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DISCinsights Blog

How to transform your managers into coaches with DISC

Posted on 2018-10-16

With all of the requirements of managers today, there is one more increasingly important skill managers are being asked to possess - the ability to act as a coach. Evidence shows today’s great leaders are also coaches. Consequently, managers are often being asked to play a coaching role to develop internal talent, identify leadership qualities, develop team work competencies, and close the soft and hard skills gaps. In fact, according to recent research by Google, the single most important managerial competency that separates highly effective managers from average ones is coaching.

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Leading People Who Don’t Want to Follow?

Posted on 2018-07-12

5 tips to help leaders to lead unwilling followers Is a leader still a leader if there are no followers? This isn’t a riddle as much as a reality for some leaders who don’t have people willing to follow them. Is it them or me? This is the question leaders ask themselves that can bring about change and solutions. While the answer is not always clear, and both may be true in some cases (inexperienced leadership and unwilling participants) the responsibility is on the leader to get everyone on-board and excited about moving forward together in the same direction.

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5 Strategies for Team Building

Posted on 2014-05-16

There are quite a few benefits of working on a team. When you’re on a well-balanced team, it can lead to greater creativity, productivity, and effectiveness. Having the ability to share tasks, divide responsibilities, and brainstorm ideas with other people can often lead to solutions one person would have never been able to come up with on their own. Collaboration allows the individual talents of the team to be used to produce a final product of exceptionally high quality.

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4 Personality Specific DISC Strategies for Conflict Resolution

Posted on 2014-03-13

When you have a problem with another person, be it a friend, family member, or coworker, it’s important to remember that personality differences are often the primary triggers of conflict. Your personality style is a huge factor in the way you approach tasks and interact with others, and when you encounter someone who doesn’t share your approach it can be extremely frustrating.  What follows are a few tips for resolving conflict, based on the personality style of the person you are dealing with.

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The Leadership Debate: What Should Matter Most, People or Results?

Posted on 2014-03-03

Every business strives toward cultivating strong leadership. Yet, the definition of a “strong” leader is often frustratingly subjective. If you’re hiring someone for a leadership position, should you look for someone with who is driven and results-oriented, or for someone who is empathetic and communicative? What about your own personality? Do you feel like you are a good leader, or do you find yourself sometimes questioning the effectiveness of your approach?

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Which DISC Personality Type is Most Suited to be a Leader?

Posted on 2014-01-17

Trick question! They all are.  

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The D3 DISC Report Combats the High Cost of Employee Disengagement

Posted on 2013-07-10

Last week, USA Today published an article highlighting the destructive consequences of employee disengagement. Citing data from Gallup’s 2013 State of the American Workplace Report, the article reveals some startling data. When assessing a pool of 150,000 American workers:

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Trend Watch: Coaches Use Personality Profiling as a Recruitment Tool

Posted on 2013-06-07

Trend Watch: Coaches Use Personality Profiling as a Recruitment Tool

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Dealing With Office Conflict Through DISC

Posted on 2013-02-21

Conflict with a coworker: It’s bound to happen sometime. In an office environment, you’re often thrown together with people that you would never normally choose to spend eight hours a day with. Even if you enjoy spending time with your colleagues, working closely with the same people day in and day out is bound to occasionally cause a little friction. Unfortunately, small tensions between individuals can, over time, blossom into full-blown conflicts. The good news is that you can easily resolve most inter-office personality conflicts using DISC theory.

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