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Everything DiSC Catalyst & Associated Costs

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In the ever-evolving landscape of workplace dynamics, understanding individual differences and fostering effective communication and collaboration is crucial for organizational success. This is where tools like Everything DiSC® on Catalyst™ come into play. Designed to help businesses harness the power of personality assessments, Catalyst offers valuable insights into human behavior, communication styles, and team dynamics. In this post, we explore what Catalyst is, how it works, and, of course, the burning question – what does Everything DiSC Catalyst cost?

Understanding Everything DiSC Catalyst

Everything DiSC Catalyst is an assessment platform based on the principles of the DiSC model, which categorizes personality traits into four dimensions: Dominance, influence, Steadiness, and Conscientiousness. The assessment helps individuals and teams gain an understanding of their communication preferences and behavioral tendencies.

Key Features and BenefitsEverything DiSC Catalyst

1. Personalized Insights: Everything DiSC Catalyst provides a detailed report that offers insights into a person’s unique personality style, communication preferences, and potential blind spots. This self-awareness is a valuable starting point for personal and professional growth.

2. Team Compatibility: By assessing the DiSC styles of team members, Catalyst helps identify potential conflicts and collaboration opportunities. This enables teams to work more cohesively and effectively.

3. Leadership Development: The tool can be instrumental in leadership development programs by highlighting a leader’s strengths and areas for improvement. This aids in tailoring leadership approaches to better suit the team’s needs.

4. Enhanced Communication: Understanding one’s DiSC style and the styles of others can lead to improved communication and reduced misunderstandings within teams and organizations.

What Does Everything DiSC Catalyst Cost

Now, let’s address the important question of cost. Everything DiSC Catalyst, like many other workplace assessment tools, comes with a pricing structure based on the number of participants.

At the time of this writing, the base Everything DiSC Workplace package is priced at $81.00 per participant which is relatively inexpensive considering how much is included with the assessment on the Catalyst platform. The price varies based on the number of participants. For 135 or more the price drops to $66.25 per participant. Again, this is at the time of this post. Refer to Corexcel to see current Catalyst pricing.

Previously organizations had to purchase group reports. That expense can be eliminated as participants can view and compare their styles against colleagues for no additional cost.

Organizations that have participants who have people who have already completed Everything DiSC Workplace® or DiSC Classic can upgrade to Catalyst for free through December 31, 2024.
Catalyst also includes features for adding Everything DiSC Management and Everything DiSC® Agile EQ™ for a significantly reduced price. We’ll save that discussion for a future post.

Conclusion

Everything DiSC Catalyst is a powerful tool that can transform the way individuals, teams, and organizations approach communication and collaboration. By gaining a deeper understanding of personality styles and preferences, businesses can unlock the full potential of their workforce. To get started or for more extended pricing, such as adding a virtual DiSC training session, contact Corexcel.

 

“DiSC”, “Everything DiSC” and “Everything DiSC Workplace” are registered
trademarks of John Wiley & Sons, Inc.

“Everything DiSC Catalyst” and “Everything DiSC Agile EQ” are
trademarks of John Wiley & Sons, Inc.

Understand and Implement the DiSC Profile Assessment in Organizations

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Organizations worldwide use DiSC® assessments to help shape and drive company culture and nurture dynamic environments and professional relationships. For more than three decades, these assessments have been a valuable tool for helping people and organizations understand individual personalities and how these personalities can interact and thrive together. And for many years, Corexcel has helped organizations understand and implement the DiSC Profile assessment to maximize the benefits of their DiSC data.

Let’s dive deeper into the newest version of DiSC and the types of information it can generate.

What Is Everything DiSC?

The DiSC model assesses four main personality types and the descriptors associated with these types.

Understand the style descriptions of the DiSC Profile Assessment

There are also eight priorities that DiSC measures that help create a more detailed report for individuals taking the assessment:

Implement the style priorities of the DiSC Profile Assessment

DiSC has been a core element of organizations, agencies, and workplaces for over 30 years because it is an effective tool for creating and understanding productive professional relationships.

DiSC Options

Corexcel has been offering and supporting DiSC behavior assessment profiles for 20+ years and can provide organizations with a paper-based booklet or an online assessment.

The paper-based booklet includes the entire 28-question assessment with the ability for the individual to self-score to see their results.

