Training and development in organizational settings

Human Resources

Training & Development

Coaching is becoming a key tool in helping executives and managers to grow and succeed. With the cost of corporate coaching increasing, the investment stakes can be high and a return on investment is increasingly valued by organizations. And organizations are getting better at coaching and learning how to benefit. One of the most important factors to the success of a coaching program happens before coaching begins: formal assessments. These can uncover areas of strength and weakness, drive an employee's motivation to change, and provide a roadmap for individual development. Assessment is also extremely useful in the growing trend of using in-house coaching by the organization's own managers or HR staff. The trend is to upgrade the skill level of the managers themselves so they can do this for people (For success with corporate coaching, begin with assessment, 2006).

DISC Report

DISC is a quadrant behavioral tool that looks at the behavior of people in their overall environment or within a specific environment. It consequently focuses on the methods and liking of such behavior. This organization of scope of observable behavior has become known as the universal language of behavior. Characteristics of behavior can be clustered into these four major personality approaches and they tend to show precise characteristics universal to that particular style. All persons possess all four, but what varies from one to another is the degree of each (Personal Strengths Profile, 2011).

The D. In DISC represents Decisiveness. My score on this test showed a low average score on the 'D' spectrum. This test showed that: I may be hesitant to share my opinion with others if the topic is divisive or hotly contested, I like to think things through before acting, I think it is important to have some time to evaluate options before acting, I prefer a work environment that is not too pressured or filled with constant change, I am quite self-critical and demand a lot out of myself and I can be very modest in dealing with others (Personal Strengths Profile, 2011).

The I in DISC represents Interactive. My score shows a very high score on the 'I' spectrum. The test showed that: I tend to not be very organized or attentive to details at all, I can at times be too impulsive in making decisions, at times, I desire to express my opinion and interact with others which may come across as self-promoting by the quieter people I know, I am gregarious and outgoing with most everyone I meet, generally speaking, people find me warm, open and excellent at interacting with others and I can be extremely persuasive (Personal Strengths Profile, 2011).

The S. In DISC represents Stabilizing. My score shows a high average score on the's spectrum. The test showed that: I can accept change, but I require a good argument for it first, I am consistent and predictable over the long haul, even in the midst of change, I am generally known as steadfast and dependable, when I need to, I can be flexible to change, if insufficient structure and order exist and I will create it, I believe rules exist for a reason (Personal Strengths Profile, 2011).

The C. In DISC represents Cautiousness. Your score shows a low average score on the 'C' spectrum. The test showed that: I like taking my own way to the results, I prefer to act as you're my own person rather than follow the norm, while I appreciate a need for procedures and protocol, I also understand they must be practical and directly support results, I am persistent in trying to get a message across, even in the midst of resistance, I might be perceived as a bit of a rule-bender by some on the team and I can easily work independently when it comes to completing tasks and assignments (Personal Strengths Profile, 2011).

There are several things that I agree with the test about. For example, I agree that I like to think things through before acting and I am known to be steadfast and dependable. On the other hand I don't feel that I am hesitant to share my opinion or that I like to work in an environment that is not too pressured as the test indicated.

Plan of Action and Commitment Timetable (Brocato, 2003).

Skills/Behaviors:

The skills and behaviors that I need to work on include: being better organized and attentive to detail and sharing my opinion when the topic is hotly contested.