Once you are familiar with the DISC-styles, you will find some people are easier to identify.
You will quickly think to yourself, “she is a D-style” or “he is an S-style.” Individuals with one predominant style are fairly easy to identify.
Have you ever been in a conversation that is headed nowhere fast?
Where everyone is increasingly frustrated as both sides keep talking? We all have. Interactions in a team or group is often diverse, involves different communication styles, and can take effort. You don’t always understand where your team members are coming from, what are they really asking you, and what their intentions truly
Some of you may remember a television game show called “The Dating Game” where contestants hoped to meet the person of their dreams.
Only catch was they had to make decisions about which person to choose for their date even before seeing the person. Each contestant had a set of questions he/she wanted to ask to help to make the right choice. For example, “what is your favorite sports activity?”
How can we better understand, motivate, manage, and lead the Millennials?
It’s now official: I am getting old. The moment happened when I was part of a conversation involving how entitled the Millennials are. Millennials or Generation Y, are the demographic group following Generation X, range in age from teen to early 30s. Apparently, they have an enormous amount of self-esteem that is simply not
Skiing was a big part of my childhood. I have great memories of spending time on the slopes with my family. While skiing is typically viewed as an individual sport, it is also happens to be a great family activity. Not only do you often ski together, but you also have time for uninterrupted conversations on the chairlifts. No smartphones, just the opportunity to have quality time with your most
In high school did you socialize with the smart kids, the athletes, the band, the artsy ones, or the quiet ones who flew under the radar?
At the time, it seemed so important to fit into a group, small or large. The peer pressure to “fit in” and have a social identity was strong and at times, challenging. More than likely, it was with a group whose style matched your own or whose style you were
The blank stare said it all. She had no idea what I was talking about or simply did not care.
I cannot remember which alternative was more exasperating. It did not really matter because I was just plain frustrated. How could my point not have gotten across?
Recently I worked with a consulting firm that utilizes the information we provide to help their clients with strategy implementation.
This particular client company had a common problem that we often see in countless and varied organizations. There are no companies that seem to be immune to it. Managers are cloning themselves. They were hiring people that closely mirrored who they are – people
After talking on the phone with Debbie for a few minutes, I was certain she had to be a very analytical “C-style” individual.
Her deliberate, steady pace of speech and her highly detailed questions were clear giveaways. This was my first conversation with Debbie. She is a corporate trainer at one of our client companies. Debbie was preparing for the “train-the-trainer” session that we were going
Jessica was a new co-worker and I was a newly certified DISC trainer, eager to practice my own DISC styles recognition skills.
Over the next few weeks I found her to be friendly, easy to talk to, and interested in interacting with me. This seemed like a co-worker I wanted to be part of my special projects team.
