Christina Bowser, Author at Extended DISC

Team Training and Development With DISC

Posted on October 11, 2016 by Christina Bowser

Building DISC into team training or a group’s development can be a highly effective way to increase awareness of the dynamics between members. It helps identify the strengths and challenges relating to a team’s performance and growth.

Simple Assessment to Use

Once your participants complete the Extended DISC® Individual Assessment, you can easily produce the Team Assessment. Team members do not have to complete any additional questionnaires. One assessment take cares of all reports. You do not have to plan in advance if you want the Team Report. It can be produced at any time. Our Team Report is commonly used in a team training with Sales, Customer Service, Leadership, Intact teams, and more! Also, you can customize the report. You can add an unlimited number of team members to your team report. Hence, this tool is widely useful in performing department, division, and organizational assessments.

How does the Team DISC Assessment work?

The Extended DISC® Team Report can combine all of the individual report results into one report. The Team Report provides a clear, easy-to-use framework to understand complex issues quickly, solve problems and improve performance. It shows the dynamics, strengths and growth areas of a team, department, division, or organization. In addition, it shows how team members are adjusting their behaviors in the existing work setting. The Team Report also provides the information in a neutral and safe place. Use it to productively discuss challenging topics and provide a big picture to make more confident decisions.

The Team Assessment is capable of assessing an unlimited number of team members. As a result, it lets our clients to perform various, more complicated analyses. Some of these uses include identifying the effective sales and leadership behaviors, succession planning and strategic decision making.

The team reports are customizable – just click and choose the information you need. Your options may include maps to identify team makeup, team flexibility zones, and how a team makes style adjustments. Additional features of the team report include team members’ DISC profiles, strengths and development areas. In addition you can view how team members relate to specific and critical behaviors for a team to succeed.

Managing Your Team Database

As an Extended DISC client, you have access to an easy-to-use Account Manager portal. One of the many options allows you to create and view your team databases. This lets you to make changes and rerun team reports without searching for team members each time. Thus, you can access the data later or at anytime.

Use the Account Manager portal to view DISC profiles and team maps without having to generate a team report. In addition, use your Account Manager portal in organizational development and to help make better, informed choices.

Incorporating DISC Assessments in DISC Team Training

Before you even begin using the Team DISC reports all of the team members already have their own individual reports. Team members can begin identifying their own behavior styles prior to a team training. Extended DISC® Team Reports can be used to develop skills and behaviors in team training. Groups may include Sales, Customer Service, Communication, Management, and Leadership. It can also assist with a team’s challenges. For example, focus on what team members may be avoiding or where they may be feeling the greatest source of stress.

Additionally, the team report can be used to identify key strengths and motivators for the team. Many clients use team reports to improve communication and make informed, positive moves towards resolving underlying conflict. Clients also find team reports an essential tool to assess how effectively communication flows to and from the management level.

Team Development

Team Assessment is a very effective team development tool. It helps team members better understand their individual styles in the context of the team. In addition, team members begin to value the contributions of others. One action task is to ask the team to “map” the goals on the Diamond using the Team Strategy Worksheet.

Next, help team members identify what DISC-styles are needed to achieve the goals. Then contrast the findings with the Team Report Shotgun and/or Name Map to discover where the team’s strengths and weaknesses are compared to the goals. This will help you and the team to develop – or adjust – a plan to reach the goals.

One-Off Team Training Sessions/Executive Briefings

There is a lot of useful information in the Team reports, but don’t overload your team. Focusing on the Shotgun, Name and Arrow Maps in the Team Report for shorter workshop sessions keeps your group from becoming overwhelmed. The maps helps generate engaging and active discussions, as well as help uncover “pain” areas for

Do you have groups where team members are from different companies or departments? The Team Report is still an effective tool to show the different DISC-styles of the audience. The participants are always eager to discover how their DISC-style compares to others.

Members of upper management are fans of the Team Report. It gives them quick, “bottom-line” data about the team, department and even the entire company. Do not miss this chance to provide the key decision-makers the information they need and want!

