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Archive for October, 2010

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Wednesday, October 27th, 2010

What’s Your Client’s Style?

When it comes to effective selling, one simple fact never changes: Selling is a relationship business.  You already know all about your company’s products and services – and you’ve learned the fundamental aspects of the sales cycle.

Everything DiSC Sales ProfileBut have you ever asked yourself … What helps one salesperson develop immediate rapport with prospects, and not others?  What is he or she doing that is leading to long-term client relationships?  How can I learn to do the same thing?  The Everything DiSC Sales Profile can help.

Research shows that prospects are more likely to buy when they unconsciously trust, and feel at ease with, the salesperson.  They are more willing to open up and provide information critical to closing the sale. It appears that they are almost “helping” you make the sale, as opposed to fighting you in the process.

So how do you build this rapport?  Understanding the behavioral style of their DiSC Profile and effectively selling into how they buy.

About DiSC Styles

The first key is to recognize that different behavioral styles do exist among prospects.  You’ve probably seen from your own experience how one sales approach worked great with one person, yet you got a very different reaction from someone else using that same approach.

Behavioral Styles Impact:

  • How a prospect wants you to sell to them.
  • How a prospect wants you to present information.
  • How much information you present.
  • How a prospect makes buying decisions.

The same approach won’t work with everyone.  As you learn to adapt your approach to make the customer feel more at ease, the relationship will improve and more sales will eventually result.

You can identify an individual’s behavioral style preference by using the DiSC Profiles distributed by Intesi! Resources.

Monday, October 18th, 2010

What The Research Shows

Research has demonstrated a direct relationship between the extent to which employee work expectations have been discussed and/or met, and employee retention, job satisfaction and job commitment.  Over the last decade, dramatic and continuous change has impacted nearly every kind of industry, large and small, public and private.

The Ever Changing Workplace

In the traditional workplace, a psychological contract represented an unspoken expectation that, in exchange for loyalty and hard work, an employee would be compensated fairly and would have a job for life.  Employees now face much more uncertainty in the workplace.  In today’s fast-paced, uncertain, ever-changing business climate, employees may not fully understand what they expect at work and even if they do, they don’t often take the time to communicate their expectations to their employers.

Work Expectations Profile OnlineHow Using The Work Expectation Profile Helps

The Work Expectations Profile provides a method for employers and employees to establish a process for identifying, understanding and managing work expectations.

When employees are encouraged to openly discuss their expectations and make updates to their unspoken psychological contract, working relationships become more effective.  Research shows that the key to managing expectations is that they be spoken.

Even if an employee’s expectations are not met, having the opportunity to learn why can decrease or eliminate the negative consequences for both the employee and the organization.  The process of helping employees become aware of and communicate their expectations is clearly linked to improved attitude toward work, increased productivity, job satisfaction and reduced turnover.  The Work Expectations Profile is key to this process.

Thursday, October 14th, 2010

DiSC Classic 2.0 Profile and the Myers-Briggs Type Indicator are popular in business settings for the purpose of employee development and team building.  Each has its origin in theories developed during the early decades of the twentieth century.

DiSC Classic Profiles are based on the theories of Dr. William Marston while the Myers-Briggs Type Indicator is based on the theories of Dr. Carl Jung.

The DiSC Classic Profile describes behavioral tendencies based on how people view themselves in the various environments.  The Myers-Briggs Type Indicator describes how people approach the environment intellectually and attitudinally and how they process information.

DiSC Profile Graph ModelThe DiSC Classic Family of profiles is characterized by the use of the graph (as seen on the left).

The DiSC Classic Profile is primarily suited for increasing self-awareness in a setting where the individual can decide how to use the information in his or her relationships with others.

It is self-scored and self-interpreted, and respondents may keep their information private if they choose using either the traditional paper or the Online Web-based (Online via An EPIC Account) versions.

The Myers-Briggs Type Indicator is primarily suited to increase self-awareness for the purpose of getting along with others more effectively.  It is also used to identify the source of problems in relationships with the guidance of a skilled counselor and to prepare a therapeutic plan for growth or change.

They were designed for different purposes and based on different views of human behavioral styles.  Because these two instruments provide different kinds of information, they augment each other as separate views of the same individual.

Everything DiSC Model

The NEW Everything DiSC family of profiles is characterized by the circle graph or circumplex (seen on the left).

Monday, October 11th, 2010

Everything DiSC 363 for Leaders ModelOnce the Key Project Team Roles have been identified it is now time to go to Phase II of the process: Five Phases of Implementation.

Take a moment to review the Five Phases of the Everything DiSC 363 for Leaders Implementation Process.

PROJECT PHASES

1. Set-Up
Clarify the purpose, scope and timeline; identify and meet with project team members

2. Communication
Announce the program to the organization and notify leaders and raters who will be participating

3. Assessment
Assign access codes using an EPIC Account for the 363-assessment process, follow-up to ensure completion, and generate reports

4. Coaching
Meet with leaders to process feedback, create action plans, and schedule follow-up

5. Wrap-Up
Meet with project team to review program results, identify opportunities for improvements, and plan next steps

Wednesday, October 6th, 2010

Everything DiSC 363 for Leaders ModelWhile every organization has a different process for initiating and delivering a 360-feedback program, our work-flow materials assume that the formal process for using Everything DiSC 363 for Leaders within your organization has been approved, and you’re ready to take the steps necessary for a successful implementation.

First, take a moment to review the Key Project Team Roles of the Everything DiSC 363 for Leaders Implementation Process.

PROJECT TEAM ROLES AND RESPONSIBILITIES

  • Executive Sponsor has the authority to implement and champion Everything DiSC 363 for Leaders within the organization.
  • Program Manager is responsible for the day-to-day execution of Everything DiSC 363 for Leaders. The Program Manager works with participants and the project team to ensure that all parties have the information and resources they need.
  • EPIC Administrator is responsible for the EPIC Account (to most efficient way to issue 363s and have FREE unlimited raters) process from start to finish.
  • Coach provides leaders with their 363 feedback, answers their questions, helps them create action plans, and follows up to ensure that learning takes place. We recommend that trained coaches, either internal or external, be used unless managers have been trained in the coaching process.

Monday, October 4th, 2010

Everything DiSC 363 for LeadersAn Everything DiSC 363 for Leaders Profile is unique from our other products because it uses assessment results from many respondents to produce a 360-feedback profile for one individual – a Leader.  In addition to feedback on current leadership behavior, the profile also provides the leader with three personalized strategies for improving leadership effectiveness.

The Leader is given an online assessment which takes 20-30 minutes to complete.
The assessment is in Two Parts:

  • a 79-item DiSC assessment – showing DiSC behavior results
  • a 72-item Leadership Behavior section – about how he or she as a leader tends to lead.

The remaining respondents are Raters who have been invited to provide feedback about the leader.  Like the leader, raters are given a two-part assessment:

  • the same 72-item Leadership Behavior section about the leader
  • and a 24-item Leadership Requests section asking which leadership practices they’d like the leader to do more of.

In this second section, raters can also select from pre-written comments to give additional feedback. Raters are assigned to one of four rater-type categories: Manager, Direct Report, Peer, or Other.  Except for managers, rater feedback is anonymous.

The resulting 22+Page Report is organized around the leader.  After the initial report is assigned, all searching and managing of leader and rater information is done using the leader’s name, not the raters.

Once all assessments are complete, an Everything DiSC 363 for Leaders Profile can be generated and provided to the leader.  Raters do not receive results of the assessments they complete.  By using an EPIC Account you have access to FREE unlimited raters per leader report.

Watch These Three Informative Videos: