Leadership Skills Assessment: DISC, Gallup, and 360-Degree Feedback

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Personal Profiling
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Table of Contents
Definition....................................................................................................................................................4
Introduction.................................................................................................................................................4
DISC Profiling.............................................................................................................................................5
Gallup Strengths Finder...............................................................................................................................7
360-degree feedback....................................................................................................................................8
Conclusion...................................................................................................................................................9
References.................................................................................................................................................10
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Definition
Personality profile is a tool of knowledge and management which is used to provide for
measuring or evaluation of an employee's attributes, skills, and values. These will be the effort
which maximizes the performance of employees. Personal profile test evaluates the employee's
skills, which includes communication style, decision-making skills, problem-solving skills etc.
By this test, the manager estimates that which employees are qualified for such a specific task.
Transformational leadership motivates or encourages its employees to perform better manner.
Introduction
This report will be discussed about the result of personal profiling of an employee disc profiling
and Gallup Strength Finder will apply as a profiling tool. The report will be based on self-
reflection in which the discussion over leadership attributes such as behavior, competencies,
styles, capabilities etc. This report aims to identify the personal attributes from the leadership
vision. It needs to prove that I can be effective transformational leaders who can adopt the
changes or leadership style according to the situation or the requirement of scenario and
encourage them to perform well, helps to grow and build confidence. My leadership skills were
evaluated by using the DISC leadership profiling tool. DISC is the non-judgmental tool it only
evaluates the individual behavior. It produced a complete report regarding leadership style and
skills. It helps to increases self-knowledge and better teamwork.
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DISC Profiling
Disc, leadership profiling tool, is used to evaluate the behavior of a leader by measuring the
factor of demoniac, influences, steadiness and conscientious. This tool helps leaders able to work
on their weakness and move forward to their strength. The four factors are dependent on the
leadership quality, and it varies a person to person or the style of leaders. This observes the
behaviours of leaders and executes result accordingly. It is used by the various individual to
observe its skills and analyze its capability (Gordon, et.la., 2019).
Figure 1Disc Profiling
Source: Author
D(Dominance): My leadership skills prove that I am the most dominant leader in our
organization. I always put my decision on my team because I am an experienced individual who
knows how to handle the team in a proper manner. My dominancy is needed for the team
because my team members are dependent on me only (Michael., 2016).
I (Influence): As per my experience, I can easily influence people, towards my decision because
I can resolve the problem by using logical aspects. I influenced myself and my working method.
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ISCD

I could influence our project manager if I required a project require some changes to achieve
success.
S (Steadiness): I provide my leadership in the same organization from last five years. It proves
that I am constantly approaching success in our growth to my organization. My working method
remains the same from the first day. My approaches are only increases due to experiences and
other facts. It proves the discipline and punctuality factor in the leader.
C(Conscientiousness): I always works for the quality, not for the quantity. My team
performance counts in expertise due to their excellent quality. Competition within other team
leader encourages me to work hard and implement the task accurately.
Discussion
According to the implementation of disc leadership profiling tool, I analyzed that my dominance
ensures that I can easily accept challenges; my behaviors are always straight to the point or
conclusion of the implementation. Due to my influences skills, it shows that I can collaborate
with the individual. My thoughts are acceptable to the people because they all become logical
and based on facts /figure. Steadiness shows that I have patience and never rushed to accept
unwanted things. I try to give supportive action to my team. My conscientiousness presents that I
enjoyed my work, and I am passionate about my leadership approach. As per my opinion, My
DISC assessment was accurate according to my leadership and professional skills. All the factors
that I evaluated or measured from this tool were likely the same.
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Gallup Strengths Finder
Gallup Strength finder applied in a task, for evaluating the leadership skills and transformational
leaders. This tool identifies the strength of a leader which most concern from the capabilities,
innovative approaches, problem-solving skills etc. Due to this tool, leaders can able to grow due
to its strength. It can move further by adopting its strength in further order. Due to this tool,
individual observe its strength, it motivates an individual to work hard in a specific field. It is an
essential task to understand its strength in an appropriate manner. It also influences others
(Shillam,et.al., 2018).
Situation: When my organization facing large number of negative feedback from the client. I
took a decision in which, I discussed with the manager that we need to hard work on our quality
rather than quantity. I encourage my team, and I itself engaged or involved with their complete
working hours. I sought out their issues on same time, if there is any issues related to client
demand .Manger directly concerns with the client and asked it, my decision push towards the
growth of organization. My team and our organization appreciated me for my decision making
skills in a critical situation (Covelli and Mason, 2018).