Alternatively, online profile access codes can be received via email when ordering the online version. Users can take the 28-question assessment entirely online, and the organization or individual will receive the results immediately in an easy-to-understand, narrative format.

Corexcel also offers multiple DiSC variations for the online version, including:

  • DiSC Classic
  • DiSC for Workplace
  • Everything DiSC Management
  • And more

DiSC Classic

For individuals and small organizations new to using DiSC, the Classic Profile provides an easy way to use and understand DiSC on an individual level. DiSC Classic includes the online assessment and results or paper-based assessment with instructions on calculating results. The online version automates the process with the online assessment, including sending, scoring, and generating narrative reports. In addition, the organization can choose if it wishes Corexcel to send the access codes directly to the participants or if an administrator will receive the codes and distribute them internally. Once a user receives their code, they can immediately begin the assessment.

DiSC for Workplace

Everything DiSC Workplace moves beyond DiSC Classic. While individuals can determine their own DiSC style, they’ll also get the opportunity to discover more about their coworkers’ styles. By expanding beyond a person’s individual style to learn more about their coworkers, organizations can begin developing more effective workplace relationships and more efficient methods of communication. Although Everything DiSC Workplace works well on its own, many organizations choose to use it as part of a more comprehensive training program.

EPIC System for Online Profiles

Corexcel also offers EPIC accounts to make access to online profiles more convenient and cost-effective. Organizations can manage administration accounts from any point with internet access and would have access to all of the online profiles through the EPIC system. To offer EPIC users greater flexibility and choice, Corexcel allows account owners to purchase EPIC account credits. Corexcel deposits the credits in the account after purchase, and organizations can choose which products to order using their credits for a truly customized assessment experience. Some of the profiles that organizations can use their EPIC credits on include:

There is a fee for setting up an EPIC account, but organizations can have the fee waived by purchasing 250 or more EPIC credits.

Who Benefits from an EPIC Account with Corexcel?

Organizations of all sizes and types can benefit from an EPIC Account with Corexcel. Because of the credit system, workplaces and agencies can choose which assessments and reports will help them the most. Organizations can also customize the reports with their own company logo and contact information. An EPIC Account offers organizations the tools to cultivate workplace culture for employees and center their brand for clients. In addition, EPIC account access is available around the clock, and Corexcel is available for support.

Corexcel Provides a Better Approach

Since 1984, Corexcel has offered organizations stellar service and fundamental tools to drive workplace efficiency and relationship building through comprehensive trainings and assessments. By offering DiSC products at every level and through the EPIC Account system, Corexcel can meet any organization where they are and take them where they plan to go.

The Labor Market is Strong: Tips and Tools to Aid the Hiring Process

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Hiring AssessmentsThe labor market is strong and continues to grow, with employers posting 11.3 million jobs in May 2022, making it an exciting time to be looking for a new job. According to the latest jobs report from the Bureau of Labor Statistics (BLS), hiring demand has remained strong in most industries, except for manufacturing and mining.

The current demand in the labor market is being driven by an expanding economy and low unemployment rates. This is a great time to be hiring, but it’s important to have the right strategies and tools in place. Let’s discuss some hiring process tips and tools, including using a hiring assessment.

The Current Demand in the Labor Market

As mentioned, the current demand in the labor market is being driven by an expanding economy and low unemployment rates. This means that there are more job openings than there are unemployed people to fill them.

In May, employers posted 11.3 million job openings in the United States, a signal of an extremely tight job market. The beginning of 2022 saw more workers quitting, however that has slowed now, and firing has risen. In May, 4.3 million workers quit their jobs, while there were 1.4 million layoffs and discharges.

Workers Continue Their Job Search

Job seekers continue to look for new jobs regularly, making it a good time to be hiring. However, there are a few tips to keep in mind during the hiring process to ensure it goes smoothly.

Hire for Potential

One tip is to hire for potential. When looking at candidates, don’t just consider their current skills and experience, but also think about their potential to grow and develop in the role.

This can be difficult to assess, but there are a few key questions you can ask during the interview process to get a better sense of a candidate’s potential:

  • What are your long-term career aspirations?
  • What are some skills you would like to develop in the next few years?
  • When was the last time you learned a new skill?

Review Candidates Based on Your Current Organization’s Needs

Another tip is to review candidates based on your current organization’s needs. Consider not only the skills and experience a candidate has but also how they would fit into your company culture.

