Change is an important and necessary part of organisational functioning and subsequent success. Changes can be small, such as re-working daily processes and procedures for one team. Conversely, change can be more transformative and driven by innovation, growth, restructuring and mergers, compliance/regulations and more.

Ever wonder how Freddy Krueger would get along with Michael Myers at a party? Or if Jason Voorhees would be suited to ever take up yoga? Get to know your favourite frighteners’ behaviour a little better by recognising their DISC styles.

Before I was hired to be the Director of Instructional Design for TTI Success Insights, the company had me take a series of assessments. Some of the questions seemed pretty standard. Others, had me questioning what I was getting myself into. 

DISC is a popular profiling tool and a method for analysing behaviour that has been in use for many decades and in more than 90 countries, backed by a number of rigorous scientific validation studies.

“I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail.”— Abraham Maslow, The Psychology of Science (1966), p15

Barack Obama has what Will Smith, Jennifer Anniston, Johnny Depp and Lady Gaga all have in common, along with what casting agents for big movies and judges on the X-Factor panel are looking for that go beyond the contestants' voice, looks or dance moves. That particular factor is that he is intriguing.

Anyone with more than a few years experience in management positions, consulting or HR would acknowledge their fair share of dealings with egomaniacs and corporate psychopaths who have an uncanny knack for climbing into executive positions. According to British author, Jon Ronson, 4% of CEOs are psychopaths.

When it comes to the DISC assessment, there are few better examples of a “core” dominance (D) style than The Donald.