ARE YOU A PERSON OF INTEREST?
Self-awareness is essential to success. If you don’t understand what motivates your actions and behaviors, you can can not become a person of interest.
YOU NEED TO BECOME so valuable to the market, that the market chases you
rather than you chasing the market.
On your journey toward discovering what drives you, it’s important to identify what may be holding you back from success, as well as the traits, motivators and behaviors that propel you forward.
When you take the DISC assessment, you will learn how to leverage the various aspects of your personality for a life of achievement that aligns with your personal values and
BECOME A PERSON OF INTEREST.
DISC certified, the DISC assessment is provided to you by Coach Micheal Burt, ‘America’s Coach’. Having served 1000’s of business leaders around the world on his books and growth methodologies and is the personal coach to some of the top performing companies in the world.
Coach delivers results sing a specific formula Burt has cultivated over the last 27 years resulting in a 43% increase in a one year cycle and he routinely gets it.
Coach knows the power of DISC. He believes in personality styles assessments so much that he got certified to serve his clients and asks his own employees to use it when they’re hired at his company.
DISC is a self-assessment that measures how an individual prefers to interact with others. Used to improve work productivity, teamwork, leadership, sales, and communication.
A modern interpretation of Dr. William Marston’s behavioral dimensions, it will be easier for you to recognize the right opportunities to achieve the results you desire.
HOW DOES DISC WORK?
DISC then measures and provides insights into four primary behavioral tendencies and emotions, and explores how these come together in a personal blend of style to create your DISC style.
D - DOMINANT
Direct and Guarded, Fast-paced and Task-oriented, Focuses on Problems & Challenges, Assertive.
I - INfluencer
Direct and Open, Fast-paced and People-oriented, Focuses on People & Contacts, Persuasive
s - STEADY
Indirect and Open, Slow-paced and People-oriented, Focuses on Pace & Consistency, Supportive.
C - Conscientious
Indirect and Guarded, Slow-paced and Task-oriented, Focuses on Procedures & Constraints, Analytical.
Scientifically Validated by a Third party
Monster Assessments in partnership with Lisa Patrick Assessments, an authorized global distributor of Assessments24x7 are leading by example, in a relatively unregulated industry. With independently conducted validity, reliability, and disparate impact reporting that meets APA, EEOC, AREA, and NCME standards for excellence and professional compliance.
The Assessment Standards Institute (ASI) reports the overwhelming majority of assessments sold today lack the studies & reporting to verify their accuracy and fairness.
Construct validity is one of the most central concepts in psychology. It is the degree to which a test measures what it claims, or purports to be measuring. Researchers generally establish the construct validity of a measure by correlating it with a number of other measures and arguing from the pattern of correlations that the measure is associated with these variables in theoretically predictable ways.
This technique is regarded as one of the most robust measures of reliability and presents the highest ‘bar’ from which to compare. The readers should note that Cronbach’s alpha is the method selected for this instrument, because of its high standards. The reader is encouraged to compare reliability coefficients presented herein to other vendors, and also to ask those vendors which reliability formulas they used to compute their reliability coefficients. Cronbach’s alpha is a measure used to assess the reliability, or internal consistency, of a set of scale or test items. In other words, the reliability of any given measurement refers to the extent to which it is a consistent measure of a concept, and Cronbach’s alpha is one way of measuring the strength of that consistency.
Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a job. However, use of these tools can also violate the EEOC Guidelines if they disproportionately exclude people in a protected group by class, race, sex, or another covered basis. Importantly, the law does allow for selection procedures to select the best candidates based on job-related requirements. If the selection procedure has a disparate impact based on race, color, religion, sex, or national origin, the employer is required to show that the selection procedure is job related and consistent with business necessity. If discrimination exists, the challenged policy or practice should therefore be associated with the skills needed to perform the job successfully.
Anyone can be a person of interest
$99 a report. No registration needed.
Understand your personality to get ahead in your career, to communicate better in your relationships and to understand your personal patterns.
Discover who you are at your core to live a life of abundance and ACTIVATE YOUR PREY DRIVE.
Our company is a collection of legendary creatures striving to create monster producers
Monster Assessments, a division of Micheal Burt Enterprises, supports organizations ranging from small and medium-sized business (SMB) to Fortune 500 companies. Our solutions provide optimal outcomes in hiring and selection, team-building, sales performance, leadership development, and employee retention and engagement.