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September 27th, 2010
 Finally, a 360° for DiSC users. But the Everything DiSC 363 for Leaders isn’t just any 360. It combines the beat of 360s with the simplicity and power of DiSC, plus 3 personalized strategies (thus the name 363) for improving leadership effectiveness. The result is a 360° experience that’s more productive and satisfying.
SO HOW IS THE 363 SO DIFFERENT?
First, we took the sting out of 360 feedback.
For many leaders, 360s can be a frustrating experience. Open-ended comments can be unfocused and unhelpful and can even derail the learning process. With our exclusive selectable comments feature, CommentSmart, raters can give focused, balanced, constructive feedback—that the leader can actually use.
Then, we made it easier to understand and use.
Everything DiSC 363 for Leaders isn’t a collection of dry spreadsheets and charts without any explanation or story. Clear visuals and a conversational narrative style interpret and explain the data, making the report easy to understand and use.
And finally, we answered the “Now what?”
With a lot of 360s, the leader’s response can be, “Now what?” Everything DiSC 363 for Leaders answers that question by giving leaders their next steps with three things they can focus on now.
All-New Profile
Research-validated, personalized online assessment with a 22+ page 360° profile helps leaders understand how others see them, using intuitive, easy-to-read visuals, rich cuts of data and feedback breakdowns, plus 3 personalized strategies for effectiveness.
CommentSmart
Save time and reduce stress with CommentSmart, our exclusive selectable comments feature that allows raters to choose from highly-tested, behavior-focused comments to give more richness, context, and depth to their feedback.
Leaders and Raters
Leaders are given a two-part online assessment: The Everything DiSC assessment and the Leadership Behavior section about how they tend to lead.
Raters are given a two-part online assessment: the same Leadership Behavior section that the leader takes and the Leadership Requests section that asks which leadership practices they’d like to see the leader do more of.
Raters are broken into four groups:
- Direct Reports
- Peers
- Managers
- Others
Any combination of groups may be used and leaders can have an unlimited number of raters when you have an EPIC Account.
Finally, these 3 Videos that offer a deeper understanding of what makes up the Everything DiSC 363 for Leaders:
Tags: DiSC 360 Profile, DiSC Leadership, DiSC Leadership Development, Everything DiSC 363 for Leaders
Posted in 363 for Leaders, Leadership, Leadership Development | 2 Comments »
September 23rd, 2010
 United States demographics are shifting, impacting the mix of individuals employed by organizations. Workers’ cultural backgrounds and expectations—social, political and occupational—have the potential to enrich our national life and make our organizations more competitive. But before such benefits can be realized, business practices must be updated to reflect the changes in workers, and workers must learn to deal effectively with the differences in the workplace.
Understanding diversity helps facilitate personal growth and organizational change. However, comfort and ease in a workplace does not happen overnight. Every day we make assumptions about others. These assumptions may be based on past experiences, current perceptions, media stereotypes, or a friend’s opinion. We attempt to make sense of our world with the limited information we have at a given moment. If our assumptions are incorrect, we may run into trouble. When we are aware that people have different perceptions of the same issue, situation, or event, we can begin to focus on understanding the other person’s point of view and creating an environment that supports everyone.
Try the Discovering Diversity Profile to see how you view diversity issues.
Tags: discovering diversity profile, discovering diversity profiles
Posted in Diversity | No Comments »
September 16th, 2010
 Diversity has many forms and layers. Diversity is present not only when we see physical differences—such as skin color, types of dress, or physical disabilities—but also in our different cultural backgrounds. Diversity includes differences in age, gender, race, sexual orientation, and ethnic background. We were all born and raised within a cultural context, for example, in the northeastern United States, the deep South, or Latin America. These cultural contexts create differences in family structure, peer relationships, education, and other influences that contribute to who we are today.
Cultural differences influence the way we think, interact, and make choices. These characteristics may cause group members to interact in ways that enhance their relationships. They may also interfere with a team member’s ability to achieve his or her individual or group objectives.
In what cultural context do you view diversity issues?