It can be helpful to create a list of key qualities you are looking for in a candidate and then use that as a guide during the interview process.

Use the PXT Select Employee Hiring Assessment Tool

One tool that can be extremely helpful during the hiring process is the PXT Select Employee Hiring Assessment offered by Corexcel. PXT Select is a innovative hiring assessment that can help you identify which candidates have the necessary skills and abilities for the job. It can also help you predict job performance and assess fit within your organization.

The PXT Select Hiring Assessment is a fantastic way to identify optimal candidates for the job and ensure a successful hire.

It works by candidates first taking an assessment that evaluates three key areas: Interests, Behavioral Traits, and Thinking Style.

Thinking Style: The thinking style portion of the assessment measures how an individual approaches problem-solving and decision-making.

Behavioral Traits: The behavioral traits portion of the assessment measures an individual’s approach to work, including their motivation, adaptability, and teamwork.

Interests: The interests portion of the assessment measures an individual’s preferences and interests in relation to work tasks and activities.

After taking the assessment, you will receive a detailed report that highlights their strengths and areas for development.

If you’re looking for a better way to identify the optimal hire for the job, then consider using the PXT Select Employee Hiring Assessment. This assessment tool can help you make better hiring decisions by finding the best fit for your organization.

Source: https://www.wsj.com/articles/hiring-demand-remained-strong-as-summer-started-economists-estimate-11657099801

Hiring Assessments Are a Trend That’s Here to Stay

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wooden people shaped figures in a row

The hiring process is arduous for employers and applicants alike. The applications and interviews are time-consuming…and draining. Applicants are thinking “pick me!” and employers often feel bad when they don’t.

To remove the uncertainty involved with selecting the right candidate (someone with the necessary skills who would fit in with the culture), many employers are turning to online hiring assessment tools to help with the process. These tools generally look at a candidate’s personality, work style, knowledge, and skills. The hiring assessment we offer, PXT Select™, offers online ease and incredible insight.

No matter which online hiring assessment you use or are asked to complete, take these steps for best results:

Applicants

Don’t try to outsmart the assessment. You won’t win. The assessments are programmed with “B.S. detectors.” PXT Select reports even state, “Some candidates may answer in a way that is socially desirable or to make themselves look better, rather than respond candidly and risk disapproval.” When you take a hiring assessment, answer honestly.

Free yourself from distractions. When you take an assessment, leave yourself about an hour to complete it. Some assessments are longer, some are shorter, but that’s the average.

Ensure a good internet connection. PXT Select allows users to pause the assessment and come back to it later, but some assessments don’t. Don’t risk having your responses marked incomplete or wrong.

Have a calculator handy. Some assessments include math and allow the use of calculators.

Don’t psych yourself out! If you don’t know an answer, just move on. Some impossible questions are built into hiring assessments. Tough math questions in particular are viewed on a scale. Where an engineer might be expected to have a high score, candidates applying to other positions might be fine with a much lower score.

 

Employers

Do not use a hiring assessment to rule out a candidate upfront! Do not use it as the sole decision-maker, either. That is not how it is intended to be used. Instead, use an assessment for about a third of your decision-making, later in the process.

Start by reviewing a candidate’s resume and assessing their experience. Then factor in their interview and references. Once you have narrowed down the talent pool to several candidates, you can use a hiring assessment.

The assessment provides insight that the individual can’t during an interview. The results report on his/her thinking style, behavioral traits, and interests. Yes, interests matter. (Say a candidate is applying for a customer service job, but their results show they’re not a people person. It might not be a good fit in the long run.) With several candidates’ reports in hand, you can move on to the next round of interviews.

Added bonus for employers: PXT Gives you interview questions to ask. The questions are based on each individual’s responses and allow you to learn even more.

Online hiring assessments ensure that the right candidate is brought on board for a position. So get on board! These hiring tools are here to stay.

Email us at learn@corexcel.com to learn more.

Follow These “Rules” to Make Remote Interviews Rule

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Companies are hiring, and that’s good news! Much of the interviewing is being conducted remotely, with the interviewer and interviewee in separate locations. The virtual format can present challenges, but taking certain steps can make it a smooth process for all. Whether you’re conducting the interview or being questioned yourself, follow these tips for remote interviews to get the best results.man in virtual interview looking at resume

Rules for the Job Candidate

Keep everything but inanimate objects out of sight. This means keeping the kids away. Keep the pets away. Make sure they can’t be seen—or even heard.