Team Training for Dysfunctional Team Restoration

The first step in helping a team resolve its issues and become a more productive team is sometimes less obvious. Try identifying where the team is actually working well. Use the Team Report to help struggling teams resolve issues. The workshop leader guides the team in finding causes for team issues in a safe and non-judgmental DISC-framework. Often, the person bringing you to in to consult already has an idea of why the team isn’t working. Remember that while he or she may have strong views, they are based on his or her own views of the issues. They should not be taken as the complete truth.

Using the Arrows Team Map

Using the Arrows Map helps the process. Look for commonalities and ask questions. Are the arrows moving in a same general direction? Do the arrows move to different directions? Are people clustering on the Diamond? This can give you great questions to ask the team members and the team leader. Use this data to decide if the issues are internal or external to the team.

Are the arrows are generally moving in one direction? This could mean the team is getting their goals or instructions from someone not included in the Team Report. Was the manager included in the Team Report? Could one person be driving the direction of the group’s arrows? Is the direction of arrows beneficial to achieving the team’s goals? Ask each team member for his or her own main goal(s). Does the movement of arrows align with the behaviors needed to achieving the goals? You can ask these questions in the team training or one-one-one with the team manager.

If the arrows are moving in all different ways, is this truly a cohesive team? Or, does it make sense that the arrows go to different directions? Is it because members have different tasks and roles? Are team members getting mixed commands from more than one boss? If it’s one manager, is he or she clearly sharing the goals or what is expected?

The Team Report helps you ask the team members and the team leader the right questions. It can help identify the causes for the team discord. You can also use the Team Report to help the team members develop skills to better relate to one another. In the end, the goal is a better understanding of each person’s unique style and impact on the team.

Applications for the Organization

The more Individual Reports and Team Reports you use in your organization, the better you can start assessing the it as a whole. Then you can also focus on building and extending your client relationship.

First, start by producing team reports to identify trends. Look at all recent hires or all employees who have recently left the organization. Is there any correlation in DISC styles of the groups? Are you losing more of one DISC style than others? If so, does this trend correlate with the organization’s overall goals?

Run an overall organizational report. Based on this data you can assess your rewards and training programs. For example, if you have more C-styles, your training approach should be quite different than if you have more I-styles. This information also helps with motivating and rewarding your diverse group of employees.

Recruitment

The Team Report helps identifies what DISC-styles create success in different job positions. It helps create an ideal profile for recruiting. First, simply select your top performers. Then use their DISC profiles to create a Team Report. There is almost always a link between DISC-styles and the level of performance. The Team Report even computes the DISC-profile. Use the Team Report to track the success and any changes to the ideal profile over time. Then once in a while, to use the Team Report to check for the top performers.

Final thoughts on team training with DISC

Remember not to share the full Team Report results in a group unless all of the team members agreed to it. They need to do so in advance to do so or give consent during team training. Otherwise, you will lose trust of the team members. Remember, you can just use the nameless Shotgun Map since it does not show the team members by name.

Oct. 19th Webinar: Coaching Difficult People Using DISC

Posted on October 7, 2016 by Christina Bowser

Coaching difficult people is just that…it’s difficult. The challenges are unique for each of us.

When

The webinar, Coaching Difficult People Using DISC, is on Wednesday, October 19th from 10:00 AM – 10:30 AM CDT.

Overview

Are there things we can do to help smooth out some of the bumps in the road? This 30-minute webinar will touch on approaches and give you tips to master some difficult moments that can come up when you are reviewing Extended DISC assessments.

How to Register for DISC Profiles at an Organizational Level Webinar

Click here to sign up even if you can’t attend – we will send you the recorded webinar link!

**After registering, you will receive a confirmation email containing information about joining the webinar. If you cannot make the webinar it will be recorded and available in our webinar archives.

