The American Psychological Association labels psychological resilience as “the process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress — such as family and relationship problems, serious health problems or workplace and financial stressors.”
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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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Tariffs aside, globalization is here to stay. With the evolution of technology, our world gets smaller and smaller. Likewise, even the smallest business is now able to reach territories further and further away. This means connecting with people and authorities of all cultures, some that you may not yet be familiar with. But how do you get along with people that can be so different? Here’s a simple answer - DISC has always been a tool to understand people and predict their behaviors. We can fairly state that DISC is the international language of human behavior and no matter of cultural differences, DISC personalities speak the same language.
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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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You probably wonder what a "dead horse" story will be about? We all get into a situation where problems get out of control and no matter how hard we try to solve them, we just run into bigger problems. An old Sioux wise man once said, “If you notice that you are riding a dead horse, get off it.”
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Business leaders today have a lot on their plate, maybe more now than any other time in history. As both blessing and burden, today there’s a plethora of resources (theoretical and practical) at a leader’s disposal to help him or her manage, engage, and build teams. Because technology is a driving factor in the workplace and is continually advancing, management practices and workforce conventions are always in flux to incorporate the latest trends.
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Continuing in our series of workplace behavior and predictive hiring analysis, another interesting observation happened during a recent client training session. In fact, this has been a common observation ever since we started implementing the BAI (Behavioral Attitude Index with DISC) and the I-SPEAK report.
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One of the great ways that the DISC Personality Test is commonly applied is team building in the workplace. The dream of a strong, cohesive team which works together to be greater than the sum of its parts is something that every business manager or owner shares, and with DISC, it's a real possibility. It can also be a fun activity at the same time too.
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