Present a tidy environment. Another job interview tip is to be mindful of what the interviewer will see in the background. If you’re in the kitchen, make sure there are no dirty dishes around. If you’re in the bedroom, your bed must be neatly made. Do not do the interview from a basement with poor lighting.

Set up good lighting. Lighting is important on video calls. Position the light behind you, or sit in front of a window so there is natural light behind you. Good lighting can help you appear…in the best light.

Put down the cell phone. It should go without saying, but do not text during a video interview. If the phone is near you, turn the ringer off before the interview starts.

During a phone interview, stay still. Don’t go outside for a call, because the wind can affect the sound. Don’t do the interview while driving, either. You want to maintain safety and sound quality.

Check your equipment beforehand. Test your connection, including your audio and video, prior to the interview. While you can’t always avoid technical glitches during a video call, running a test lets you be as prepared as possible.

Do all the in-person interview things. Research the company ahead of time so you sound informed during the interview. Follow up with a thank-you email to the interviewer.

Rules for the Interviewer

Provide clear information on logistics. Send the job candidate a link prior to the meeting. Consider sending a “looking-forward-to-meeting-you” email that morning to put the candidate at ease.

Give the interviewee some slack. Despite best efforts, the individual might have technical difficulties. Don’t hold it against them if it appears they prepared for the interview. Leave enough time between interviews to accommodate unforeseen technical trouble.

Prepare. First, prepare questions that can help you gauge a person’s behavior since you can’t fully gauge their body language through a screen. Second, in case there are sound issues, have questions prepared that you can share on the screen. Then you can ask the candidate to submit the answers.

Keep privacy in mind. If you share your screen, make sure sensitive internal information and information on other candidates are not visible.

Remove distractions. Just as the interviewee should keep children and pets away, so should you. It can unfairly distract a candidate trying to make a good impression.

Rules for Both Parties

Our rule for both the interviewer and interviewee is to dress appropriately. It’s an interview, after all. Skip the sweats and baseball caps, and wear professional attire.

With these tips, your remote interviews can rule!

Email us at learn@corexcel.com to learn more.

The Dos and Dont’s of Personality Assessments

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When used properly, personality assessments are a phenomenal tool for any workplace. The information they provide can help enhance employee communication, resolve team conflict, and make employees aware of their own behavioral inclinations. When used improperly, to make hiring decisions…that’s a “don’t.”

This is important, because these days the majority of Fortune 100 companies use some sort of a personality assessment as part of their hiring process. To encourage proper usage here is how to use personality tests and the dos and don’ts we recommend.

The Dos

We offer personality assessments because we have seen the incredible workplace transformations they’ve created. Here is how to use a personality test for the best results:

Use a research-validated assessment. All personality assessments are not created equal. Many out there are not backed by research. That’s one of the reasons we offer DiSC® assessments.

Give everyone the same assessment. This way, you compare apples to apples.

Educate the assessment givers and takers. It’s important that the people giving the assessment fully understand what the assessment measures. It’s also essential that they convey to the assessment takers, “This is not a test. There are no right or wrong answers.”

When using an assessment in the hiring process, follow up. If a candidate’s results show inconsistencies or potential characteristics that might not align with the role, use interview questions to learn more. Remember that you can learn a lot about someone from an interview.

Don’t

There is one crucial “don’t” when it comes to using personality assessments, particularly if you’re using them as part of the hiring process. Don’t. Pigeonhole. People. In other words, don’t rule out a candidate just because their results show them to be in a certain personality/behavioral category.

Please always keep in mind that assessments are not designed for this purpose. While you can learn a lot about someone’s innate style from their results, that should only be a small portion of what you’re considering.

At the same time, if you’re using assessments to learn more about the people already on staff, don’t excuse poor behavior just because of an individual’s style. If an employee keeps showing up late, for example, their style does not make that acceptable.

Taking an assessment? Don’t try to trick it or answer questions in a way you think would sound good. The assessment gets to the truth.

Do let us know if you’d like more information on how to use personality tests.

Email us at learn@corexcel.com to learn more.

We’re Going Hybrid. Should You?

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Corexcel has focused on workplace trends for years, but we’ve never seen anything like this. The pandemic has brought about a workplace shift that’s becoming as widespread as the virus itself. Last spring, businesses, and organizations scrambled to establish work-from-home arrangements for employees. Now, nearly a year later, businesses throughout the U.S. are embracing hybrid work style and fully remote work options.