Everyone is a Combination of All Four DISC Styles

Posted on October 6, 2016 by Christina Bowser

Have you ever heard someone tell you, “I have no S-style in me at all?” This statement is not true. One must always look at the relationship of all four DISC styles. In other words, we cannot interpret the four DISC styles independently.

Assuming we don’t have all four DISC styles!

Not that long ago I was talking with a client who is an excellent and experienced DISC trainer. What makes him effective in facilitating DISC sessions is his passion teaching about DISC styles. He helps clients learn the DISC model to become more effective by modifying their behavior. His passion is contagious and his stories illustrate the key points clearly. He uses lots of exercises and games making the learning fun and experiential. Consequently, the participants always rave about his DISC training.

During the conversation, he casually said: “I have no S-style. I have no patience for teamwork.” I was surprised because he has so much experience and is well known for delivering great training sessions. Thus, I wondered if he made that type of statement in front of his training participants.

Using that lack of DISC styles as an excuse

Incidentally, I should not have been that startled. After all, I often hear people make comments such as “I have no C-style”, or “She is all I-style” and “He is 100 on the D-style scale.” I often hear these types of statements. I even hear it from people who have used DISC profiles for a long time. These statements are simply are not accurate.

Generally speaking we do understand the intention and meaning behind these comments. In essence they are used to get to the point quickly or to emphasize how much energy one or more of the DISC styles demands from us. In fact, they are also frequently used as an excuse for not modifying behavior or reinforcing stereotypes about people. Consequently, it is a good habit to avoid making such comments. This is especially true if you are a DISC practitioner.

Don’t focus on DISC styles independently

DISC assessments measure the respondents’ behavioral style. In essence how we behave with different people and in various situations. The resulting DISC profiles show our comfort level among all four DISC styles. As a result, when we are interpreting the DISC results, we must always look at the relationship among all four DISC styles. In other words, we cannot interpret the four DISC styles independently. The same applies when we are identifying the styles of others.

For example, we may know that a person has the D-style as her predominant or “the highest” DISC style. As a result, we have some helpful information about her behavioral style. Usually, and generally speaking, this means that she is quick to make decisions, impatient listener, and assertive in expressing her viewpoints. However, if we make decisions about how to adjust our behavior on this one DISC style only, we could be seriously misguided in our modification of behavior.

As an illustration, think about two individuals. One is a DI-style and the other one is a DC-style. Hence, both persons are “D-styles”. But do they react to others the same way? Of course they do not. On the contrary, they are quite different in many ways including their preferences to relating with others. DI-style wants to achieve his goals with and through people. Conversely, DC knows exactly how to achieve her goals the one, correct way: her way.

Dangers of ignoring DISC styles

Consequently, if you use same approach of communicating, motivating, influencing style with both of them, your results are not what they could be. For instance, while you may be very successful with the DI-style, your results with the DC-style individual could be dreadful. Worse, your wrong style modifications could have a long-term impact since the DC-style may have lost trust in your abilities.

As a result, we know we must be careful not to focus on one DISC style to identify others’ styles to decide how to modify our behavior. Instead, we need to be cognizant of the fact that the vast majority of individuals are very “blended” DISC profiles. Incidentally, even the few individuals who have only one DISC style above the middle line in their DISC profile, still have the other DISC-styles. Yes, they may be “low” but they still exists.

Look for patterns of behaviors

In addition, we need to make sure we do not jump into conclusions too quickly. Instead, we should look for patterns in behaviors that increase our confidence that we have accurately identified the person’s style. While it is tempting to think we have clearly identified someone’s style, we need to be diligent to continue to look for additional cues to verify or recalibrate our initial assessment.

Focus on the least comfortable DISC style

Furthermore, most individuals are fairly comfortable with three of the four DISC-styles. In other words, they have three DISC-styles above the middle line in their DISC profile. Some people find it surprising that these types of profiles are actually the most common type. Moreover, typically these individuals’ fourth DISC style is quite low on their DISC profile. Subsequently, this DISC style takes a fairly significant amount of energy from them.

