When should S-styles focus on their behavioral strengths and when should they adjust? How can small brief adjustments better the S-style's interaction?
Many organizations provide mentor programs to help develop employees. Employees want to learn new skills and grow within their careers. Mentor programs are designed to help by providing individuals with guidance, support, and valuable insights. To enhance the effectiveness of these programs, organizations are turning to tools like Extended DISC assessments.
The workplace is undergoing a shift with the integration of Artificial Intelligence (AI). Employees find themselves in a dynamic environment that demands adaptability. DISC empowers employees to navigate the changing landscape.
DISC provides supportive feedback data to improve communication, teamwork, and leadership. It helps decode behavioral styles, manage conflicts, and foster personal growth.
D-styles, as with other styles, have preferred ways of doing things. So, when should you focus on the strengths of your style and when should you adjust to be more effective?
I recently listened to Adam Grant's keynote talk at the 2023 SHRM Conference. As a DISC facilitator, I always tie my learnings back to how DISC can support our success.
Does your organization use DISC assessments? How can you incorporate DISC into your Leadership Development program?
Benchmark Training shares how they use Extended DISC® Assessments to support client success.
