Posted on August 31, 2010, 10:20 AM, by admin and received No Comments ». | Edit
If you have been involved in HVAC Companies, you probably noticed that one service tech sells more than all the rest put together? Your best technical service tech may not ever sell anything. You have probably noticed that some people can sell systems at 60% margin and some can’t give one away. Most owners of HVAC Companies are similar in their personality for very good reasons and usually don’t make good employees.
Early in my career when we noticed this, we decided to try and find out why. We discovered a personality profile and began giving it to service techs, salespeople and Precision Tune-Up Specialists (PTS). After testing hundreds of employees with known performance we soon discovered the high performance sellers all had similar profiles. This is essential when building your air conditioner maintenance department.
Using a DISC Profile is not a guarantee of a high performance employee but it is one of the tools worth every penny invested. The profile training should be provided for all of your employees. Learn to administer the profile yourself if you can possibly spare the time. Train all your managers to administer the profile. The instructor learns the most.
DISC is the 4 quadrant behavioral model based on the efforts of William Marston PhD that will analyze the actions of people in their surrounding or within a precise situation.
Traits of behavior may be grouped in to 4 main “personality styles” and many people have a tendency to display particular traits common to that distinct style. All people possess all 4, yet what varies from one particular to another is the degree of each.
In a common group, there are different levels of compatibility, not simply toward jobs but social relationships as well. However, when they are discovered, energy may be invested on refining the outcomes.
Each of these types offers its distinctive value to the group, ideal environment, common characteristics, what the particular person is motivated by, along with value to group.
DISC is additionally used in an variety of areas, as well as by many businesses, HR pros, organizations, consultants, instructors and trainers…
The assessments categorize four elements of behavior by screening a person’s choices in term associations. DISC is the acronym for:
Dominance – related to control, power as well as assertiveness
Influence – related to sociable situations and communication
Steadiness – related to patience, tolerance, and thoughtfulness
Conscientiousness – related to structure as well as organization
These particular 4 dimensions may be grouped in a grid using “D” and “I” utilizing the top row and also representing extroverted elements of the personality, and “C” and “S” listed below symbolizing introverted elements. “D” and “C” next share the left column and signify task-focused elements, and “I” and “S” share the right column and signify social elements.
Dominance: Individuals who score high in the strength of the “D” styles element are very proactive in working with problems and difficulties, while low “D” results are individuals which want to do far more investigation before committing to a choice. High “D” individuals are described as demanding, forceful, single minded, strong willed, driving, persistent, ambitious, aggressive, as well as pioneering. Low D ratings identify individuals who are traditional, low keyed, supportive, calculating, undemanding, careful, moderate, flexible, modest and peaceful.
Influence: Individuals with high “I” ratings influence other people by means of talking and action and have a tendency to be emotional. These people are described as persuading, magnetic, political, passionate, persuasive, warm, demonstrative, having faith in, and positive. Individuals with low “I” ratings influence more through data and facts, as well as not with emotions. These people are described as reflective, informative, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
Steadiness: Individuals with higher “S” types scores want a stable pace, security, as well as do not like unexpected change. High “S” people are calm, peaceful, patient, controlling, predictable, planned, steady, consistent, and have a tendency to be unemotional . Low “S” intensity ratings are those that like change and variety. Individuals with low “S” ratings are referred to as stressed, demonstrative, impatient, eager, or even even impulsive.
Conscientious: Individuals with high “C” styles conform to rules, restrictions, and structure. These people like to perform quality work and do it correct the first time. High “C” individuals tend to be careful, cautious, rigorous, neat, organized, diplomatic, precise, and tactful. Individuals with low “C” results challenge the rules as well as want independence and tend to be referred to as self-willed, obstinate, opinionated, unsystematic, irrelavent, and aren’t bothered by using details.
Selecting high performance HVAC ductwork installers, air conditioner maintenance techs (PTS), HVAC service techs and salespeople for HVAC companies is the difference between the great HVAC companies and the average companies.