People are different, predictably different, but the differences are not unfathomable -- we can discern how we, how they - interact... The Maxwell Method of DISC has merged communicative behavioral analysis with tried and true methods of leadership...
Sample text. Click to select the text box. Click again or double click to start editing the text. Dictum non consectetur a erat nam at. Aliquam malesuada The idea of building a picture of a personality by combining a set of basic elements is a very old one, though its original incarnations have little to do with modern personality profiling. It was the ancient Greeks who first thought about the workings of the human personality, at least in a systematic manner. The roots of this idea may even predate the Greeks, but it was Hippocrates who first made a consistent attempt to describe behavior
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The DISC Personality System was inspired by and based on William Marston’s book the Emotions of Normal People, a seminal work that was influenced by the works of Hippocrates and Carl Jung among others. Dr. William Moulton Marston (1893–1947) leaves a vast legacy. This was the ultimate prototype of the DISC profiling technique: a pair of axes producing a set of four interconnected factors, initially called Dominance, Inducement, Submission and Compliance. (Inducement and Submission are now more generally known as 'Influence' and 'Steadiness'.)
He was a renowned lawyer and psychologist, invented an early form of the lie detector, created the DISC model of Personality, authored self-help books and created the popular Wonder Woman comics. He was a man ahead of his time in terms of his ideas and philosophies. He was born in Cliftondale, Massachusetts, and obtained a law degree in 1918 and graduated from Harvard with a PhD in Psychology in 1921. After teaching at American University in Washington DC, Marston travelled to Universal Studios in California in 1929, where he spent a year as Director of Public Services. Marston, though well respected by the psychological community, was often critical of their approach and set about developing tools that emphasized observable behavior and practical applications to everyday life. These tools were developed to increase motivation, understanding and adaptation of behavior. The Marston DISC model has been in the public domain for many years now, and several publishers have developed universally accepted tools based on it that are valid and reliable for use in schools and the workplace.
The Maxwell Method of DISC incorportaes the traits and tendencies and interposes MAxwell Leadership precepts into the definition...
We are each a distinct combination of the four types. If you’d like to learn the degree to which you are a D, an I, an S or a C, our Maxwell DISC Personality Indicator Report will provide you with 30 pages all about you.
You will discover your DISC profile, your communication style, and the environment where you can bring your best work forward.
You will also learn your fears, what really motivates you, and so much more.
The Maxwell Method of DISC will provide clarity to what drives you and how best to interact with your team, adapted to the Maxwell Teachings of Leadership.
Each of the options are comutaltive, and build on the other. Each will provide a full Assessment, the Maxwell Method of DISC Report and add in a debrief and coaching.
Complete DISC Assessment w 90 MInute Debrief, and 3 Coaching sessions.
More Information DISC is an essential tool to help build dynamic, successful teams. With tools
available to interpret and report on all the personality dynamics at work within any group, team building
becomes a simple exercise.
The same approach can be used to focus on team leadership, not only
assessing leadership
qualities, but even describing the kind of leadership
needed by the group as a whole.
Building a Picture of a Personality DISC works by measuring four fundamental
factors in a person’s behavior and using those factors to describe their personality.
This personality profile is created through a questionnaire comprising twenty-four
questions, with each question offering four options. The candidate chooses two
of these options, one that best represents their behavior, and one that's least
applicable to them. These answers are then automatically rated and calculated to
produce a set of DISC results.
Once you make the request
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