Find out what your views of diversity are with The Discovering Diversity Profile and improve how you deal with diversity issues.
Tags: discovering diversity profile, discovering diversity profiles
Posted in Diversity | No Comments »
September 14th, 2010
 Many people incorrectly assume there must be one best way of accomplishing tasks. For example, someone may ask, “What DiSC Classic 2.0 Profile Pattern should a manager have?” There is no one DiSC Classic Profile Pattern that is better for a manager than any other DiSC Classic Profile Pattern. Managers with different patterns may approach their managerial duties differently, and then may react differently to a particular situation or to an individual employee, but each may be just as effective as a manager.
Success often has to do with a person’s motivation to succeed. Another factor that contributes to success is that people often modify their environment to suit the way they like to do things. A High “S” salesperson may focus on developing a sincere, trusting relationship with clients instead of going for the quick close. People’s success is not connected to having certain behavioral styles. Instead, people are effective if they know themselves, understand others, and can adapt to the needs of the situation.
Tags: DiSC Profile, DiSC Profiles
Posted in DiSC Profiles, The DiSC Model | 4 Comments »
September 3rd, 2010
DiSC Profiles are not intended to encourage people to change their behavioral styles. Instead, it focuses on helping people identify their strengths and possible limitations. Also, pressure for radical change implies that someone’s Dimension of Behavior or DiSC Classical Profile Pattern (the way in which a person’s four dimensions of Dominance, Influence, Steadiness, and Conscientiousness combine creates a profile pattern that is different for each combination) is inadequate. Most people willingly accept the description of their behavioral styles and are eager to develop skills to make themselves more effective.
DiSC Classic Profiles help us to understand ourselves and how our behavior affects others. We learn how to maximize what we do well, have a positive attitude about ourselves and, most importantly, know how to adapt our behavior to meet the needs of other people. Instead of being at each other, we can learn to successfully be with each other. We learn to give others what they need so that we can get what we want. DiSC profiles are not diagnostic tools, but dialog tools.
Behavioral Styles identified in the DiSC Profile are always shown to be tendencies not fixed responses to situations.
Our most popular online DiSC Profile is the DiSC Classic 2.0.
Tags: DiSC Behavior Model, DiSC Profile, DiSC Profiles
Posted in DiSC Profiles, The DiSC Model | 2 Comments »
September 2nd, 2010
 To Build Effective Focused Teams
Successful team members don’t do the same thing at the same time. They do the right thing at the right time. The Team Dimensions 2.0 Profile helps individuals work from their strengths by identifying their most natural team role, while giving them added appreciation for the contributions of others.
Discover the Right Roles for the Right People for Team Development
The Team Dimensions 2.0 Profile identifies the following five team roles:
- Creators generate new ideas and fresh concepts.
- Advancers communicate new ideas and carry them forward.
- Refiners analyze ideas for flaws or revise projects systematically.
- Executors deliver concrete results and seek successful implementations.
- Flexers have an equal preference for most or all of the roles and can often adapt their styles to fit the team’s needs.
“Z PROCESS” Keeps Teams Moving in the Right Direction
The Team Dimensions 2.0 Profile maps the flow of assigning roles, completing tasks, and handing off tasks to other team members through the “Z Process.”
In this relay process, tasks are passed from Creators to Advancers, from Advancers to Refiners, and from Refiners to Executors. Flexers fill in the gaps to keep the process moving forward.
To Capitalize on Individual Strengths for Total Team Performance
As organizations rely more on teams to innovate, problem-solve, produce, and compete at the speed of change, understanding and capitalizing on individual approaches to group processes is key to creating high-performance teams. Use the Team Dimensions 2.0 Profile to:
- Match individual strengths with team roles
- Build team unity
- Foster innovation
- Shorten project cycle time
- Reduce conflict
Tags: Team Development, team dimensions, team dimensions 2.0 profile
Posted in Team Development | 1 Comment »
September 1st, 2010
 In addition to the four approaches there are Four Basic Roles identified in the Team Dimensions 2.0 Profile:
- Creator – The Conceptual and Spontaneous Approaches combine to form the Creator role. The Creator generates fresh, original, out-of-the-box concepts and ideas in ways that defy generally accepted structures or rules. The Creator perceives “the big picture.”