For instance, someone could be a DSC-profile, with a low I-style. This style of an individual can access and use D, S and C behaviors relatively easily. He may need to adjust his style but, the changes are going to be minor. Plus, he won’t require much energy. That is to say these three styles are all quite comfortable for him.

On the other hand, the I-style behaviors will demand a significant amount of energy from this individual. You’ll feel drained after a while though it is sustainable for short periods of time. If the person lacks the willingness and motivation to make the behavioral adjustment, the modification may be short lived. For example, think of a sales call. If the other party on the phone is a naturally high I-style salesperson then sales call may be end quickly because the DSC-style prospect gets worn out and frustrated.

Results of looking at all DISC styles

As a result, think about how you identify the DISC-styles of others. It is very good practice to also remember to identify the DISC-style that person is not. Frequently, by simply avoiding the behaviors associated with that one DISC style clearly improves your success in the short term. Meanwhile, you have gained additional time to look for additional information to more specifically identify the DISC style of the person. Next, you can correctly modify your own style to enhance your success.

The beauty of the DISC model is that it is easy to learn, use and practice. We must make sure that we do not abuse its user-friendliness by over simplifying it. If we do so, we will make mistakes in our assessments of others’ styles and thus, fail to modify our behavior most effectively.

Using DISC Profiles Beyond Reports

Posted on October 5, 2016 by Christina Bowser

Have you considered using DISC profiles beyond reports? Learn how to maximize the use of your DISC data in this brief webinar.

OVERVIEW

Christina Bowser and COO of Extended DISC Margie Roesner discuss how using your DISC Profiles beyond reports. They’ll share examples of how can DISC profiles be highly useful tool at an organizational level.

The DISC information that we get from Extended DISC reports is highly useful. However, there are additional ways to look at the data. This webinar covers ways to dynamically manage the DISC information you have. You can view overall DISC culture in teams, departments, and even the organization. Learn how to view the DISCS styles of your top performers, track employees who leave the organization, use data in team settings, and more.

As CEO and managers we effectively use the Extended DISC individual and team reports. We may have used DISC in team workshops or departments for team dysfunction, team building, team development etc. Learn how to use the Extended DISC administration site to do even more with your DISC profiles.

Example 1: Using DISC profiles beyond reports to find employees for a project

Let’s say a manager has already had all his or her employees take the Extended DISC assessment. They have even worked on team development. What else can the manager use the DISC profiles for?

The manager is looking to build a special projects team to help launch a new product. She’s looking for a specific set of behaviors for team members. These behaviors are ones that would be the best fit for the quick moving short-term project. First, decide on the most important behaviors that team members would need to make this project a success. Then create a job template which is a grouping of selected behaviors. You can do that by selecting specific behaviors from our 2000 plus behavioral competencies bank. Once you have the job template than you can look at employees in your database and see if there is a high percentage match for employees. Select people you are considering for the project. Of course we always consider other factors such as availability, team make-up, and required skills.

Now that we’ve selected employees we can look at the potential team using the name map to get more information about the DISC styles of the employees. As with all DISC reports, the supporting information is one more useful tool help managers make decisions.

Example #2: Using DISC profiles beyond reports to track employees

You can also use DISC profiles in your Extended DISC Admin account to track your top salespeople profiles or top customer service profiles. These may be more of the obvious examples, but there are many more.

Another helpful use of DISC profiles beyond reports is to keep track of inactive employees. All you have to do is create a folder labeled “Inactive” in your database. Move the employees who are no longer with the company into that folder. You can look at employees who are no longer with the organization. What about the ones who stayed with company less than 90 days? Is there a more common style of those that leave? It is just as critical to understand that the issue may not be a poor fit. We also need to look at the styles of the managers. Do managers need to be trained more effectively to recruit, manage and retain employees? While the information does not answer questions, it does give more data for us to work with.

Summary

It is very time consuming to recruit and retain employees so anything that helps. Hence, any more data to help managers make decisions is time-saving and cost-effective. You can also find more useful ways to look at DISC profiles beyonds reports.

DISC Leadership Training

Posted on October 3, 2016 by Christina Bowser

The goal of DISC Leadership training is to provide useful tools to better our skills as a leader. All leaders, regardless of their DISC profiles, can use these simple and effective steps to be more self-aware and lead more successfully.

DISC Leadership training and DISC profiles

There is no ideal leadership style. Rather than focusing on the ideal leader, use the tools in DISC Leadership training to recognize diversity of roles, situations and people to improve leadership skills. The most successful leaders are keenly self-aware and have the ability to adjust their leadership styles to meet the demands of diverse roles.

Different individuals and situations require different leadership DISC profiles. The DISC model describes the four-quadrant model of human behavior. Each quadrant is associated with a style D, I , S or C. Leaders possess a range of styles on the DISC Model. Each leadership style reflects the impact of the different DISC styles.

The Leadership DISC Report provides a map to improved interactions with others. By understanding the DISC styles, his or her own style, and how to read the styles of others, leaders can better adjust their own style to achieve goals. Hence, knowing one’s DISC leadership style and recognizing the styles in others can lead to winning results.

4 steps to an effective DISC leadership training

Using a simple 4 step approach to DISC leadership training provides a practical approach to more effective leadership. The process is simple, yet powerful. Therefore, the 4 Steps can easily be put into practice after the leadership training. The Extended DISC Leadership report and support materials are built on this simple and highly effective training outline.

Understanding the four main DISC styles.
Identify one’s own DISC leadership style and how others perceive you.
Reading other people’s styles to better understand them.
Adjusting your communication style to achieve your goals.

Understanding the four main leadership DISC styles

D-style leadership profile

A D-style leader emphasizes a more authoritarian style of leadership. The D-style leader prefers to be in charge and in complete control. D-style leaders are also a highly focused style where the leader leads the followers. The D-style often applies pressure to quickly attain targeted, short-term goals. He or she will focus on speed and quick execution. The leader talks and the followers listen.

I-style leadership profile

An I-style leader is more informal and social. He or she focuses on creativity, positivity, enthusiasm, and energy. These are valued more than accuracy, tasks, or detailed rules by an I-style leader. Emphasis on personal relationships and leading as a friend. The I-style leader promotes competitiveness by inspiring others and not by using pressure.

S-style leadership profile

An S-style is a supportive leader who guides, teaches, and develops followers. An S-style leader focuses on loyalty, consensus, trust and sincerity. S-style leaders support their teams. They provide help and support and expect it in return. S-style leaders promote gradual progress while strongly focusing on shared long-term goals.

C-style leadership profile

A C-style leader focuses on quality, rules and compliance with little tolerance for mistakes. C-style leaders tend to maintain a distance from their teams. Hence, they are more likely to have less personal connections. The C-style leader focuses on data, facts and systems. C-style leaders prefer written communication to ensure everyone knows exactly what is expected.

Clearly, the most successful CEOs, presidents, and leaders come from all different DISC profiles. D-styles are decisive and not afraid to take control. I-styles are charismatic and promote ideas. S-styles pull up their sleeves and get things done while still maintaining the company’s core values. C-styles focus on high quality and doing things correctly. Each leadership DISC style brings its own set of strengths and development areas.

Identifying one’s own DISC leadership style

The Extended DISC Profiles clearly show a person’s two DISC-styles. The Natural Style identifies who a person really is. This style remains fairly stable, but not rigid, over adult lifetime. Natural Style is the style that is the most comfortable. It requires the least amount of focus, energy and effort. It is also the behavioral style that others are most likely to observe in the person. In other words, it is one’s “true style”.

Secondly, Adjusted Style identifies how one perceives a need to adjust DISC style to better suit the demands of the present work environment. As a result, this style depends on the setting and changes as the environment changes. Events such as a new position, a new boss, or a new job typically change one’s “adjusted style”. Remember, the Adjusted Style is based on one’s own perception. It does not mean it’s what one should do, but shows what he or she feels the needs to do.

Reading other people’s styles to better understand them

Just as each DISC leadership style brings strengths, each also has areas that also need to be constantly and consciously developed. D-styles need to consider others and know when to not take too many risks. I-styles need to stay organized and maintain focus on the end goals. S-styles need to take action and decide more quickly and think “outside the box.” C-styles need to be less critical and not so hard on themselves. They should be more open and ready when things don’t go as planned and they are faced with surprises.
Once leaders have identified their own styles, the next step is to identify the styles of others. Knowing the style of others allows one to make the most effective behavioral modifications. This is a skill that takes some practice, but is easy to learn and use.

Leaders learn to observe what others talks about and the types of words they use. They pay attention to the tonality and body language. Remind leaders that observing behaviors will become second nature with practice. Leaders use the Extended DISC Diamond to assess whether individuals are more task-oriented versus people-oriented styles and a more reserved versus active styles. Using these tools to identify others’ styles results in better understanding of others.

Adjusting your communication style to achieve your goals

Successful leaders are confidently self-aware. They know who they are. Top leaders are aware of their strengths, but do not overuse them. Also, they are keenly aware of the areas they need to improve upon and do not deny or ignore them.

Highly effective leaders are aware that they need to modify their behavior to suit each exchange and setting. They know how to lead, motivate and influence their different styles of employees. The top leaders are able to identify others’ styles and modify their own style. They are always mindful and present.

Target the Leadership DISC Report sections on leading, motivating, and developing one’s employees. Your workshop leaders can locate where their natural style falls for these targeted behaviors. Identify the behaviors that need to be further developed and ones that are more comfortable. Use the tips section, “Improving Your Success as a Manager” to further improve their abilities as leaders.

Successful leaders are determined, in a very large part, by how well they interact with others. The better our ability to relate, communicate, persuade and motivate, the more tools we have as leaders. Hence, being able to relate well and build long-term bonds with employees, customers, prospects, colleagues, and stakeholders result in a winning way to lead.

Additional Leadership Blogs and Video Resources

Blogs

Videos and Webinars

Making DISC a part of Your Organization’s Culture
Key to Managing Millennials for Managers
What is the greatest challenge that leaders face? Marshall Goldsmith
Coaching For Leaders: Rewards and Recognition – Marshall Goldsmith
Leadership is a Contact Sport – New Research – Marshall Goldsmith
Two Elements for Effective Delegation – Marshall Goldsmith
Millennials Speak! 5 Future Leadership “Must Haves” – Marshall Goldsmith

A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent.

Douglas MacArthur

Join us at the HRSouthwest Conference, Oct. 16-19

Posted on October 3, 2016 by Christina Bowser

Extended DISC is the Bronze Sponsor and an exhibitor at the 2016 the HRSouthwest Conference, October 16-19 at Ft. Worth, TX.

Extended DISC® offers customizable, online DISC assessments for leadership, sales, customer service, team and communication training. Our Unlimited Use DISC License allows you to use an unlimited number of assessments for a fixed fee. Our Public and Virtual Certification options are approved for PHR, SPHR and GPHR recertification credits. Stop by our conference booth #708 and take a guess at the Extended DISC Original Money Jar and win all the cash!

Moving Beyond Hardwired Behaviors

Posted on September 27, 2016 by Christina Bowser

How tuned in are you to your hardwired behaviors? How you “show up” at work and home may not be the same. Figuring out how you prefer to do things and how you should do it is key to your success.

How different are you at home and work?

“I am like this at work, but my behavior is so different at home!” so goes the popular refrain. Does our DISC style really change all that much from work to home? Are you the same person when you’re overseeing a staff meeting as you are at your child’s baseball game? As an observer, I don’t know. How tuned in are you to your own behavior? Have you ever wondered how you “show up,” meaning your observable behaviors, in the eyes of others? How does your hardwired behaviors affect your success? Let’s explore this notion of your observable behavior in a variety of environments and figure out how different you really are.

