ROLE PROFILE How to use to create a DISC graph of the Job or Role

By Carol Dysart, M.Sc. Counseling, DISC Consultant Excellerated Business Schools for Entrepreneurs is proud to bring this Profiling Service to our clients, strategic alliances and graduates. All consulting is led or supervised by our long-time associate and Master DISC Consultant, Carol Dysart, M.Sc. Counselling, who has provided the DISC profile to our Money & You programs since 1980. Further information on the Personal and Role Profiles is available on request through our Web site at http://www.excellerated.com. The best investment that a company can make to maximise the full potential of each manager, team leader and employee is a “PeopleSmart” system – a Personal Profile for each person and a Role Profile for each job. It starts with a Personal Profile for each team member and top candidate. This creates an updatable “instruction manual” on how to manage, motivate and get the most job satisfaction and productivity from this person. Updated regularly, the profile can also be used throughout one’s career as a guide to effective management, as well a quick way to introduce a person to a new team, a tool for goal setting, and the basis of an Action Planning Guide that can be used and updated each year at employee review time. In an employee review, the Role Profile can help determine how closely the ideal job behavioural requirements have been matched by the person in the role and when hiring, it clarifies exactly how you expect the ideal person to perform that job – style-wise. With the insight and clarity of a Role Profile for each position title, every person knows the style in which their job should be done. Add the Role Profile into the Job Description and use it to write the advertisements for job openings. Use it also to clarify expectations with each employee in each role. To get the most from an investment in the Master Role Profile Library and the DISC Personal Profiling, it is important to train the manager / team leader to:

• Learn the “language of DISC” (a 2 to 4 hour training session) • Create a Role Profile for each of the Roles or Jobs they manage as well as a

profile of their top producers created as a Role Profile. • Match each Role Profile with existing and prospective team members to guide

each discussion and allow them to further: o Clarify role expectations o Understand each person’s specific needs, values, and motivators o Coach and develop that person o Create and maintain the type of work environment that will naturally inspire

and motivate that person.

Productivity, team alignment, and job satisfaction will soar in direct proportion to the team leader/manager’s level of clarity and ability to use and interpret these simple instruments on a daily basis! Without the benefit of these tools, employees are left on their own to make up how to do the job. With no clarity on HOW the job should be performed, they will end up doing it their own way! This makes it harder to hire a replacement or to clone your best performers.

To create a Role Profile for a position in your organisation, follow these simple instructions…

PeopleSmart Solutions - DISC Profiling Consultant s Fax 1-208 975 5887 Email carol@profileu.com

ROLE PROFILE How to use to create a DISC graph of the Job or Role

By Carol Dysart, M.Sc. Counseling, DISC Consultant INSTRUCTIONS:

1. Make four copies of the profiling form. Keep one to record the final consensus and send back in, and give a blank to three people who understand the requirements of the role for which you are hiring – ideally the supervising manager, a co-worker who interacts with the person in this position, a person who has been doing the role well, or the department manager.

2. Give each the current job description plus a list of all the tasks the person in this role performs on a regular basis - (everything - including if they unlock the doors or put the coffee on in the morning) so that the answers are being based on the same criteria and requirements.

3. Review your company's Vision Statement and Mission Statement as well as any other goals you might have established for the department so that the culture you are trying to create is captured in the way each job should be done.

4. Informed by the above, each person should consider and mark his or her own answers to the Role Profile. (There is no time limit to this profile)

5. When all three are ready, come back together, match answers and discuss any where there is not complete agreement.

6. Make a written or taped note of any discussions so they can be added to the final Job Description. This should be used during the hiring or orientation process. It may also be valuable to have your top candidates complete a Role Profile on what they think the Job requires, so you can clarify, from the start what is important to know about the way the job is to be done.

7. Email or fax back the final profile form in for processing and you will receive the Role Profile Report back within 24-48 hours. This report includes a Profile graph, a Textual Description, and other indicators of intensity of style requirements.

8. Compare the final Role Profile DISC graph to the Job Chart to make sure the words that match the graph describe the Role as you saw it. Note any adjustments to be made in the Position Manual and Job Description.

