Your organization’s culture comes from its history and the values, beliefs, and attitudes that it holds. What behaviors are acceptable? What traditions are followed? What is your mission? These factors, and your team members’ styles, are your culture’s ingredients. Mix them together, add a dash of group dynamics, and voila! Your corporate culture is complete.
The style of your organization’s leaders also has a dramatic effect on your corporate culture, in five key ways:
- The pace at which decisions are made. Leaders who make quick decisions produce a fast-paced environment, which can be stressful. More methodical leaders provide a more relaxed atmosphere. However, this can diminish your competitive edge.
- The process for making decisions and getting things done. Some leaders take a look-at-the-big-picture approach while others obsess over details. When employees are left to work independently, self-starters shine but team camaraderie is minimized. In more collaborative settings, employees have less opportunity to showcase their own accomplishments.
- The standards of perfection. Do leaders expect work to be uniformly perfect, or is trial-and-error accepted in an effort to achieve innovation? Striving only for perfection can cause missed opportunities while leniency can diminish quality.
- The perspective on risk. Do leaders make bold decisions or proceed with tiny steps? A constant push for innovation can result in missteps while cautiousness can cause missed opportunities.
- The predictability of the work experience. Predictable leaders give employees a comfortable atmosphere, though things tend to remain status quo. Leaders who react to clients or the market encourage innovation. This can become a negative if the atmosphere becomes chaotic.
As leadership style directly affects corporate culture, it’s essential that leaders understand the implications of their style. An easy-to-use online tool, Everything DiSC Work of Leaders®, provides a customized strategy for leadership success. The assessment gives your leaders the personalized information and guidance they need to maximize their effectiveness.
Email us at firstname.lastname@example.org to learn more.
DiSC® is an amazing, simple tool that dramatically improves communication, teamwork and enhances culture. It is easy to understand and remember. However, good managers know that completing DiSC assessments are just a first step.
It takes a conscious effort to reinforce DiSC concepts and use the learning across different workplace challenges. Ones like improving management and teamwork, reducing conflict, and embracing change.
In this short 30-minute webinar we’ll explore 5 steps to create a DiSC culture and review available resources, facilitation kits and materials that will help you use DiSC every day to improve your workplace.
Date: April 24, 2019
CONTACT US FOR MORE INFORMATION
Every thriving organization relies on honest feedback. For leaders, input is crucial not only from their bosses, but also from subordinates and colleagues. To solicit input, many organizations use 360-degree performance feedback profiles. However, with the way these assessments are structured, the comments can sting—and even cause damage to morale. Fortunately, there’s a better way. Let us explain.
A Traditional 360 (The Old Way)
In typical 360-degree performance assessments, leaders assess their own performance. Their peers, subordinates, and managers assess them as well. Challenges arise because:
- Free-form comment sections give reviewers free rein to say whatever they wish. With input provided anonymously, the comments can be mean-spirited and demoralizing.
- In small organizations, leaders can figure out who commented. This can make people hesitant to provide honest feedback. It also causes resentment when people are brutally honest.
So how can you get the information you need to help your leaders excel? Use Everything DiSC 363® for Leaders (“363”), a revolutionary, online feedback profile!
363 (The New Way)
- It produces a detailed report that conveniently highlights key points in a “top three” section. This presents leaders’ three greatest strengths and their top three development opportunities, so leaders can start to improve their results right away.
- It replaces a section for free-form comments with carefully crafted questions to produce instructive, informative comments for leaders. The focus is on constructive feedback that reduces the sting!
- It uses the DiSC® model, so it looks at behaviors and delivers detailed, easy-to-understand data—with helpful graphs.
Here’s an example. A traditional 360 assessment might ask, “Does this leader clearly communicate team opportunities?” Meanwhile, a 363 asks, “Do you think this leader needs to be more active about finding new opportunities for the group?” with three multiple-choice answers:
- Yes, a lot more
- Yes, a little more
Reviewers then select additional, pre-populated comments, such as “Their passion for finding new opportunities encourages the rest of us to show initiative” or “They already do a good job of finding new opportunities.” This allows for useful, sting-free actionable feedback that your leaders need for positive development.
We’re here to help you revolutionize the way your organization delivers feedback. Email us at email@example.com to learn more.
There’s conflict in every workplace. It’s inevitable. Colleagues with different communication styles working together every day are bound to have friction sometimes. Surely you’ve seen this in your own workplace.
For instance, consider the “no-fluff” boss. “I need this report on my desk by 10:00,” she might announce Monday morning. The employee, however, had started his day with a cheerful “Good morning! How was your weekend?” to his co-workers. With his softer communication style, he might react negatively to his boss. Neither style is right or wrong, but it’s easy for someone to misunderstand another’s intent. That’s how conflict arises.
In your workplace:
- Is there an employee who repeatedly offends others?
- Is there an employee who’s often mad?
- Do team members fail to effectively convey ideas to one another?
- Are employees just not getting along?
Let us help.
Tell us about the conflict your workplace is experiencing. If you can’t pinpoint the root of the problem, we’ll help you identify it. Then we’ll establish an action plan. We might recommend:
Personality assessments. These assessments shed light on the group’s culture and the tendencies of the individuals. You can even compare the priorities of two individuals and uncover their potential communication roadblocks. You’ll have a roadmap to success, with advice on how the individuals can best work with each other.
Coaching or training. Our on-site and virtual workshops let you learn how to achieve smoother interactions, at your convenience. If you prefer to run a workshop yourself, we can provide the necessary materials.
