Leveraging DISC Assessment to Enhance Executive Coaching Strategies

1

Fostering a supportive team environment and fortifying corporate bonds will help to increase productivity and profitability within the workplace.  Incorporating the use of behavioral assessments within review processes and meetings can help leaders to identify ways to approach particular employees when trying to build their skill sets.  Leveraging DISC assessment to enhance executive coaching strategies is your first step in creating stronger team players, and inevitably, a stronger team.

Prior to developing the skills of others, a leader must first refine and perfect his or her own mentoring approach.  DISC assessment can help leaders to understand their own strengths and weaknesses, and teach them how to improve upon particular personality traits.  In order to strengthen the foundation of leadership and create a healthy team, leaders must display solid communication skills, interpersonal skills, and motivational skills as well as the ability to set solid goals for both individuals and teams, and provide guidance in a positive way.  DISC assessments allow leaders to identify qualities that will enable them to positively impact their teams while simultaneously achieving personal goals.  Further, solid leaders will be able to inspire commitment, trust, and loyalty amongst their teams while providing advice in a caring, non-threatening manner in order to increase the productivity of and drive the overall success of the team.

Once leaders have worked on ameliorating their own traits, they can then leverage the use of DISC assessment to understand how to more effectively approach, reach, and nurture individual employees.  Identifying and understanding the unique behavioral and communicational styles of particular employees will enable leaders to more successfully communicate with each member of a team.  Further, behavioral assessments, like DISC, can help both leaders and employees to understand how their individual choices impact the actions of others, how to make themselves aware of their strengths and weaknesses, and how to learn to give and receive feedback.  Behavioral assessments may also succeed in encouraging employees to learn, train, and acquire new skills in order to proactively enhance their individual performance levels.  Leveraging DISC assessment to grow executive coaching strategies that promote teamwork and employee interaction will likely result in greater productivity.

DISC assessment can also help to enhance corporate coaching strategies designed to reduce and cope with stress as well as those dedicated to increasing motivation and learning how to retain talent.  If leaders can effectively motivate employees while simultaneously challenging them and providing them with more opportunities, then the company will benefit in terms of both employee satisfaction and overall success.  Retaining superior talent is critical to the success of any company in today’s economic state.  Avoiding rehiring and training costs can dramatically reduce a company’s overhead.   Leveraging DISC assessment to understand how to appeal to the emotional and mental needs of strong employees will help in maintaining a positive, energetic, and happy atmosphere.

DISC assessment is a vital tool when it comes to developing and maintaining a productive, yet enjoyable, work environment.  By understanding and improving upon your own strengths and weaknesses as a leader as well as the needs and goals of individual employees, DISC assessment will enable you to more effectively design your executive coaching strategies so that you can efficiently transform your efforts into productive and profitable results.

About ‘Your Ultimate Success, Inc’ at discassessment.org:
Founded in 2005, Your Ultimate Success, Inc. has been providing companies, corporations and individuals with coaching, behavioral and values assessments, team building, job benchmarking, and indoor/outdoor experiential learning/team building.  Headed by Jim and Jeannine Guerci, the team is committed to instilling positive change through personal and professional development.

Article Author: cguerci

Article Source: http://www.articlealley.com/http://www.articlealley.com/leveraging-disc-assessment-to-enhance-executive-coaching-strategies-844185.html

About the Author: Founded in 2005, Your Ultimate Success, Inc. has been providing companies, corporations and individuals with coaching, behavioral and values assessments, team building, job benchmarking, and indoor/outdoor experiential learning/team building.  Headed by Jim and Jeannine Guerci, the team is committed to instilling positive change through personal and professional development

Share

People’s Personality Styles by Color … Part 1

0

The key  to your success  is how well you learn how to deal with people.

There are 4 basic types of personality styles and you may fall into several areas, but one style will be more dominate than the others.

If you can learn to master these styles and understand the different behavioral types and adjust your style, you will be on your way to becoming a conversation specialist.

What do you mean, Carl? Well, before I explain how to adjust your style let me tell you about the four colors:

Red:

Someone with a red style is a person with a driver personality. They are focused on the task at hand and are not detail oriented. “Just get it done!” might be something they would say. Most of them are direct, demanding and tend to take action. Reds are determined and they have a lot of confidence. They can be very competitive and have a bottom line personality.

Blue:

A blue style will be more interactive. They love people and are very friendly. At a party most of the people are around a blue person because they are probably telling a story or inspiring someone. Blues are outgoing, emotional talkers and love to have fun.

Yellow:

If you want a loyal friend, find a yellow type person because they are dependable. They want to be a part of the team. “What can I do to help out?” would be a question they would ask or they will be the one to raise their hand when you need a volunteer to help out. Yellows are very stable and are good listeners. They are sensitive, but very supportive.

Green:

I am a red and most (I said most, not all) reds are married to greens or yellows. Greens are analytical, detail oriented people. A green will read Consumer Car Report back issues for three months before they buy a car. They are cautious and do not want to make the wrong choice. They want to know what the numbers say, do all the numbers add up on a deal, where is the data and the proof. They will not show their emotions readily. They want to see if it really works that way or if it is just a lot of hype.

To get some practice, study the colors and see if you can identify some of your family members and friend’s most dominant color. Now, if you want to become a conversation specialist, take some time to learn to adjust to the different behavioral styles. I must admit, this was and still is the hardest part of the conversation I have to focus on.

