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Posts Tagged ‘DISC’

Catalyst™ is a learning platform designed to make it easier to keep the Everything DiSC® learning journey going after the initial training and profile completion.  The way Catalyst works begins with the administrator finding the organization preloaded in the system or creating a new organization. 

After organization set-up,

  1. Everything DiSC participants are issued a link to either convert their existing profile report and answering a few more questions around application specific products or following a link to complete a full assessment. 
  2. Once complete, the results appear in an interactive format as described in post What is Catalyst post  For example, upon seeing their DiSC style, participants may find a link will take them to an introduction video on their style.  
  3. Participants can move around in the site to:  click through their results, find other videos about each style, and hear about their own unique style.
  4. Colleagues section is the best option for participants to search for people and choose to sort by name, style, newest, or department.   After selecting someone to review, it connects to a page to learn more about that person’s priorities, motivators and stressors discover similarities and differences.  This allows then to see how they and that person compared on scales such as daring versus careful, but best of all, it provides tips on working better together.

The Everything DISC world has changed as we knew it.  Catalyst help participants meet the interpersonal challenges many organizations are experiencing including feeling isolated, lack of empathy, increased conflict and not feeling valued or heard. It is  a new way to engage, connect, learn and most of all have some fun!

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What is Catalyst?

What is Catalyst?

Are you tired of one-and-done training?  Do you look for ways to onboard new team members?   Are new hires feeling isolated in your organization?

We have the solution! Meet Everything DiSC on Catalyst™.  Catalyst™ is a new participant learning platform designed to make it easier to keep the Everything DiSC® learning journey alive. Here participants receive their results in an interactive learning format which includes:

  • An introduction video about the DiSC Model of Human Behavior
  • Videos about each style
  • An engaging podcast about the learner’s unique style
  • The theory and research behind Everything DiSC
  • Best of all, Comparisons with Co-Workers (Learner may opt-out of sharing their results)

For more on this innovative approach, view video or read How Does Catalyst Work post.

Training on Catalyst

Catalyst comes with its own facilitation training materials where participants can print a profile or simply have the assessment and portal up on a second device during a training session. We love to find new ways of keeping things green!

This new training, like our traditional Everything DiSC is designed to be modular in nature or combined into a half or full day session.  We have had great experience with using this new material both in the classroom and virtually.

Special offers through December 2021:

  • Trainers/Facilitators:  Here’s the good news if you are already using Everything DiSC Facilitation Kits, you may upgrade your Everything DiSC Workplace and or Agile EQ and get them both now on Catalyst (even if you own one of them). Go to: https://register.everythingdisc.com/  Enter your kit serial number to start.
  • Profile Participants:  Anyone who has completed any of the Everything DiSC assessments in the past can convert to Workplace on Catalyst at no charge!  Otherwise, Agile EQ is retail $120. If you convert any profile to Workplace and add Agile, it’s only $48.  Also, you may convert an existing Agile EQ to Catalyst, the learner can receive a Workplace profile for Free!!! 

Contact Roy or Mary Anne to take advantage of the best offer for you!

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Like Batman and his trusty sidekick Robin, sales combined with the knowledge of the DISC personality styles are a fantastic pairing that can put you one step ahead of the competition.  DiSC allows you to connect more easily with your customers.  

iISC, coined in the 1928 book by William Marston refers to four different styles, D stands for Dominance, I style refers to an Influencer, S equates to Steadiness and C relishes Conscientiousness.  We are all a blend of the styles; however we all have a natural tendency to lean into one or two of these styles in our everyday interaction.  Now, imagine taking the time to learn your own style and how that comes across in a sales call.  Then, step back and ask yourself a few simple questions that might provide insights into your customer’s iISC personality type.  You can now prepare your approach, your message and your presentation in a way that resonates to the prospect or customer and they can more readily and easily digest your information. This kind of knowledge is invaluable to you as a salesperson as you open more doors, secure more interest and close more sales.

