Our assessments and surveys are tools for measuring soft skills. They provide crucial information for business development in the context of a given employee (strengths in a given role, areas for growth and sources of motivation), team (what the team’s strengths are but also where misunderstandings can stem from) and company (which personality profile will fit into the organization culture, how to communicate changes and decisions to a given employee group).
DISC D3 is a scientific model of behaviors, a tool for diagnosing and measuring skills that are important in the work environment and translate into the quality of teamwork and personal effectiveness.
As an international model which analyses universal behaviors, values, and attitudes, it has applications in every culture and organization.
Psychometric tool based on the DISC model for use in every HR process, from recruitment, through measuring elements of engagement at work to the development of individual employees' competencies
Anonymous competence diagnosis that verifies managerial competencies and leadership attitude at work for building a strong business.
DISC D3 assessments are a scientific behavioral model, which supports management in all key HR processes: from the recruitment and employee onboarding, through the division of roles in a team, communication, and conflict management up to planning the development of the employees and the organization (upskilling, reskilling), including the leaders themselves.
Hire the best candidate for the specific position at first attempt
Increase the effectiveness of your team, including sales and customer service
Retain the best employees by managing them in accordance with their potential, values, and motivation.
Quickly and effectively implement changes in the company
Resolve a conflict in a team
Develop leadership skills etc.
People are different, but their behaviors are very predictable, and what motivates them to act can be easily diagnosed and then a cooperation strategy can be implemented that will bring tangible results. You can do this by implementing the DISC D3 diagnosis into your organization.
360 Indicator is an anonymous competency assessment which verifies management skills and leadership attitudes to help build a strong business. It provides information on how much a given leader fulfils their role and develops their team and to what extent their self-perception is similar to how they are seen by others.
It is a starting point for supporting the leader in improving their leadership attitude and management skills.
learn what influence a leader has on the persons they work with
design development activities tailored to a specific leader
determine the direction for the development of the team of leaders in your company
verify what skills in your company are the secret behind the leader’s success
We provide training on how to use the tools to measure soft skills and how to design HR processes and activities.
We show how to streamline processes in an organization to avoid wasting money on ineffective activities.
We provide information on employees that will help to manage the team in a purposeful way, based on facts and not just intuition.
DISC D3 surveys are not only a scientific behavior model and a psychometric tool intended for use in any HR process, but also a philosophy of cooperation and an approach to human beings.
Our management team appreciated the sensitivity of the DISC D3 tool in diagnosing the potential of individuals and the whole team. We are different, hence acceptance, understanding of this diversity is important for the team to work effectively and achieve a common goal.
We use the EFFECTIVENESS tools in our recruitment processes, projects aimed at talent development and career path selection, development of leadership competences and enhancing the quality of teamwork. What we particularly appreciate about our relationship with EFFECTIVENESS is that it is not limited to the purchase of a product or the certification training received. This cooperation is a valuable exchange of knowledge, experience with a great understanding of the client’s needs and business processes.
With EFFECTIVENESS, we carried out a collaboration on the use of DISC D3 competence tests in internal communication and recruitment. I use the knowledge from the DISC D3 survey as a starting point for preparing a strategy with tangible results for the whole company. The professional support at every stage of cooperation, including openness and attentiveness to the client’s needs, deserves recognition.
EFFECTIVENESS carried out a 360 Indicator diagnosis for us in conjunction with the DISC D3 competence survey. The results of the research project have helped us to define what our strengths already are, what values guide us, and in which direction we want to develop. And, in addition, they have become the starting point for carrying out further activities for the development of leadership competences and even better teamwork. I appreciate the EFFECTIVENESS team for their promptness, attentiveness to our needs and flexibility in their approach to achieving their objectives.
EFFECTIVENESS carried out DISC certification for our HR department and is the provider of this tool for diagnosing competences in our organisation. Working with a model helps us to better understand ourselves and those we work with, to communicate in a way that respects each other’s needs. In addition, the DISC analysis helps to define the strengths of individual employees, the values they bring to the team and what support each of us needs from others to become a stronger team.
The sensitivity of the tool and the practicality of its application in everyday collaboration was experienced by our HR team during the DISC D3 certification and subsequently by other teams in the company, whom we invited to participate in the ‘Power of Differences in Teams’ project. We would like to thank the EFFECTIVENESS team for their promptness and flexibility at every stage of the collaboration.
Yes, we can prepare DISC D3 certification for a group of people from a given company.
DISC D3 certification is valid for an indefinite period.
Yes, you can use our tests without DISC D3 certification. The assessment report includes very much information and if something in the result is not entirely clear, we offer the possibility of consultation. However, we recommend completing the DISC D3 certification to gain the ability to use information from DISC D3 in all HR processes.
The survey and research report are available in many languages, including Polish and English. From your account you can change the report language at any time (e.g. from Polish to English).
No, our tests do not have an expiration date and can be used at a convenient time.
The certification does not end with an exam, but the certification program is designed in such a way that participants acquire the ability to interpret DISC D3 results.
A few minutes after completing the survey; the person completing the survey automatically receives an email with a link to their report, or another designated person may first have access to the report: an HR employee or manager.
The DISC D3 test report was developed so that it could be analyzed by the person who completed the test. There is therefore no need to provide feedback to all people. If for some reason the client or candidate wants to provide feedback on the DISC D3 assessment, of course such a session can be conducted: full (50 min.) or shortened (20 min.).
When employers are looking for the right candidate for a job, they look not only at their experience in the profession, but also at their soft skills, such as:
Emotional intelligence.
Managing your own time.
Dealing with stress and pressure.
Ability to work in a group.
Creativity.
Problem-solving skills.
Willingness to learn.
Interpersonal skills.
And much, much more.
Soft skills are seen in today’s job market as one of the most valuable skills in candidates. Does this mean that soft skills are actually becoming more important to employers than hard skills? Soft skills are nowadays often considered on a par with hard skills and years of experience on a CV. Why? Because hard skills such as language skills, computer skills and a driving licence are relatively easy to make up. And while they seem more concrete, tangible, employers are looking for candidates whose certain character traits make them much better than others at performing their daily duties. If you are not sure exactly what soft skills you have, which soft skills are your strengths and how you can develop them, then please write to us. The best way to develop soft skills is to practice them regularly. We will help you identify them and give you tips on how to work on their development.
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