A recurring source of frustration in the leaders with which I work is changing the behavior of their team members.
One of the reasons behavior change isn’t communicated effectively is leaders fail to consider the focus of each team member.
A Ghost Story
When two people meet for the first time, we ask, “How are you?” Do we really want to know?
Ask 100 salespeople, and the odds are good that at least 80 of them will insist that they “know all about” the DISC behavior assessment tool.
D-style people are decisive, tough, and impatient. I-style people are sociable, talkative, and open. S-style people are calm, steady, and laid back. C-style people are precise, exact, and analytical. What else is there? Actually, quite a lot. Having that
The main purpose for using Extended DISC® assessments is to develop awareness and clear understanding of HOW to modify one’s behavior.
Instead of repeating the same routine behaviors (i.e. how we communicate, motivate, influence others) with “hit-or-miss” results, we should aim to make conscious decisions about how to adjust our actions. We do this by learning and incorporating the practical
