Data Dome founder Art Schoeck was interviewed by the Atlanta Business Chronicle on the proper, ethical use of assessments in the workplace.

Know the rules of getting personal – Personality assessments can be useful if used correctly

Atlanta Business Chronicle – February 2, 2007

by Janet Jones Kendall

Personality assessments can be used to help employers determine the right person for the job and build effective teams, but employers need to be aware of the rules and the risks of using them.

Art Schoeck, founder and CEO of Data Dome Inc., said personality assessments show how a person prefers to accomplish tasks, and how they most likely will function in the future.

“Most job descriptions in companies are technical in nature,” he said. “They call for the employers to analyze the intellectualism of their employee or potential employee. How fast can they type? Can they create a spreadsheet in Excel? Are they certified as a CPA? But it’s important to remember that 30 million people got in a job in United States last year by lying on their resumes. If you do your homework, you can find out how smart they really are by assessing their nature, their personality.”

Schoeck’s company has provided personality assessments for more than 800 Atlanta-area businesses since opening in 1998.

One client is Atlanta-based Arby’s Restaurant Group, which operates more than 1,000 fast-food restaurants in the United States.

Arby’s Senior Vice President Melissa Strait said the company started using Data Dome’s service more than 10 years ago to help employees work together better. She said the company gives personality assessments to restaurant managers nationwide and all senior-level management.

“Primarily, what we see is a better understanding of the differences between people,” Strait said, “When you understand their approach better, you understand each other and have fewer personality conflicts. Everyone has strengths and weaknesses. The assessments show us where there are areas for growth and help us develop people to their full potential.

Strait said the company uses the assessments as a team-building tool, not as criteria for promotion or for hiring.

Following each assessment, which is given in a group setting and takes about 10 minutes, the company holds a six-hour training class on what the assessment means and how to use it.

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Clarification: Our DISC assessments are validated and compliant with all applicable laws. The DISC assessment is not a “test” – there is no right or wrong answer. Every style has strengths and challenges in different environments.

Unlike “personality” assessments such as the Minnesota Multiphasic Personality Inventory (MMPI), the behavioral style assessments we recommend are not diagnostic. Behavioral style assessments are not medical assessments. They do not identify personality disorders or other personality problems.

One of the great benefits of the DISC tool is the development of a neutral language for describing similarities and differences between people – regardless of gender, IQ, race, nationality, etc.

The advanced DISC assessments identify observable behavioral style characteristics, and include in-depth narrative reports (with behavioral and work environment preferences, communication tips, value to the organization, management guidance, and so on). It’s a win-win tool, of equal benefit to the employees and organizational goals.

D – Dominance – Problems
How the person responds to problems and challenges.
I – Influence – Persuasion
How the person influences others to his or her point of view.
S – Steadiness – Pace
How the person responds to the pace of the environment.
C – Compliance – Procedures
How the person responds to rules and procedures set by others.

Our effective and ethical applications of the advanced DISC assessments have been proven to reduce turnover, increase productivity, build working teams, encourage effective communication, reduce conflict, promote mutual understanding, and develop an environment for self-motivation.

Some of the Many Applications of DISC Behavioral Style Analysis

• Effective Communication Skills
  
• Leadership Development
  
• Creating Behavioral Team Synergy
  
• Workplace Productivity and Optimal Performance
  
• Engagement and Commitment
  
• Making the Hardest Sales
  
• How to Salvage Your Hiring Mistakes
  
• Turning Arguments to Agreements
  
• Managing and Inspiring Change
  
• Objectively Identify Optimal Position Behaviors
  
• Career Planning
  
• Keeping Talent, Lowering Labor Cost
  
• Getting to the Root of Workplace Anxiety
  
• Identifying Style-Based Time Wasters
  
• Preventing and Treating Burnout
  
• Effective Right-sizing
  

Qualified executives and managers may receive a complimentary 22+ page DISC behavioral style profile and a consultation on current needs and goals. Call us at 404-814-0739.

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