- Advancer – The Spontaneous and Normative Approaches combine to form the Advancer role. The Advancer recognizes ideas and new directions in the early stages and develops ways to promote them. The Advancer uses insightful planning based on past experiences and proven methods to advance ideas towards implementation.
- Refiner – The Conceptual and Methodical Approaches combine to form the Refiner role. The Refiner challenges concepts, often playing the devil’s advocate. Using a methodical process to analyze things in an orderly manner, the Refiner will detect flaws, identify potential problems, and suggest alternative solutions.
- Executor – The Methodical and Normative Approaches combine to form the Executor role. The Executor lays the groundwork for implementation, ensuring that the process moves forward in an orderly manner to achieve high-quality results.
A fifth role, the Flexer, appears when an individual uses a combination of all four innovative approaches.
- Flexer – The Flexer monitors the contributions of all team members and steps in to fill gaps in the team during the various stages of the process.
This information helps team development and the creation of a stronger and more cohesive team.
Tags: Team Development, team dimensions, team dimensions profile
Posted in Team Development | 3 Comments »
August 31st, 2010
 The Team Dimensions 2.0 Profile identifies four distinct approaches to thinking and behavioral styles among people involved in a team process. It is used for team development. The four approaches are:
- Conceptual Approach – People who take a Conceptual Approach like to come up with new ideas. They’re good at exploring alternatives and discussing concepts when presented with a problem or an opportunity.
- Spontaneous Approach – People who take the Spontaneous Approach want freedom from constraint. They tend to move from one subject to another, focusing on many things at once and sometimes showing impatience.
- Normative Approach – People who take a Normative Approach prefer to put ideas in a familiar context. They tend to let their past experience guide them, and they like to see the consequences before they act.
- Methodical Approach – People who take a Methodical Approach prefer order and rationality. When presented with a problem or opportunity, they tend to follow a step-by-step process, examining the details and carefully considering things before acting.
Typically, people tend to use two or more Approaches when working on a team. The integration of approaches defines the roles of team members. This information helps team development and the creation of a stronger and more cohesive team.
Part II of this post will discuss the identification of the Four Basic Roles shown in the results of the Team Dimensions 2.0 Profile.
Tags: Team Development, team dimensions profile
Posted in Team Development | 3 Comments »
August 30th, 2010
 
The DiSC Dimensions of Behavior Model stresses that no Dimension of Behavior or DiSC Classic Profile Pattern is better than any other and that all individuals use all four Dimensions of Behavior in varying degrees. DiSC Profiles offer a self-assessment of an individual’s own behavioral style in a specific environment called a response focus.
This means that an individual is assessing his or her behavioral style with a specific focus like work, a relationship, or social situation. The instrument is based on the respondent’s own perception of themselves without feedback from others. This self-report format has gained wide acceptance because of its face validity.
The instrument provides them with feedback that describes their behavioral style in their selected focus. It is more difficult to say, “This is not me,” when the individual is the only one who has responded to the 28 forced-choice items, it is easier to reject the results when they are based on input from others. DiSC Classic Profile is self-scoring and provides immediate feedback.
Many users say they find the Online DiSC Classic 2.0 Profile to be better packaged, more user-friendly, and more easily presented than other learning tools because of its self-scoring format, immediately usable interpretation, and Classical Profile Pattern interpretive information.
Tags: DiSC Behavior Model, DiSC Model, DiSC Profile, DiSC Profiles
Posted in DiSC Profiles, The DiSC Model | No Comments »
August 27th, 2010
This is a question we are often asked. The simple answer is: No, you do not need the have DiSC Certification Training!
We always tell people asking this question that the profile respondents are considered the experts on themselves and the instruments are self-scored and self-interpreted. There are no other educational requirements.
Our Everything DiSC Facilitation and Training Kits are available to those who wish to expand their self-taught knowledge on the use of the instrument as a trainer, counselor, or consultant. They come ready to use jammed with training materials
They are self-training kits and have everything you need to take your DiSC Training to a broader audience.