What are hardwired behaviors?

To start, it’s important to recognize that we all have a little bit of every DISC style in us; we just have an area on the DISC model that we operate most comfortably. That space or area is referred to as your comfort zone, the hardwired behaviors you exhibit when using a minimal amount of energy. Your personal home base is “you doing you” in the most natural way. Every person is unique and has a preferred way of moving throughout the day. This is what we refer to as your hardwired behaviors.

Extended DISC is a behavioral assessment that focuses on your hardwired behaviors. Your DISC style is not determined by your environment, but rather on your natural style. It simply reflects how you do what you do. Our hardwired behavior is established when we reach adulthood which varies for all of us. Therefore, excluding extraordinary life changing events, this behavior remains stable, but not rigid throughout our life.

How we see DISC styles

Think about a person you knew in high school who was a little on the quiet side, a bit more reserved, and avoided being the center of attention. Fast forward 15 years and you run into him again at a high school reunion. He is still the same person. He’s still a little reserved, on the quiet side and definitely not looking to wear a lampshade hat midway through the reunion. What we may notice is the social skills have evolved over the years. Even his ability to adjust may have improved yet he’s still the same person you knew “back in the day.” This example shows how hardwired behaviors are innate in the understanding of people’s DISC styles.

There is an inclination to ascribe particular attributes to a DISC style as we typically observe them in their behavior. We may see D-style as direct, I-style as enthusiastic, S- style as steady and C- style as analytical. Let’s examine the attribute of confidence. This quality is often associated with a D style, as they can appear overtly confident. Yes, it is true we typically see our D style friends and co-workers as not lacking in confidence. Of course this is not an attribute that is solely held by D style. I -style is confident, S- style is confident and C- style is confident. Each style displays this attribute in a different fashion. Even then each is not less confident or more confident than the D counterparts – just different.

Seeing our own behavioral style

This notion of how we demonstrate attributes helps us understand that we are all complex and capable of moving in and out of the various DISC styles and displaying a range of behavior. Hence, the behavior styles that you display most often is the one you are most comfortable with and operate in most frequently.

If your personality tendency is to greet all people you meet with an enthusiastic hello you probably do this at work and at home. You no doubt go about your day with a ready acknowledgement and have never met a stranger. If you are a perfectionist, taking pride in your organized office you may find that your spice rack is set up in alphabetical order or your checkbook always balances out at the end of the month. If you would rather be the listener than the talker or the talker rather than the listener you may see this supported by your behavior regardless of the geography. Take a moment and think about your behavioral style. Can you see some consistencies in your pattern? Self- reflection is an excellent way to tune into our behavior and improve our own understanding of self.

Comfort zone is our home base

I would be willing to bet that your comfort zone is your favorite place to operate from. By no means does this suggest you do not exhibit a variety of behaviors. With the idea that our personal home base is the easiest space to operate in it would appear that our behaviors are more similar in a variety of locations than we sometimes like to admit to ourselves. The most successful people have the ability to recognize when a change in their style would be prudent. Their efforts in adjusting improves the outcome of interactions. You’re feeling grumpy and tired after work, but not sure why. You probably were working outside your comfort zone and exerting a lot of energy adjusting your behavior.

Moving outside our comfort zones

It appears that our hardwired behavior doesn’t change from home to office, we adapt differently. Your self-awareness is a critical factor in recognizing the opportunity to change your style. We can do this by becoming more self-aware and recognizing times where our hardwired behaviors are not working. In addition, we can use energy and the focus to make adjustments to our style enhances our

The DISC model offers a framework to understand your own behavior and the style of others. The tendency to operate in our comfort zone is the most typical behavior in each of us. The important piece of knowledge is that we all have the capability to move and adjust regardless of the situation. When we embrace this concept of behavioral change the fluidity of our behaviors is enhanced. Therefore, successful outcomes in our behaviors with others will happen faster and more often.