Learn how to deal with different styles. Stay tuned in for part 2 and get ready my friend to take your business to the next level!!!
Start utilizing part of the personality styles  and you will be on your way to building relationships with people you meet. To get more information on how to take your business to the next level, visit Carl “The Encourager” Randolph’s blog.

Author: Carl Randolph

Article Source: http://www.articlealley.com/article_1607016_34.html

Share

New Training Methodology Makes a Difference in Learning Results

0

When you were in school, did you ever notice that some students hardly studied at all and still got good marks? While you on the other hand needed to study hard to get the same results. Yet some classes you needed to study less than others to get the same results. There are numerous psychological and motivational reasons why this is so, but the major influence is the difference in brain processing between the student and the teacher.

Imagine a classroom full of students. And each student in the class is wearing tinted glasses. The teacher is also wearing glasses but the teachers glasses are tinted green. As the teacher goes around the room describing the different models and structures, he describes them from his “Green” perspective. He may even describe them very clearly and correctly, but it seems that many students in the class don’t understand. He gets frustrated with some of the students because when he looks at them through his green perception, they too are wearing “Green” glasses and therefore should be able to see it as he does. So he may “label” some students as stupid or unmotivated and keep on teaching in his green way while some students struggle on their own to learn the lessons.

While this may be common in school, it is equally as common in the workplace. Managers, supervisors and staff are constantly misinterpreting each other, reacting to these misinterpretations, labeling each other, and expanding gaps in productivity and job fulfillment.

If we could only take off our colored glasses!

Recent genetic psychology research (a 25 year study by Sandra Segal and David Horn) has shown that we are running very specific Genetic Processors in our brain. The notions of personality profiling to determine “Behavior Style” have been replaced with “Processor and Environmental Adaptation” to determine individual and group dynamics related to communication, leadership, and productivity.

Through the use of Directive Communication Psychology, we can discover how to take off our colored glasses and teach, learn, lead, persuade, and cultivate greater productivity in our work and personal life. The colored glasses model is based on the 4 different genetic processors that are foundations for the way we communicate. If you compare your brain to computer processor, you may find that some people have a PC processor, while others may have a Mac processor. Each of these processors can run similar applications such as Microsoft Excel or Adobe Photoshop, and while these have the same function and similar appearance, each requires different programming to run the same type of software because each processor runs the programs differently. For example, a PC will run Excel in a very direct and speedy manner, but will run Photoshop in a slower and roundabout way. The Mac on the other hand is just the opposite. But, if you try to run Excel for Mac on your PC, it won’t work and vise versa. Our brains work in a similar way. If you are a green brain (random, interactive processing) trying to do a red brain (linear objective processing) function, you will have some difficulty doing it in the same way that a red brain person does. As you struggle to get the point, understand the information, or truly empathize with another, it then becomes essential to process your red brain outcome in a green brain way.

The problem is that most of us do this through trial and error. We usually don’t realize what processor we are running. To make it worse, we may have been taught that the “Red” brain way is the only way to approach things, so we don’t even try to figure out a “Green” brain process, and through this difficulty we may figure that we’re just NOT capable and give up trying.

Organisations use the Identification of genetic brain processing patterns to commpose better teams and improve communication and productivity, one such tool to determine Brain Processing is the Colored Brain Communication Inventory, or CBCI for short. Other Schools of thought suggest “brain dominence” instead of genetics, such as the HBDI or Herrmann Brain Dominance Indicator or non-processing related behavioral indentifiers like DISC. Either way, once you know your own communication pattern, it becomes apparent in how to maximize a groups ability to learn, communicate, influence and cultivate good habits that have difficult in the past.

Brain Processing has little to do with “personality”, a friend, as the eldest daughter was shaped and guided to become a professional. Her family influenced her to desire and study towards a professional discipline since she was 4years old. While her genetic foundation was blue brained, she was steered into a very red brained education, upbringing, and career as she decided to become a lawyer. Because of her upbringing, she acted and behaved like red brained person and everyone (including her) assumed she had the “personality” for this line of work. And while she became successful in her firm and her family’s aspirations were satisfied, there was something missing. She was not happy, she felt unfulfilled in her accomplishments and did not connect well with other lawyers at the firm. It wasn’t until she discovered her blue brain orientation through personal consultation, that she was able to place her red brain flexibility in the right perspective. She then quit her firm and used her current skill sets as a “blue brained” attorney to work for Club Med. She is presently successful AND happy.

Our education, our career, and our environment is manifested through the color of our glasses. Through awareness of how we and others process information, we gain greater insights on how to learn better, how to develop talents not natural to our genetic ability, what career to choose, and how to appreciate and bring out the best in the people around us.

While the other half of the equation, our emotional drivers, is subject to our environment and changes with experience, knowing the color of your brain is the foundation for creating Brain Software for your unique processor. It is the foundation for not only better learning, but better and faster implementation of what you learn.
——

Arthur F Carmazzi is the principal founder of the Directive Communication Psychology and a renowned Speaker in the Asian Region. He is the author of best seller, “The 6 Dimensions of Top Acheivers”, “Identity Intelligence”, and “Lessons from the Monkey King”. He has been awarded as one of the Top 30 most influential Leadership figures in the world by LGI. More at: directivecommunication.com, Or carmazzi.net

Article Author: Arthur F Carmazzi

Article Source: http://www.articlealley.com/article_174232_22.html

Share
Page 1 of 3123
© Copyright Interpersonal Communication Blog - Theme by Pexeto