For a change of pace, we’re sharing our own work experience as it might serve as a useful example for other businesses.

Our Hybrid Experience

At Corexcel we went fully remote in 2020, and we recently transitioned to a hybrid work arrangement. We’re still ironing out the kinks, but for now, our team is working remotely on Mondays and Fridays and in the office on Tuesdays, Wednesdays, and Thursdays. So far, we’re finding the three-days-in-the-office-two-days-at-home arrangement to be a good balance.

woman on her laptop sitting on couch wearing a headset

We decided to try a hybrid format to:

  • Provide flexibility for employees
  • Reduce our rent expense
  • Lower the company’s carbon footprint

Before going hybrid, we polled the Corexcel team and, interestingly, no staff members indicated a preference to work virtually every day. While that might not be the response at every business, we’re finding that our team members aren’t missing a beat. In fact, our employees are comfortable and working effectively with the new arrangement.

We asked why they like the hybrid arrangement and received these comments, among others:

  • “It’s nice to skip the commute sometimes after being on the go with the kids.”
  • “I can work more at my own pace.”
  • “I appreciate the mix. I get quality time with the kids, but I also get time in the office with no kids and no dog.”
  • “Hybrid is so flexible. We can start a project in the office and finish the work at home at night if that works best with our schedule.”

These benefits would resonate with employees at other organizations as well.

Why Hybrid Instead of Fully Virtual?

As we see how our hybrid work arrangement plays out, we might decide to go virtual; who knows. For now, we like coming in part of the week to get a sense of normalcy. Our time in the office works well for meetings, too. Employees who might be hesitant to speak during a Zoom call are often open to speaking at an in-person meeting. For us, the hybrid model seems to be the perfect mix.

A Trend That’s Here to Stay

From our own experience, though brief, as well as input from other businesses, we believe a hybrid workplace could be the wave of the future. We’re hearing that business owners feel hybrid work styles widen the hiring pool. Candidates who might find the commute too much on a daily basis based on their location might be willing to travel two or three days a week. In addition, if a hybrid structure makes employees happy, they’re going to be loyal to the company. Hybrid workplaces could lead to less employee turnover, and in turn lower costs.

Going Hybrid?

If you’re going hybrid, there are several factors to consider. SHRM’s article, “What to Consider When Moving to a Hybrid Work Model,” is a good place to start. If you’re concerned about hiring when your team isn’t in the office full-time, we recommend using a hiring assessment tool to screen candidates. PXT Select™ lets you assess candidates on thinking style, behavioral style, and interests—from wherever they are. If you’re thinking of going hybrid, please let us know!

Email us at learn@corexcel.com to learn more.

Are you Hiring? Be Sure to Hire Right

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What a year we just had; businesses and organizations across the board scrambled to revise operations, workers went remote, and hiring in many sectors came to a halt. As we enter a new year, hiring freezes are beginning to thaw. If you’re fortunate enough to be hiring, be sure to hire right with these best recruitment practices.

woman typing on the computer with the word assessment on the screen

Employing the wrong candidate comes at a cost. It costs you money. It costs you time. In fact, the cost of a bad hire is considered to be the equivalent of an employee’s first-year salary*. According to surveys conducted by John Wiley & Sons, which questioned 2,000 individuals, hiring practices are a common problem:

  • 39% of hiring managers do not always align job requirements with candidates.
  • 54% say candidates are not always assessed with a structured interview process.
  • 65% of hiring managers rely on their instincts rather than data.

To help ensure that you bring the right individual(s) on board follow these best hiring practices:

Establish a consistent hiring process. This ensures that hiring is fair, and it makes it easier for you to compare candidates. Consider creating a checklist that keeps the position’s requirements and the qualifications you seek front and center.

Use data in the hiring process. We use data to make lots of decisions these days, so why not use it for hiring? While the impression the candidate makes during the interview carries considerable weight, going exclusively with your gut is so yesterday. Data offers valuable input.

Use PXT Select™. This online assessment is designed to help you select the best candidates for your organization. Candidates take an assessment, and PXT Select generates a report that provides insight into their behaviors and interests. It also tips you off to their verbal and math skills so you can see if they’re a good fit for the position.