Discussion
Through this situation, the strength finder identifies my decision-making skills and leadership
style. It did not only enhance the growth of my team, but our organization also recovers from a
critical situation. My decision making capability encourages me to work hard for our
organization. I am happy and satisfied with my strength. My ability is to increases my
capabilities and improves the effectiveness in the performance. I mostly avoid those things which
will not become effective for my team or my own professional skills. I analyzed that
transformational leaders understand the need of change, create vision according to the team
requirement. Due to this approach, my most of the task already performed well, because if
project initiates from the appropriate decision. There are major chances of success rate in the task
and team. My decision-making approach is also inherited in my team member. They also have
capabilities to take a suitable decision if they have any doubt. They always first concern me nad
move further.
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360-degree feedback
In this leadership profiling tool, leaders gather its own feedback regarding its performance, its
behaviors, its attitude and its methodology. I always understand the concept of feedback in terms
of appreciation or questioning. The feedback is given by my team members, boss, manager,
project manager etc.
Situation: My team member told me that they were not satisfied with my leadership style
because the autocratic leadership style discourages their own ideas. Due to this case, my team
members would not perform well, and I analyzed that team will be underutilized. It will raise
questioning over my leadership style (Church, et. al., 2018).
Discussion
Through this above scenario, I analyzed that my leadership style restricts innovation and
creativity in the team. Because they all work under my pressure, my guidance and follows the
direction which I already created before, I discussed with the team and ensure them I will be
changing my leadership style if they promise me that their performance will continuously
increase. I am not a rude leader. It's my responsibility that complete all task in given deadline. I
changed my leadership according to the situation and requirement. I observed that my skills are
likely to match with the transformational leaders who understand the change which needs to be
required for the team, I can convert assumption in a real, my guidance helps to my team to
achieve the success and accomplishes the task in a specific interval of time. I turn into a soft
attitude towards my every member and encourage them to work hard. I interact more and more
understand their issues or problem, which may become an obstacle towards team success (Garg,
2018).
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Conclusion
This report concludes that personal profiling is mainly used to measure the skills and
performance by using their own profiling tool. In this report, the three leadership profiling tool
was discussed in identifying the skills and leadership style. In the Disc profiling tool, it observed
the behavior of leaders towards its team and its organization. Gallup Strength Finder identifies
the strength of the team. By carrying, that strength, leadership achieves its goals in a successful
manner. Another profiling tool is 360-degree feedback, in this profiling tool, the evaluation of
feedback. The leader must understand the value of feedback, the positive feedback increases the
morale of leaders, and negative feedback encourages performing well in the same field. These all
prove that it represents the skills of a transformational leader who have the capability to take the
sudden change to increases the performance of the team. This report enlightens the strength and
weakness of a leader, and it requires a change to modify it accordingly.
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References
 Church, A.H., Dawson, L.M., Barden, K.L., Fleck, C.R., Rotolo, C.T. and Tuller, M.,
2018. Enhancing 360-degree feedback for individual assessment and organization
development: Methods and lessons from the field. In Research in organizational change
and development (pp. 47-97). Emerald Publishing Limited.
 Covelli, B.J. and Mason, I., 2018. TRAINING AUTHENTIC LEADERS: RESEARCH-
BASED APPLICATION. Global Journal of Management and Marketing, 2(1), p.28. Garg, S., 2018. An Empirical Study on Relevance of 360 Degree Performance Evaluation
Practice with Special Reference to Delhi-NCR Private Banking Sector. ITIHAS-The
Journal of Indian Management, 8(3).
 Gordon, K.A., Auten, J.N., Gordon, D. and Rook, A., 2019. Linking Behavioral Styles of
Leaders to Organizational Success: Using the DISC Model to Grow Behavioral
Awareness. International Journal of Adult Vocational Education and Technology
(IJAVET), 10(1), pp.40-59.
 Michael., 2016. Top 5 Leadership Assessment Tools[Online], leadershipgeeks, Available
at: http://www.leadershipgeeks.com/leadership-assessment-tools/ [Accessed on : 18th July
2019]
 Shillam, C.R., Adams, J.M., Bryant, D.C., Deupree, J.P., Miyamoto, S. and Gregas, M.,
2018. Development of the leadership influence self-assessment (LISA©)
instrument. Nursing outlook, 66(2), pp.130-137.
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