For example, have you ever felt a disconnect with a customer?  Maybe you approached them with enthusiasm and worked at building rapport only to find they were ready for you to get to the point?  Learning to quickly read the style of your customer can help you adapt your sales approach.  You see, if your customer is a high D style, they may simply want you to get to the business at hand, stick to the facts and provide options. The I style prefers a sales rep who is friendly in nature and tries to identify ways to personally connect. The S style wants to know you sincerely care, and they like solutions that are tried and true. Our C style, well, they may make us work a little harder for the sales as they really do like to dig into the details, do their homework, understand the reasoning logic or even research behind a solution and they want to know you will provide quality in your offerings.

You can adjust your style accordingly as you learn your customer’s personality type.  It is a tool that puts you ahead of the competition because these are important details that other people are not aware of if they are not familiar with iISC personality profiles.

Sales and DISC personality types.  A dynamic duo that can succeed together!

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Roy Davis and Mary Anne Wihbey Davis

Mary Anne and Roy Davis celebrating award

Wiley announced that Dallas-based business Davis Success Solutions is a 2019 Diamond Award winning partner for Everything DiSC® and The Five Behaviors of a Cohesive Team®. This achievement is in recognition of the company’s continued commitment to improving organizational culture and teamwork.  Typically, this award is announced and given during the April MindLab Conference.  Due to current circumstances, the conference is rescheduled for October 2020 and award winners were notified in advance.

 

“We are proud to partner with Davis Success Solutions in their mission to enrich people’s lives by building better workplaces and high-functioning, cohesive teams,” says Susie Kukkonen, Vice President of Channels at Wiley. “We are honored to have them as an Authorized Partner.”

 

This is the fifth time the Davis Success Solutions has won the Diamond-level award.  The Diamond designation recognizes the Roy Davis’ commitment to building better workplaces with the help of Everything DiSC® and The Five Behaviors of a Cohesive Team® proven workplace assessment-driven solutions from Wiley.

 

Davis Success SolutionsAbout Davis Success Solutions
Davis Success Solutions (DavisSuccessSolutions.com) is committed to providing professional training solutions and resources with outstanding support. The company focus is delivering workplace performance improvements that align with the professional development goals of organizations and individuals. It has been that way since the beginning of Davis Success Solutions in 2004.  With his extensive management and training experience in various industries and professions, Roy Davis has a proven track record of helping organizations improve communication, processes, productivity and ultimately their profitability and efficiency.  Owner and president of Davis Success Solutions, Roy has almost fifteen years of experience using DiSC®-based tools. Roy Davis, in collaboration with his wife Mary Anne (Wihbey) Davis of Peak Performance Solutions, deliver client-focused solutions and engaging training to their customers throughout the United States and internationally.  Both are certified Everything DiSC® training facilitators and accredited facilitators for The Five Behaviors of a Cohesive Team®.

 

Roy Davis says, “I find my partnership with Wiley is an increasing factor in my business success.  Offering Everything DiSC® and The Five Behaviors of a Cohesive Team® training programs and profiles has been of great benefit to my customers as well. I look forward to similar success with the PXT Select® hiring and placement tool. I am proud to receive the Diamond award for three years straight [2017-2019] and for a total of five times.”

 

Peak Performance SolutionsAbout Peak Performance Solutions

Peak Performance Solutions (PeakPerformanceSolutions.com) is committed to “moving individuals to action” through training and advanced learning. Mary Anne (Wihbey) Davis is president and owner of Peak Performance Solutions.  She is an internationally recognized sales and management consultant and trainer.  Her company provides multiple business training and coaching options for her clients, including customized workshops.  Mary Anne is also the author of “The Sales Messenger: 10 Lessons for Sales Success in Your Business and Personal Lives,” which went into a third printing in 2018.

 

Mary Anne added, “Coordinating with Davis Success Solutions on Everything DiSC® and The Five Behaviors of a Cohesive Team® has allowed me to offer even more options to my client base.  Participating with Roy in the MindLab conferences and associated awards program, along with receiving Wiley certifications, have taken my company to a different level from when it was started in 1994.”

