We provide competencies surveys based on the DISC D3 model, intended for recruitment, improving communication in the team and for skill development. We prepare others to use the DISC D3 assessments and 360 Indicator on their own and we provide training and advisory services in this area.
We provide assessments of soft skills based on the DISC model that help to understand personality differences and use this information in all HR processes to build a strong business.
We provide an anonymous diagnoses of leadership/managerial skill level that supports them in their development which aims at building a strong team.
A way to gain the ability to work with the DISC D3 model and the key to implement information on personality differences in all HR processes
Development of management skills tailored to the manager’s personality profile: strengths and weaknesses
Support in improving the quality of cooperation, communication, level of engagement and taking personal responsibility for the common goal.
We diagnose competencies to identify what behaviors and attitudes support and do not support the development of an organization. Our consultancy covers all aspects of working with people. We recommend activities on the basis of what is actually happening in the company and what it needs to:
Contact us We will show you in detail the process of implementing the DISC D3 model in all HR processes and advise you on the best solution for your company.
We cooperate with experts who conduct validation studies (such as professor Larry Price, an expert in psychometrics from the University of Texas, USA), which guarantees that the psychometric tools you use are well-tested and have valid scientific bases.
Our competencies assessment undergoes validation studies on a regular basis, which, importantly, uses a very strong international and Polish study sample. This gives us a great understanding of the DISC model from the perspective of different cultures.
We diagnose not only the observable behaviors (DISC behavior styles), but also, as the only ones on the market, the behaviors that cannot be easily observed yet impact the quality of cooperation and effectiveness in a given role and organization, meaning the preferred roles in a team (TEAMS), values (VALUES) and internal motivations (BAI).
We are the only ones on the market to combine 360 Indicator with the DISC D3 competencies assessment. Such an in-depth analysis of behaviors provides us with more information to use in activities supporting the biggest challenges faced by an organization.
In our approach and activities, we consider the Client’s best interest: we provide constant support in implementing DISC D3 surveys and their results, we offer flexible terms of cooperation as well as 24/7 access to our tools and are quick to respond to your messages.
Even after we have finished our planned activities, you can count on professional support in analyzing the DISC D3 results, as well as putting this information and the tools used for working with this model in practice.
EFFECTIVESS supports business development by enhancing the quality of HR processes and activities, such as recruitment, onboarding and the improvement of cooperation or leadership skills. To this aim, we provide competencies surveys and teach others how to interpret the results of DISC D3 surveys and 360 Indicator. We are an authorized representative of PeopleKeys®, a global leader in strategic use of competencies surveys based on the DISC and DISC D3 model.
years on the market
conducted DISC surveys
business books on DISC D3
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.
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.).
Copyright © 2024. All rights reserved.
