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Thomas' Behaviour assessment provides accurate insights into how people behave at work. In the late 1950s and early 1960s, Dr Thomas Hendrickson developed William Moulton Marston’s DISC theory to produce Thomas' Behaviour assessment for the workplace. From a person’s pattern of responses, a preference for types of job behaviour is given which is then classified in terms of the four DISC factors: Dominance, Influence, Steadiness and Compliance.

Dominance (D)

Dominant people drive for tangible results and love a challenge at work. They respect authority and responsibility. They want to see a goal ahead of them and be recognised for their efforts. If a challenge is not present, they may create one to alleviate boredom.

Influence (I)

Influencers are outgoing, persuasive, gregarious and optimistic. They are interested in people, their problems and activities. They are good at networking and promoting their own as well as other people’s projects. They often join organisations for social activity.

Steadiness (S)

People with steadiness in their profile are usually amiable, easy-going, contented and relaxed. They are also undemonstrative and con­trolled. They like to build close relationships with a relatively small group of intimate associates. They have lots of patience, deliberation and are always willing to help their friends.

Compliance (C)

Compliant people are focussed on the detail and quality of their work. They tend to be humble and loyal, trying their best to do what is expected of them. Their orderly, predetermined manner makes them precise and attentive to detail. They are usually peaceful, adapting to any situation to avoid antagonism.

Thomas' Behaviour assessment allows you to maximise your learning and development budget, gain greater certainty when recruiting, and understand how to reduce staff turnover. Behaviour profiling provides answers to questions such as:

  • What are this person’s strengths?

  • Is our business playing to this person’s strengths?

  • Which limitations will impact their ability to be successful?

  • Will this person be successful in a technical, quality or standards-focused role?

  • Does this person drive for results?

  • Can this person work with and through people?

  • Will this person excel in a service, support or specialist role?

Below is more information on Thomas' Behaviour assessment that you may find useful:

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