 

About Everything DiSC® and The Five Behaviors®

Everything DiscEverything DiSC is the leading suite of DiSC®-based workplace training and assessment solutions. These advanced applications combine online assessment, classroom facilitation, and post-training follow-up to create powerful, personalized workplace development experiences. With a global network of independent Partners, Everything DiSC solutions are used in thousands of organizations, including major government agencies and Fortune 500 companies.

 

The Five Behaviors of a TeamThe Five Behaviors of a Cohesive Team is the result of the partnership between Wiley Workplace Learning Solutions and Patrick Lencioni, author of The New York Times best-selling book, “The Five Dysfunctions of a Team”. This team development program improves team effectiveness and productivity through the understanding and application of The Five Behaviors: Trust, Conflict, Commitment, Accountability, and Results. This unique learning experience helps individuals and teams build effective work culture through communication and collaboration.

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Telecommuting Remote Worker Working from home and telecommuting has a whole new meaning today.  Leaders need to be aware of the issues their employees face when working alone.  These issues are more than which technologies are the best to use.  There are feelings of isolation and loss in belonging to a group or a purpose.  Below are ten tips for leadership to prevent feelings of isolation in your workforce that is working remotely from home or others locations.

10 Tips for Preventing Isolation for Your Remote Workforce:

  1. Set Them Up for Remote Success.  While you may have sent your employee home with a laptop, camera and microphone, some people are more hesitant of new technologies. Have some “dry runs” or create a fun interaction and let the team members play with the tools.  Take the lead with your IT Department or application provider and get some tips and tricks for keeping information safe.  Show them how to: access/store documents on your secure server or cloud storage for shared or team documents.  Encourage them to reach out to team members using text, chat, instant message, phone, or electronic meeting tools for communication.   Leverage some of the many tools and technologies that are available like the various forms of virtual meeting for sharing ideas.
  1. Communicate with your Remote Employees on a Regular Basis.  You can simply call or email team members, but if you are looking to maintain engagement, take the time to do web-based video sessions. It is only a couple of extra steps to have one-on-one individual meetings or virtual meetings for your intact team members.  Encourage all your team members to make the extra effort to connect by phone and video. Working remotely can be quite isolating and all team members need to feel part of something.  Real-time phone and video captures what the chat, IM and texting cannot. Even the most extreme introverts will begin to feel isolated an lonely without the human interactions for too long.
  1. Manage with Realistic Goals and Timelines.  Being extra specific on what your expectations and timelines are will pay off in a big way for all involved. Be sure you agree on how to “urgent” items and provide true deadlines with milestones to reach along the way.  Consider color coding tasks and priorities assigned to reflect those things you need now versus later. The more they understand the expectations of tasks and timelines, the more successful they will be at meeting them. You need to realize that many have their hands full with the challenges of managing a family and a job.
  1. Provide Performance Coaching and Feedback.  While we are all busy scrambling to get our business in order along with managing competing priorities, do not forget to regularly coach your employees and give them constant feedback. This means employees need clear expectations. Find out what is keeping them from meeting their targets and see how you can provide guidance or resources to help them.  If providing critical feedback, be sure they are in a place to actively listen without others overhearing or interruptions. When it comes to your employees meeting targets, use PTC when they: exceed them – Praise them, meet them – Thank them sincerely, miss them – Coach them on their performance.
  1. Create Opportunities for Team Engagement.  As the team’s leader, you need to schedule time for you and your team members to connect with each other. Even though they are not physically seeing each other every day, there is no reason you cannot create a feeling of comradery. Consider doing a short lunch and learn, or a team building activity or even a group break using a virtual platform. Let them have a forum to share what is making them smile and also their challenges and fears. Some organizations are doing virtual events like: interactive happy hours, virtual cooking classes, and Everything DiSC learning sessions.   You might consider seeing if you could find a local charity or outreach to sponsor.
  1. Be Results-Focused – No Micro-Managing.  Assuming you have communicated expectations clearly, then the focus can shift to looking for accomplishments and results. Being overly concerned about every task being done and how every hour of the day is spent will make everyone more than a little crazy. Trust them to do what is needed to achieve the goals and if they are not, then a different conversation can take place. It is a new world and you will see many have to manage tasks on their own timeline, meaning, they may be having to spend more time with children in the day, but will give you a 150% in the evening or early morning.
  1. Strategically Communicate with the Individual.  While you lead and manage your remote team members, create a strategy and guidelines for when and how you will connect with them for reports, updates, etc. Remember, your team members have different communication styles and preferences. Adapt to their style as much as possible for the best results.
  1. Encourage Stepping up to the Plate.  As a leader, it is important to ask team members who are in a position to help, to step up to the plate to help their fellow co-workers who are struggling to manage family issues at home while trying to work.  Challenges will arise for your remote employees, so fell free to ask team members, who may not have as much personal responsibility, to reach out to co-workers and see if there are any tasks they can take off their plate to relieve stress and reduce feeling of isolation.
  1. Provide Management Consistency.  Although as a leader may want to let the employee decide how to work, you might provide guidelines as to use of company technology for personal use, work-time policy, and confidentiality.  Your HR department or consultant can provide you some best practices that you could share. This will avoid confusion between team members who have their own ideas as to what they should and should not be doing while working remotely.  Some may need time management tips for telecommuting as well as the technology training.
  1. Support Their Needs, Professional and Personal.  When we work in a physical space daily, we get to know those on the team beyond a professional level. We learn about their families, personal values and beliefs, as well as their own personal history. Take the time to be intentional about deepening the relationships you have with your employees as well, to help create a sense of belonging and community for them.  Simply said, make them feel valued by checking in on them.  Be prepared, many will have more on their plate than you knew, listen – really listen.  If necessary, give them the guidance or the employee assistance they may need.

