http://interaction08.ixda.org/ ________________________________________________________________ Welcome to the Interaction Design Association (IxDA)! To post to this list ....... [EMAIL PROTECTED] Unsubscribe ................ http://www.ixda.org/unsubscribe List Guidelines ............ http://www.ixda.org/guidelines List Help .................. http://www.ixda.org/help