October 5th: Using DISC Profiles at an Organizational Level Webinar

Posted on September 26, 2016 by Christina Bowser

Go beyond just the DISC reports. Join our Using DISC Profiles at an Organizational Level webinar to learn how.

When

The webinar, Using DISC Profiles at an Organizational Level is on Wednesday, October 5th from 10:00 AM – 10:30 AM CDT.

Overview

The DISC information that we get from Extended DISC reports are highly useful, but there are additional ways to look at the data. Join Extended DISC CFO, Margie Roesner and Senior Trainer, Christina Bowser as they cover ways to dynamically manage the DISC information you have.

View your top performers, track employees who leave the organization, use data in team settings and more. You can view overall DISC culture in teams, departments, and even the organization.

How to Register for DISC Profiles at an Organizational Level Webinar

You’ll receive a confirmation email containing information about joining the webinar once you’ve registered. We’ll be recording the webinar and posting it in our webinar archives.

Introducing Extended DISC Training Videos Webinar

Posted on September 23, 2016 by Christina Bowser

Ever thought about using DISC videos in your training? View the Extended DISC Training Videos Webinar to learn how to build new resource tools into your practice.

Overview of Extended DISC Training Videos Webinar

We have created a set of brand new training videos on DISC that are now available for you. In the Extended DISC Training Videos Webinar Senior Trainer, Christina Bowser and Client Loyalty and Marketing Manager, Halle Bolender show a preview of Extended DISC’s brand new DISC Training Video series.
The quick and fun videos are great ways to begin learning about DISC. They work well as a way to remind workshop members after trainings and best of all, at only a few minutes long, you can easily present them on your websites and in your workshops.

Viewing the Training Videos

Accessing the videos is easy! You can go to our website www.extendeddisc.org or simply click on link new videos. On the Extended DISC home page you can also view “What is Extended DISC?” video which is a very short promo of the DISC reports.

The five new training videos are brief and multi-purpose.

Introduction to Extended DISC Video

Have you ever been asked, “What is DISC?” The intro video is a great place is answer that question. The video also explains why you should use DISC. The brief 3-minute video covers why you need to use DISC. Your client are shown an overview of the 4 Steps to Effective Communication. This video is a great introduction to prospects.

Speaking in terms of D-I-S-C the video is great for targeting all styles. D-styles will like fact that it’s short and to-the-point. I-styles will like it because it’s fun and brief. S-styles and C-styles will know what to expect especially if shown before them come to your session. Hence, get your participants excited and interested in learning more.

Extended DISC Style Videos

These 4 quick videos cover each D, I, S and C styles. What makes them ever better is the tie in to our support materials and the Extended DISC report itself. These videos engage new prospects and can create more interest in DISC. Use the effectively in information/selling workshops, short training sessions. They are also great as visual reinforcement once you have gone over the DISC styles.

One of the biggest values of the videos lies in their use in reinforcing DISC learning. Send the training video links as follow-up reminders. Clients and employees are reminded to keep DISC in the forefront even after sessions are done.

iFinxS App Simplified for Extended DISC Admin Users

Posted on September 22, 2016 by Christina Bowser

The iFinxS app is designed for admin users of the Extended DISC® FinxS System. Try it on your iPhone, iPad, and iPod Touch.

Overview

The iFinxS app is designed for admin users of the Extended DISC^® Assessments on the FinxS platform. The app includes many of the features of the FinxS System.

Why you need it

Have you ever needed to reorder, email or print a DISC report, but don’t have access to your computer? Did you simply need to see someone’s DISC profile? You can easily access the Extended DISC^® website (FinxS Platform). You can view your Extended DISC profiles, reorder reports, and search your database. Manage your user account. Edit and create your Access Codes and Projects. Last, but not least, print and email DISC reports directly from your iPhone or iPad.
The Extended DISC app provides the users with another channel to contact and communicate with the FinxS web application. User account approval is required.
Click here to get iFinxS App or find it on your App Store under “iFinxS.”