Using the ten tips make it easier for leaders help their employees overcome the feeling of isolation when working alone at home or other remote locations.  Knowing that their leadership cares, about both the professional and personal issues of telecommuting, will encourage a sense of belonging and instill more purpose into their work done from home.

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3 Tips to Create a Listening CultureEveryone understands that listening better makes you a better communicator, but how do you develop a culture of listening? After all changing cultural norms in the workplace is not an easy task.  Below are 3 tips on candor, styles, and emotions you can try to create to a culture that listens to everyone.

Reward candor as a positive way to build a better listening culture. If you want people to share their ideas openly, it is important to give a simple “thank you” or say things lie “that is a great idea [perspective or thought].”

Adapt to the style of co-workers.  When you adapt, with the other person’s communication style in mind, more effective interactions can take place. DiSC is a tool that can help make you more aware of the styles of others.  When conversing with the other DiSC styles below make an effort to follow these suggestions:

  • D – make efficient use of time, stay focused, expect blunt truthfulness
  • I – support their enthusiasm, be open to collaboration
  • S – show concern for their feelings, use an easy-going approach
  • C – keep the message objective, expect skepticism

Manage emotions because it can be painful for people to experience new ideas or challenges to the old way of doing things. Many may have strong, emotional reactions – so expect them and be willing to open a conversation around their issues.  You need to acknowledge the existing emotions, pause before reacting, and then form a response that that supports your new culture.  It takes emotionally agile people to work across cultures, generations, and to adapt to rapid changes in the workforce.

For more communication suggestions, review Focus on Effective Communication Skills post.

 

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Everything DiSC

Everything DiSC Styles

We now have five generations in the workplace!  In a culture where diversity and inclusion are expected in the workplace, it is important to remember that each generation is diverse.  Age-diversity can benefit corporate culture and improve work performance too.

You may already know that Everything DiSC (and MyEverythingDiSC.com) may help bridge the gap between different working styles, but did you realize it may help connect people across “generation gaps?”  DiSC serves as a roadmap to connect people regardless of age. With DiSC as a roadmap, your organization can foster a work environment that enables everyone to learn from each other.