PXT Select lets you compare candidates to one another and a single candidate to multiple positions. In addition, the reports have ongoing use as they provide tips for an individual’s onboarding, training, and development.

After the year we’ve had, focusing on 2021 is a welcome development. If your organization is growing, congratulations. We’re here to help you do it right.

Email us at learn@corexcel.com to learn more.

* Source: John Wiley & Sons, Inc.

Relationships are Hard. Need We Say More?

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Relationships are Hard. Need We Say More? (We do when it comes to workplace relationships.)

coworkers with positive working relationships working together on a projectAnyone who’s watched a traditional rom-com (i.e., everyone) knows that relationships are hard. Through the trials and tribulations, all ends well: Boy gets girl. Boy loses girl. Boy eventually gets girl back. Cue the happy ending with the triumphant music. While there’s somewhat of a formula for these feel-good movies, there’s no formula for work relationships. These relationships are tricky, but essential, in the workplace.

So what’s the trick to productive work relationships? Like it or not, there’s no playbook. You don’t choose your coworkers, and people with different backgrounds, beliefs, personalities, and communication styles are all thrown into the mix. Fostering an effective work relationship requires being open to learning more about yourself and your colleagues. In other words, getting along with others at work takes, well…work.

The key element to good work relationships is the same as it is for personal relationships: communication. And the key to better communication among coworkers is the Everything DiSC® System. That’s because DiSC delivers insight into your own behaviors and the behaviors of coworkers—and it offers recommendations on how to mesh styles and work productively together.

DiSC looks at each individual in four categories: Dominance, Influence, Conscientiousness, and Steadiness. Each category has specific characteristics:

d i S C action enthusiasm collaboration support stability accuracy challenge results

Here’s how they play out in a workplace setting. Say, two colleagues, Ann and Jess, are working together on a project. Ann is along the “D” and “i” range; she’s fast-paced and outspoken. Jess falls along with the “C” and “S” range; she’s cautious and reflective. Ann also works fast, always has a lot going on, and quickly pivots as developments arise. Jess prefers a predictable work setting and does what it takes to get things right. Here, DiSC would recommend to Ann that when she interacts with Jess she should skip the small talk and focus on the facts.

No matter the particular individuals being assessed, DiSC provides recommendations on:

  • Relationship-building strategies
  • Adapting your approach to accommodate others
  • Initiating a dialogue with other employees

and much more.

Once your organization has open, productive communication underway, your teams can thrive. While you won’t have Meg Ryan or Julie Roberts on hand, you’ll still see more smiling faces around the office. In the workplace, good relationships are everything.

Email us at learn@corexcel.com to learn more.

How’s Your Agility?

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metronome ballsDictionary.com defines agility as “the power of moving quickly and easily” and “the ability to think and draw conclusions quickly.” These are valuable traits to have in an ever-changing workplace. And really, in a world where COVID-19 is dictating new work and school arrangements seemingly every week, being agile can help us get through all aspects of the day-to-day grind.

The reality is that we all have a natural inclination for how we handle new situations as well as conflict that arises. Do you easily adapt to new situations, not just in the workplace, but in society? Your level of agility can affect your relationships with colleagues, family members, and friends. At work, having an agile approach to new projects enables you to successfully manage and execute the tasks at hand. It’s important to note that your agility skills don’t just reflect how you respond to stressful situations—they reflects how you respond to positive developments, too!

If you’re unhappy with your ability to handle various situations, or you’re not sure just how agile you are, you’re not alone. You can’t get out a yardstick and measure agility, after all. The solution is Everything DiSC® Agile EQ™. This DiSC®-based assessment:

  • Provides awareness of, and insight on, your natural tendencies.
  • Offers tips for moving beyond your familiar patterns, so you learn how to adapt to whatever situation you’re facing—even when it’s difficult.
  • Recommends steps for adapting to others’ emotions and effectively interacting with those whose agility is quite different than your own.

Say you’re assigned a new project, and you say, “OK, let’s get this done!” Your co-worker, on the other hand, says, “Let’s do a little bit day by day.” The more agile you both are in this setting, the stronger your relationship will be, despite your differing styles.

You can use Agile EQ for one-on-one counseling or as part of a larger training. Either way, create an action plan, and improve agility in the workplace!

Email us at learn@corexcel.com to learn more.

“Everything DiSC” & “DiSC” are registered trademarks and “Agile EQ” is a trademark of John Wiley & Sons, Inc.

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