 | | Successful Leaders Understand And Use DISC |
  When you are a leader in a company, the biggest job you have is communicating well with your staff and facilitating a good environment in which the staff can communicate to one another. In order to boost communication levels you must understand your own personality as well as the others you work with. Personality traits play a key role in how we express ourselves and understand the way others express themselves to us. It is only natural to think everyone has the same thought processes that you have and understand things the same way that you do. On the contrary, each of us have a different way of communicating and understanding what is being said to us by those around us. With the use of a DISC profile assessment, you can understand your behavioral style and how to best interact with others that have a different behavioral style. Why Take a DISC Profile Assessment DISC stands for four different characteristic traits: dominance, influence, steadiness, and compliance. DISC is the "HOW" we do things.... Not WHY. How we walk, talk, react, communicate, etc... Not everyone who is similar in these assessments are identical. Your personality has been shaped by a number of factors, whether it be experiences, environment, and belief systems to name a few. No two people will express themselves the same. Understanding yourself more in depth will help you to be more self-aware. When you take the time to know yourself better, you will inevitably be able to know others better. How Does DISC Play an Important Role in Good Leadership Self-awareness plays a key role in being a good manager. DISC assessments help you to take a deeper look at your own personality and communication style. Not only that, in these assessments, you will be given the skills necessary to know how to tailor your communication styles with others that exhibit different personality traits. When you understand how your style of communication is coming across to your employees, you will be able to adjust your actions based off of who you are relating to. Successful Leaders Understand and Use DISC With these types of resources available, it is important for leaders to use them to their advantage. To be successful in your business, you have to master the art of relating to other people, no matter how much your personality conflicts with theirs. As a good leader, you need to understand how to encourage your staff to work better while keeping misunderstandings to a minimum. Through utilizing a DISC profile assessment, it takes the guesswork out of how to best communicate and relate to others in your business. No matter what form of business you run, successful leadership starts with understanding your staff. Until you know them and how to relate to them, you will not communicate as well as you need to. By administering DISC assessments, you will give yourself and your business the foundation needed to build a strong corporation.
Attend our upcoming DISC Introduction webinar. See below... ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved |
  UPCOMING WEBINAR - August 10 An Introduction to DISC and Other Behavior Assessments for Greater Success Aug 10, 2017 3:00 PM EDT Individual behavior styles and our emotional intelligence (soft skills) have a direct impact on our interpersonal relationships in the workplace. Individuals differ from each other in fundamental ways including their values, behaviors, talents, temperaments, wants and beliefs. Our webinar will help individuals understand each other better and appreciate the unique strengths and differences each person brings to the office.
The principal objectives are identified below:
- Using assessments to measure leadership competencies
- Overview of the DISC language
- Characteristics of the four behavior factors
- How to adapt communication styles to work better together
- How DISC reports can improve team performance
- How to use DISC to place people in the right jobs
- Overview of the stress awareness assessment and other reports
After registering, you will receive a confirmation email containing information about joining the webinar.
Register Now |
| Improve Your Recruiting Process |
 Acquiring top talent is difficult and yet so crucial to your business' success. Technology has advanced the recruitment process and coupled with an element of human interaction, better candidates can be secured. Today, there is an abundance of technological recruiting and assessment options. However, companies are not able to measure the long-term impact of these hiring advances as well as you'd think. They struggle to pinpoint the real impact of quality hires and how long they stay. Hiring managers expect more out of their candidates, especially after they've been given assessments and the tools necessary to reveal whether they are the right person for the position. They want to enhance the process in order to attract and then secure better employees. Acquisitions are important, time-consuming, and potentially costly during the recruitment process. Ever wondered how this process could improve? It's a common question amongst hiring managers and HR departments. The more the system is fine-tuned the better for all involved. A recent survey of 200 hiring managers revealed some interesting results: 1. Hiring managers said they wanted to see the recruitment process improved by their HR department. 2. They reported the desire for a more data-driven process when given the task to hire top candidates. Recruitment Process Larger organizations often consist of hiring managers that are frustrated by the challenges associated with recruitment. The survey revealed that they feel like HR should improve the process by utilizing different recruitment tactics. Data-Driven Process Hiring managers want to pursue top talent and believe the process should be data-driven. They want candidates to complete assessments and take the information gathered for consideration during the hiring process. Talent acquisition based on facts and data will ensure a better candidate and most likely a longer term employee. Hiring managers rely on HR to set an acquisition system in place. When they don't consider best practices and stick to the old way of doing things, they hurt their team and the ability to secure the most talented candidates for open positions. Further, data is a useful tool that will enable a more well-rounded decision to be made when selecting a candidate. Consider these things and bring them up for discussion as a team in order to create a more seamless recruitment process for your company. Working together as a team will ensure you acquire better candidates while improving employee morale and your bottom line over time. v ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved |
Master DISC Training Program (2 Days) Online DISC Certification Training Webinar Choose the month you would like to attend: Contact us about non-profit, education and military/government discounts. Call or email us for more information. 800-821-2487800-821-2487 FREE or 770-860-9464770-860-9464 |
"Greg's DISC certification class was one of the best I have attended. Greg is skilled at engaging the class, providing information in a helpful manner, and giving individuals the direction they need to feel competent and comfortable administering the DISC. As a result of Greg's class, I am looking forward to using the DISC in my organization's professional and leadership development initiatives. I highly recommend Greg as an instructor!"
Rhonda Sutton, Ph.D., LPC, LPCS, NCC
Director of College Leadership Programs
North Carolina State University
|
| The Future Of Mobile Apps |
 Who doesn't enjoy mobile apps these days? I'd wager to say that most people like them, use them and reap the benefits from the product and service that they potentially offer. I probably don't have to sell you on the fact that mobile continues to grow. However, I wanted to share a few stats to illustrate my point. - One million cell phones will be sold within the next year
- While that number is staggering, it's double the number of PCs that will sell
- Half of all adult cell phone users have apps on their phones
As you can see, mobile is huge! Think of the convenience and all the technology that is at your fingertips almost by the minute each day. We will continue to see mobile usage increase for years to come. Mobile apps have a significant part in the increase of this phone usage. Most people say that they are both fun to use and helpful. Lately, people report to be willing to even pay for apps. Of those polled, 42% of cellphone users have spent money on an app. If you are looking to advance your brand, business or marketing plan, then consider adding an app to your business plan. People will search for apps to see if they can get a coupon, deal and for the convenience of getting push notifications. Apps are becoming more and more prevalent when it comes to products and customers are buying into it all. Have you considered a mobile app for your business? Consider one if you have not. Top categories that people search for when it comes to apps include: - Social Media
- Entertainment
- Communication
- Productivity & Organization
- Shopping
Mobile apps have a bright future. They are simple to use and sought after. I encourage anyone trying to grow a business to figure out a way to incorporate one because it is just one more way to get the word out about your company and product. You won't be sorry and your customers will thank you for it. v ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved |
| IMPROVE JOB AND MANAGEMENT SKILLS |
 Train Your Entire Workforce With Our Online Courses!
Our leadership development solutions provide your management team with the skills they need to become complete, effective leaders in today's complex work environments. Vital Learning's courses are practical not intellectual, supplying new and experienced leaders with down-to-earth, how-to techniques and strategies to improve team performance. |
| | | | |