Your customized action plan is designed to eliminate dysfunctional communication that creates roadblocks. Our goal is to deliver the “aha” moments that come from employees learning to understand themselves and one another. There’s no better way to minimize conflict in your workplace.
To get started, please email us at firstname.lastname@example.org.
How much do you know about the DiSC® Personality Test? When it comes to behavior assessment profiles, DiSC is simply unmatched. Participants complete a short survey, which then generates insightful results on their behavior. DiSC offers valuable information for your organization, yet misconceptions abound. Let’s debunk some myths about DiSC.
Myth #1: You can’t use DiSC as part of your hiring process.
Truth: While DiSC shouldn’t be your sole decision-making tool, it can be helpful during the hiring process. DiSC provides insight into a candidate’s behavior and communication preferences, so it can help you find someone who fits nicely in your organization.
Myth #2: You must have special certification to use DiSC in training sessions.
Truth: Unless you’re outside North America, you can use DiSC without receiving certification. This makes DiSC highly accessible to organizations that would benefit from this tool.
Myth #3: DiSC is like other behavior assessments out there.
Truth: DiSC measures so much more. While other assessments label individuals in one of a handful of categories, DiSC identifies an individual’s primary—and secondary—style. So instead of simply identifying participants as having a “D,” “i,” “S,” or “C” style (for Dominance, Influence, Conscientiousness, and Steadiness), DiSC notes their style as CD, Si, and so on. It’s a more layered approach to reflect that no individual has a “one-note” personality.
DiSC is differentiated even further by diving deeper into the intensity of each participant’s personality. With an individual’s results plotted as a dot on a graph like the one here, the location of the dot is very telling. Is your dot toward the edge of the circle? If so, then your personality is firmly in the identified style. Is your dot towards the center of the circle? In that case, you have those characteristics to a lesser degree.
Do you have questions? You can find common DISC questions and answers here. To learn more, please email us at email@example.com.
Everything DiSC® Productive Conflict Virtual Workshop!
November 7, 2018
We’ll show you how to use your personalized assessment results to explore your destructive conflict behaviors, understand how to better manage your responses in conflict and discover communication strategies to engage in productive conflict with colleagues.
Contact us for more information
Explore Everything DiSC Productive Conflict!
However you think of conflict, it comes down to a difference of opinion involving strong emotions. Whether it’s a brief, explosive dispute or subtle, long-lasting issue, we’ve all done things in these moments that derail conversations and destroy our relationships.
Ever wonder why? Are we bad people, unable to control ourselves?
There is an explanation and it’s roots are in the cognitive behavioral model. Hidden inside us are our thoughts, often unconscious. Many times we’re unaware of these thoughts until we react in ways that have negative consequences. Gaining awareness of these thoughts, making better choices and changing our responses contributes to our overall emotional intelligence quotient.
In this session, we’ll explore how the Everything DiSC Productive Conflict program can help you and your team gain the emotional intelligence you need to engage in positive conflict and succeed in today’s workplace.
Date: September 26, 2018
Contact us to request the webinar recording
Whether a manager is going to be responsible for a new group because of an internal promotion, a transfer, or company reorganization, they will be challenged with building relationships with their new team members.
On the other hand, when teams face a management change, it taxes their engagement and productivity.
Learn how Everything DiSC Management and Everything DiSC Workplace assessments can help managers understand, relate to and communicate with their new team. And how these tools can help the team work with a new boss.
In this webinar you’ll hear:
- Areas of communication most important to management transition and success
- How management style can impact a new team
- How to recognize and best approach the style of each team member
- How to create a motivating team atmosphere
Learn how you can help your managers gain traction quickly with new teams.
Contact us to request the August 29 webinar recording https://www.corexcel.com/html/contact.php
Help Your Team Manage Clashes!
Since it’s introduction, the Everything DiSC Productive Conflict assessment has helped many understand how and why we react to others in conflict situations. Bring this assessment-based program to your team with the NEW Everything DiSC Facilitator Kit and help your team members learn to change negative conflict into positive interaction.
The kit will guide you to:
- Help others understand their Productive Conflict assessment results
- Conduct valuable exercises that reinforce assessment take-aways
- Illustrate behavior modeling through videos that open the door for sharing
In this webinar, we’ll give you a glimpse of the Everything DiSC Productive Conflict assessment and introduce the new Everything DiSC Productive Conflict Facilitator Kit. You’ll learn the Cognitive Behavior Model and see samples of the PowerPoint slides, exercises, and powerful videos that will help your team manage day-to-day clashes.
Date: June 20, 2018
Contact Us to request the webinar recording.
Leaders, even experienced ones, can be caught off guard by management and leadership challenges.
- Are your leaders often misunderstood?
- Do they forge ahead with solutions when they should be taking time to test assumptions?
- How about thinking that everyone is on board with their ideas, when the team is just fearful of speaking up?
During our complimentary webinar, you’ll discover how three tools have helped thousands of emerging and experienced leaders create better results through self-awareness and personal action planning: Everything DiSC Management, Work of Leaders, and 363 for Leaders. You’ll gain insights on:
- The key attributes and best practices of management and leadership
- Why gaining feedback is a critical element of leadership development
- How to layer individual programs for optimum results
Don’t have a current leadership development program? We’ll help you get started.
Date: May 30, 2018
Contact Us to request the webinar recording.
Learn more about these assessments, request a demo or make a purchase:
Everything DiSC Management
Everything DiSC Work of Leaders
Everything DiSC 363