9. Clients can access past Personal Profiles and Role Profiles during their contract period to comparing other candidates to the Master Role Profile at any time.

The Role Profile is also helpful to identify and communicate expectations for special short term team projects or volunteer groups.

PeopleSmart Solutions - DISC Profiling Consultant s Fax 1-208 975 5887 Email carol@profileu.com

ROLE PROFILE How to use to create a DISC graph of the Job or Role

By Carol Dysart, M.Sc. Counseling, DISC Consultant

PeopleSmart Solutions - DISC Profiling Consultant s Fax 1-208 975 5887 Email carol@profileu.com

Role Title ___________________________________________ Date: ___________ Role supervised by: ____________________ Title: _____________________________________________ Contact: ______________________________________________ Tel: ( ) _________________________________ Fax: ( ) ____________________________ Email: _______________________ Role Category for this profile: ____ Exec ____Mgmt ___Admin ____ Sales ____ Technical ___________ ____Other _____________________

ROLE PROFILE INPUT FORM 1) Give three people who interact with or know the job well this form, a list of the tasks, and successful performance measures for the role. 2) Look at each set of statements and decide which behaviors are (M)OST often and (L)EAST often used for successful performance of this role with

this corporate culture, people, clients and economy. (When all or none seem more important, rank answers, taking the top and bottom choice.) 3) Discuss and reach final consensus with a PeopleSmart facilitator or in-house trainer. Record final consensus form and any notes about why

certain answers were finally selected, and then return the final consensus form for processing as directed.

M L M L 1A Capability of dealing with human problems 13 Willingness to comply with orders B Aptitude for promoting cooperation in a group Confidence to make a decision on limited information C Willingness to take risks Uncomplaining attitude to unpleasant tasks D Enthusiastic approach to life Strong social skills 2 Readiness to act without others’ support 14 Readiness to listen to new ideas Aptitude for understanding complicated problems Willingness to help others Self-confidence Efficient attitude, focusing on results Good listening skills Ability to remain cheerful under pressure 3. Loyalty to the organization 15 Precision and interest in accuracy Ability to derive satisfaction from work Patience to deal with undemanding or repetitive work Rigor in following defined procedures Ability to assert a point of view Strength of will Sense of humor 4. Uncompromising personality style 16 Verbal skills Willingness to follow established work patterns Readiness to rely on other people Even temper and pleasant nature Willingness to cooperate with others to complete a task Ability to present an idea skillfully Ability to make decisions 5 Readiness to compromise 17 Tendency to approach decisions with caution Professional, polished appearance Refusal to accept defeat Concern for accuracy and detail Ability to convince skeptics Ability to take personal responsibility Steadiness of personality when things go wrong 6 Competitive attitude 18 Considerable self control Consideration of others’ points of views Readiness to give the benefit of the doubt Absence of reservation or shyness Ability to put others at their ease Ability to produce precisely detailed work Unconquerable character 7 Professional image 19 Respect for superiors Readiness to make decisions which might be unpopular Ability to achieve an end by any means Powers of tact and diplomacy Positive attitude Readiness to stay at one job level Tendency to carefully consider implications of actions 8 Friendly and sociable nature 20 Persuasiveness Readiness to listen to others’ problems Inquisitive, probing nature Focus on matters of accuracy and detail Energetic and vigorous personality style Forceful personality style Readiness to accept failings in others 9 Confidence in personal abilities 21 Ability to communicate effectively with strangers High boredom threshold Respect for those in authority Good social skills Unwillingness to accept defeat Willingness to follow a strict system of rules Persistence to see a task through to the end 10 Strength of character 22 Strong team-orientation Social confidence and outgoing nature Readiness to acknowledge others’ contributions Ability to work under close supervision Readiness to state opinions Ability to understand complex instructions Trustworthiness 11 Relaxed style 23 Self-starting approach Understanding of the needs of others Tendency to take the initiative in social situations Tendency to avoid taking risks Preference for team or group-based activities Possession of a strong will Capability of creating rules or procedures 12 Ability to put ideas into words 24 Willingness to put trust in co-workers Tolerance of others Interest in maintaining the status quo Independence of character Direct management style Readiness to work through a task to the end Focus on improving productivity