Leveraging DISC Assessment to Enhance Executive Coaching Strategies


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


Defeating Personal Stress in the Workplace: Workplace Utopia


Did you know the average American changes jobs every two years?  Retail employees spend even less time at their job.  No wonder so many people have so much personal stress!

So what’s going on?  Employers are constantly striving to cut expenses to increase revenue, employees are working harder without additional compensation, and stress in the workplace is on the rampage.  Meanwhile, consumers are becoming more and more dissatisfied with the customer service they receive from companies.

When employees leave work each day, what type of experience are they taking home with them?  Stress?

In a perfect world, or I guess I should say, in “Workplace Utopian” world,  we find the best employee and give them the best workplace experience.  In turn, the employee gives the company their most creative ideas, their utmost loyalty, dedication to customers, and a great attitude.

Believe it or not, there are a few companies out there who believe in giving their employees a good workplace experience, and needless to say, most are Fortune 500 companies.

If Workplace Utopia was a real working environment, we could satisfy basic human needs within the workplace.  The needs of dignity and purpose are good examples of basic human needs.

Management could include the opinions and ideas of employees concerning new programs.  Not only would this make the employee feel their opinions and ideas are important, the management has just satisfied their dignity and purpose needs.  Including employees in decisions like these make them feel as if they are members of something good–the company.

How about if the revenue of the company was increased while making the employees happier in their workplace?  Research has shown that companies with good communication have higher profits than those who don’t.

In Workplace Utopia, we could use cell phones, email, texting, not to mention landlines, post-it notes, and all the options from Google, to have better communication.  After all, lack of communication is a big pet peeve with employees.

If communication was better in the workplace, employees could stay in the loop about upcoming changes or new developments and not have to rely on company gossip.

Communication…What a concept!

Let’s wrap up our “Workplace Utopia” idea by removing all the de-motivators from the workplace.  We will remove lack of clear expectations first so the employee will know exactly what is expected of him, which will eliminate stress and frustration and the employee can feel like a winner and have more self-confidence.

Then we will remove some of the control management has over the employee’s work, since studies have shown that the more control an employee has over their work, the harder they will work.  This will also make the employee feel more self-confident.

And lastly, let’s remove all doubts of anyone feeling unappreciated and that way no employee will have the “why bother” attitude.  Management will appreciate and recognize each employee for their individual skills and talents, as well as their mistakes, which will make them feel the need to be more creative and innovative.

Now that we have de-stressed the work place, employees can create more revenue for the company, since a happy employee is a productive employee.  Once the employer increases revenues, he could actually pay his employees what they are worth.  More money would lessen the stress for many employees.

I think we are finished now.  We have not only conquered stress in the workplace, we have conquered personal stress for employees.  We have basically defeated two problems with one solution!

So how come more companies don’t adopt the “Utopia” attitude?  Maybe they like the added expense of replacing good employees every few years.  I wonder if they know that “help wanted” ads are expensive and employee training will cost them even more.  Probably not.

Perhaps, a lot of employers don’t like acting like Fortune 500 Companies.  But then again, if they don’t act like successful people, they don’t have to worry about becoming successful.  Good idea … maybe not.

Or, maybe these employers have a fear of success.  With success comes more responsibilities and obligations.  Bad move.

I give up.  There is no sane answer as to why more employers don’t create a Workplace Utopia.  It should be a “no brainer.”  Quality and content employees do generate more revenue for their company.  It’s a win/win situation.

Article Author: Donna Graham writes articles about people and small business.  Visit her at careerlifeattitudes.com

Article Source: http://www.articlealley.com/article_1497884_24.html


Leadership Training: Tips for Leading Gen Y


The Gen Y has made their mark! This new type of employee has been the cause of many management and leadership training challenges and few have truly understood what this generation needs and the thinking that goes behind what is seemingly is an unreasonable and unmanageable mindset.

From a leadership training perspective is imperative that leaders of different generations take the time to get inside the heads of their Gen Y employees and to get an understanding of what makes them tick.

Baby Boomers and Gen X leaders are cut from a different cloth. They are accustomed to principles such as proving yourself, climbing the corporate ladder, loyalty to their organisation, appreciation of opportunity and doing what it takes to get further in their own career paths.

These leaders believe they have earned the right to be at their current level of leadership and have a low sense of entitlement. They have got to their positions through sheer hard work, commitment and perseverance.

Now enter a generation who believe quite the opposite. A true test for leadership training professionals.

These leaders are being called to look beyond their own belief system into the realm of new and different ways of thinking.

Gen Y’s however are not trying to be difficult. They have been brought up in a world that is fast moving. They have their finger on the pulse of changing technology and the internet gives them the information they require in a split second. They can access people around the world and send and receive vast amounts of data in any area of their choice.

This pace defines their lives. Anything slow is boring and anything uninspiring is not worth spending time on. Diversity is king and challenge is a “must have”. If it takes too long, dump it!

Can a leadership training process make any meaningful difference to engage employees that think and behave in this way?

The answer is most certainly ‘Yes’, however without the following key actions it may prove ineffective.

Here are 7 Leadership training suggestions that have proved to be successful:

1. Ensure that your Gen Y employees are involved in decision making.

 As the leadership training guru Ken Blanchard claims, “People support and defend what they help create and decide.”

2. Know their needs and expectations of:
– you as their leader
– their team
– their role
– their career aspirations.

3. Give them ownership and autonomy

Gen Y employees want to feel a true sense of accomplishment. For this reason they do not feel a sense of loyalty to the organisation but rather to their jobs. Give them the opportunity to flourish in the path they would prefer to adopt.

4. Praise and acknowledge

They thrive on recognition and reward for a job well done. Many need this to feel alive and worthwhile.

5. Set up “buddy systems” and small teams

Gen Y’s love to work collaboratively. Get them working together, talking and sharing.

6. Encourage creativity and innovation

Set up brainstorming groups for problem solving and invite suggestions and ideas for new and different approaches. Allow them freedom of expression.

7. Never be prescriptive

Gen Y detests being told what to do and how to do it. Rather be suggestive and avoid using any power style of management or leadership.

The case for leadership training is strong. There certainly is no one right approach and with time we will get to further understand and appreciate this wonderful and challenging generation.

Article Author:  Meiron Lees

Meiron Lees is the director of InnerCents, the company is a leading corporate coaching and training company specializing in
executive coaching, leadership training, leadership management training and sales negotiation training.
URL: http://www.innercents.com.au

Article Source: http://www.articlealley.com/article_497643_15.html

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