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In working with DISC assessments, I’ve discovered an industry that doesn’t appreciate the likes of me, a “High I” who is inclined to be optimistic, enthusiastic, trusting, magnetic, persuasive and convincing. But I’m OK with that. What is this industry? And why are “I’s” so scarce?
When considering the concept of workplace diversity, most think in terms of ethnic, gender or cultural differences. There is an equally important perspective to consider: Behavioral Diversity. As often expressed with gender scenarios, the mantra can be equally true: “Can’t live with them and can’t live without them.”
We always caution our clients that our assessments are not the end-all criteria for evaluating a candidate. While they provide at least 33% more insight, our assessment tools will enhance the interview but should never replace it.
While we like to maintain a high opinion of our own open mindedness and freedom from bias, sometimes a reality check is in order. And
While he’s been among the most talented players at his position ever, he continues to find himself outcast and unemployed while somehow he always lands on his feet with a new multimillion dollar deal only to have yet another team discover what one bad apple can do the rest of the bunch.