I like the fact that it gets you to focus on the buying needs of the individual. Review collected by and hosted on G2.com.
Having known the person I ran the tool over for 4 years, I did not find it accurate at all. DISC preferences are not an accurate predictor of behaviour and least of all in a buying context. Buying tendancies are driven by cognitive traits and not behaviourioul types. 2 people may behave in the same way in a situation but for different reasons; a different situation/buying scenario and those 2 people may behave in contrast to each other. DISC is the wrong framework.... Axiometrics/Value Science underpinned by the work of Robert S Hartman and Wayne Carpenter measures 'how' individuals think and make decisions which is more helpful when understanding how individuals need to be interacted with (ie what they value) in the selling/buying process. A Harvard Business Review (HBR) paper reported the findings of a study by Schmidt and Hunter (1998) and updated findings (2013) that set out to discover the most effective recruitment selection processes and to reveal the practices that don’t work as well. It was based on validity coefficients ranging from 0 to 1. The higher the number, the higher the correlation between test scores and predicted future job performance. Psychometrics personality tests typically using the Likert Scale or are Ipsative in assessment technique. They rank near the bottom – with a coefficient of only up to 0.22. Axiometrics®, on the other hand, is a cognitive ability test – these have a coefficient of 0.65 Review collected by and hosted on G2.com.