How does DiSC do that?  Consider that a team of two Millennials, a Gen-Xer and a Baby Boomer may struggle to communicate.  They may blame this on the differences in their ages and experiences. After they learn their DiSC styles, they start to see each other from a different perspective. Instead of focusing on generational difference, they could discover they are an S-style, a CD-style, and two D-styles!  DiSC provides a way for them to connect across workstyles.  This helps the entire team to utilize a more effective way to work together.

For more on the multigenerational workforce, please read the post 5 Tips for Managing a Multi-generational Workforce.

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Human Insecurity

According to Mark Scullard, insecurity can lead to the following drains on corporate culture:  gossip, territorialism, cliques, cynicism, defensiveness, hiding mistakes, resistance to change, fear of risk, passive aggressive communication, avoiding feedback, withholding of information, false consensus, and pocket vetoes.

In his white paper The Invisible Drain on Your Company’s Culture, he write “these actions slowly, and usually imperceptibly, corrode the machinery of the organization’s culture—a steady drain on efficiency, communication, transparency, engagement, creativity, and objective decision making. And, of course, all of this trickles down to the bottom line…”

People bring their personal issues into the workplace every day!  Insecurity is a natural human condition and possibly the root of most workplace conflict. At work people pretend that insecurity is something they should not reveal.  Insecurity is dismissed as a character flaw or weakness in the workplace, rather than a unconscious feeling.

Today, most leaders recognize the impact of personality and interpersonal relationships on their organization’s success, although they were unaware how much of their time might be spent managing insecurity and its consequences. However, Scullard says there is something managers can do.  Managers should understand the two dimensions of human nature (via DiSC model) to help organize interpersonal relationships and they can encourage trust in the workplace.

Want to know more about why you should use Everything DiSC?  View Creating a Winning Culture video featuring customer testimonials.

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Everything DiSC - Management

Everything DiSC – Management map

We often hear that behavioral styles training is “all fluff”.  To help leaders understand how it can benefit an organization, we often point to case studies showing how profit-based companies, government offices, and non-profits have implemented Everything DiSC successfully.  These case studies give a big picture benefit for the organization.

What do individual managers who went through the Everything DiSC training to learn their own style and that of their: co-workers/ team mates, managers, and subordinates think about Everything DiSC?  Below are some of the individual comments when we followed-up to find out how the Everything DiSC training helped in managing and/or working with others?

  • It helped me to determine how to approach different employees.
  • I am very conscious of my actions and re-actions now. Emotions are all good; the way that we allow them to manifest dictates good or bad!!!
  • Am more aware of different profiles of Managers and how to handle different styles.
  • I’m not so quick tempered when I’m dealing with an outraged employee. I make time to think of his/her style and how to deal with this individual.
  • I have more tolerance for other people’s style.
  • By learning employees’ style has helped me communicate better.
  • When dealing with the District Managers on my level trying to figure out what disc style they are and know that I can’t deal with them all the same.
  • I use the disc chart for my managers and it has helped me know how to get more out of them.
  • Remembering what DISC style I am trying to communicate with.
  • I look at people differently because now I see that other people don’t follow and or hear simple instructions the same.
  • Deal with coworkers better.
  • Understanding people’s personal style has helped in knowing how to address them.
  • When trying to explain projects or instruction to an employee, I now first plan out my execution of direction in accordance to THAT employee.
  • Remembering that there are a lot of different personalities in the people I manage.
  • Applying the DiSC model to characterize and understand reports and associates.
  • Learning and continuing to work on my communication skills (reading people and understanding them to communicate effectively to reach a goal, teach or instruct)
  • Try to be more opened minded and look at it from their eyes.
  • People are different and need to be led by different manners. Sometimes just understanding how a person works/thinks makes all the difference in leading them.
  • Learning each other’s style D, I, C, or S.
  • Learn to be more open to other “types” of people and how they learn
  • Overall how I approached a problem with any of my guys! Instead of getting in there and pretty much treating them all the same, I try to approach each and every one of them differently and according to the situation they may be in. I always remember what you guys had said….not everyone reacts the same in a situation!!
  • Everyone is unique in their own way and how to deal with the different styles of people.
  • I do better at recognizing people’s good points and try to build on those points.
  • Try to remember I am dealing with many different types of folks that are motivated in many different ways.
  • Read people better and communicate with them.
  • It’s easy to read people better.
  • Understand your leadership style and the style of those who report to you, and whom you work with – learn to understand and speak their “language” to optimize the team.
  • Relate to other people that have different disc management styles.
  • Learn to be more open to other “types” of people and how they learn
  • That everybody looks at things differently and I need to be more open to the concerns and interests of my employees
  • Learning about the different DISC styles.
  • Relating ideas to personnel and best ways to approach personalities.
  • Realize that everyone has a style and each of us should learn to adapt our styles to reach effective communication to be productive.
  • Other people are different from myself and will see things differently. That is good. Use it.
  • That everyone else in this world doesn’t think and follow simple instructions the same way I do.
  • We all deliver and receive information in different ways. I try to remember that when speaking with different DISC types
  • Not everyone needs to be managed in the same manner as me!

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Wiley announced the winners of their product sales awards at the April 24-26, 2019 MindLab Conference in Denver, Colorado (more photos from event).  Among the Diamond-level winners were Roy Davis (owner of Davis Success Solutions) and wife, Mary Anne (owner of Peak Performance Solutions).  Since both Davis’ are certified/accredited facilitators for Everything DiSC and The Five Behaviors of a Cohesive Team training options, their separate training companies are able to collaborate on delivering training workshops and seminars to their various customers.  Both Roy and Mary Anne Davis are also asked to speak on DiSC, leadership, and team-building topics at many association luncheons or dinners.  Additionally, Mary Anne is sought out as a sales/marketing speaker.  Roy Davis is also a popular speaker for career development topics.

Everything DiSC Authorized Partner

All award levels are based on sales of Everything DiSC and  The Five Behaviors of a Cohesive Team Wiley products lines.  The two highest awards Wiley gives are Diamond ($125K+ sales) and Emerald ($75K+ sales), which are celebrated at a special Authorized Partner evening of the MindLab event.  The Davis couple has won Diamond in 2018, 2017, 2015, and 2013.  They have won Emerald in 2016, 2014, and 2011.  Other Wiley awards levels include:  Ruby, Sapphire, Topaz (new for 2019), and Opal.  Many of the other awards have been won by Davis Success Solutions each year since Roy began his authorized partnership for the variety of DiSC profiles in 2005, shortly after staring his business in 2004.  The selection of Everything DiSC behavior profiles and associated reports includes:  363 for Leaders, , Management, Productive Conflict, Sales, Work of Leaders, and Workplace which can be for both personal and professional communication use.  The Davis’ began offering  The Five Behaviors of a Cohesive Team products and training in 2014 and PXT Select assessments and reports in 2017.

The Five Behaviors of a Team Authorized Partner

Working with Wiley to increase the training offerings of Davis Success Solutions and Peak Performance Solutions has been successful for both companies.  It has also been extremely beneficial to their clients as well.  Customer success stories have been published in Training and Development Magazine (an ATD publication) and as examples published by Wiley.  The Five Behaviors of a Cohesive Team success stories include AmerisourceBergen and City of Schertz.  Working with Southwest Business Corporation is an Everything DiSC success story (see also testimonial video).

PXT Select Authorized Partner

Peak Performance Solutions has been in the training business since 1994.  Roy Davis and Mary Anne (Wihbey) Davis’ companies have been co- facilitating workshops since 2004 for synergistic success, before the two independent company owners married in 2010.  Each company has other training offerings, besides those based on Wiley products, which are unique based on their individual expertise.  As well as their standard course offerings, both companies also offer customized training in each of their areas of expertise designed to meet their varied client needs.  For training outside their scope of knowledge, each training company may contract with other experts that they collaborate with, in order to insure customers get the best options to fill specific skill gaps within the client’s organization.

Davis Success Solutions

Peak Performance Soltuions

Check out their company websites or contact Roy Davis at Davis Success Solutions or Mary Anne Davis at Peak Performance Solutions to find out how they may help you with your training needs.

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