Building strong teams is one of the keys to successful projects and organizations. From a coaching perspective, I choose my approach using the Tuckman's stages of group development: the “Form, Storm, Norm, Perform” model which stands for:
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According to Training Magazine, US training expenditures in 2018 were approximately $87.6 billion, with an average training budget for a small company being $234,850 annually. This type of spend shows that many businesses believe in the effectiveness of developing their workforce through corporate training programs. While there is some validity to the argument not all corporate training programs are effective, there is also the other side to the story in which it might not actually be the training or trainer, but how well the principles are adopted by the company and employees themselves.
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As a consultant, I have always been focused on results more than activity. In the case of leadership development, the effort can seem more like an activity that is disconnected from a larger goal. Usually, leadership development includes personality assessment such as DISC or a 4D Report (DISC, T.E.A.M.S, Values and Behavioral Attitudes Index) in order to create a better self-awareness of a person’s default behavior and attitude styles.
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Being an “ID” DISC personality style (also known as a “Persuader”) I love learning about myself, and the DISC behavioral assessment is another valuable tool for understanding how I interact with others. What you may notice in a DISC report is that while it’s helpful, it may sound too general. For example, one of the lines from my report states, “Michael tends to make decisions quickly and is comfortable making high-risk determinations.” This helps me reflect upon previous interactions and predict how I might react in the future, but doesn’t necessarily apply to my specific job role.
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Most people enter a relationship thinking “this just might be the one.” In the very beginning, both people seem to be in-sync, but over time the combination of differing personalities and communication issues cause most couples to become out of sync. It’s this moment in which couples may turn to a counseling service, and understanding their different personalities is the first step in helping the love birds get back on track.
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Building strong communication skills is one of the biggest battles individuals of all DISC styles face. Any DISC personality may struggle to communicate with those of different styles, and this tasks managers or family counselors with guiding efficient communication. Understanding different DISC styles can help management and/or family members develop strong communication exercises to build the communication skills of each member.
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Prior to our current economic boom, the period from 1997-2000 was one with the lowest unemployment rate in 3 decades. I was running an outdoor-based school and needed to hire a team of 20 seasonal staff for jobs with long hours and little pay. You could have made more money and had more free time working at McDonalds. Yet, I had a full staff at the start of orientation. How was this possible? The answer is simple – successful coaches know how to hire by utilizing personality strengths.
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Many companies start out with one product and, over time, realize they are finding new ways to apply their products and skills as more of a customized solution. The same principle applies to start-up coaches and consultants who are providing their expertise and trying to “sell it” to other businesses in need. The problem is, the entire company, especially the sales team or even the business owner/coach, has grown up selling the product as a transactional event and not as a customized solution process.
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Memorial Day and other holidays surrounding remembrance offer a fantastic opportunity to not only consider loved ones who may have passed, but also to make a difference in the world. People often use Memorial Day to attract attention to important causes. Fortunately, DISC theory is a great tool used to assess and provide ideas on how different personalities can honor people and causes they care about. People grieve differently, but each person’s personality style could put a productive spin on a familiar emotion.
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Business consultants and coaches who use DISC theory as part of their “tool box” may believe they don’t need to become certified. True, your experience may be enough to coach clients using the basic observable principles of DISC. While you can read about the benefits of the PeopleKeys certification here, you may want to consider some hidden advantages actual training will provide you.
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