For those that are ready to take their DiSC Knowledge to the next level we have DiSC Certification.
We have a two (2) Two-Day Everything DiSC Trainer Certification Training classes are taught in Minneapolis, MN by Inscape Publishing, the publisher of DiSC:
Full descriptions of the certification classes are provided by clicking on the links above.
Tags: DiSC Certification, disc training
Posted in DiSC Certification | 1 Comment »
August 26th, 2010
 DiSC Profiles have broad applicability for individuals and organizations and are cost-effective, flexible resources that can be easily incorporated into a variety of training programs including:
- Team-building
- Increasing productivity
- Delivering better Customer service
- Improve Selling skills
- Management training
- Individual and Group Empowerment
- Developing Superior Communication skills
- Increase Problem-solving skills
- Decision-making improvement
- Self-awareness and personal development
- Coaching and mentoring
- Conflict resolution
- Career counseling
A DiSC Profile can be built into self-study and classroom curricula. Uses range from one-time offerings for building personal awareness to ongoing training in the areas mentioned above.
For additional information and a Video see: How to Use DiSC Profiles.
Tags: DiSC Profile, DiSC Profiles
Posted in DiSC Profiles | 1 Comment »
August 24th, 2010
 DiSC Profiles are based on the research by Dr. William Marston and are focused on one’s preferred behavioral tendencies. He devised a system to understand and describe human behavioral styles. Dr. Marston based his model on two perceptions: the environment as favorable or unfavorable and the person as more or less powerful than the environment. The DiSC Model divides behavior into four distinct dimensions: Dominance, Influence, Steadiness and Conscientiousness (DiSC). The DiSC Classic Profile is based on William Moulton Marston’s two-axis, four-dimensional model.
DiSC Classic and other Popular DiSC Profiles and DiSC Assessments are self-administered, self-scoring and self-interpreting instruments designed to help adults understand themselves and others. It is one of the most successful and widely used personal and professional development instruments. DiSC Products are the leading edge approach to improve performance, and deal more effectively with conflict and value differences.
Using the research-based DiSC model, DiSC Classic Profile helps you better understand why you act the way you do. It is not a test, there are no right or wrong answers, no good or bad results, and no behavior style is better than another. DiSC products give people the chance to learn about themselves, value differences in others and map their own ways to improved communication, fewer conflicts, top performance, career growth and personal satisfaction.
DiSC Products can help your group communicate better and focus on issues rather than personality conflicts. One of the greatest benefits of DiSC Products is a common language for talking about feelings, thoughts and behavior in language that is objective and nonjudgmental—describing what is, not what should be. Group understanding fosters cooperation, acceptance and trust—keys to top performance.
Versions of DiSC Products are available in Paper and Online Web-based (online via EPIC) forms; in word or phrase input formats; and for youth and adults separately.
Tags: DiSC Profile
Posted in DiSC Profiles | No Comments »
August 23rd, 2010
 This is the inaugural post for The DiSC Profile Blog by Intesi! Resources.
My name is Steve Giles, and along with my wife and business partner Debbie, are the owners and co-founders of Intesi! Resources. We are entering our seventh year of operation. You might be asking what in the world does Intesi! mean? One day while we were searching for a company name I was trying to find a name that had meaning. Debbie is from Italian heritage and I started to look through a English-Italian dictionary the we had in our library and came across the word Intesi! Intesi! is an Italian declarative statement whose literal translation is: “Our intended meaning is understood!” and our company name was born. The fundamental core of all Intesi! DiSC Products, DiSC Assessments, and Services is the development of a true understanding of self and others – the foundation for all personal and professional success.
First a little background. When Debbie and I first founded Intesi! we intended to be, like most of the other Authorized Inscape Distributors, corporate trainers. It didn’t take long for us to realize that in order to properly leverage time and deliver maximum value to our future customers we needed to drastically modify our business model. That realization, and my love for technology, led us to launch the eCommerce, web-based business we are now. We both realized that we could create more value for our customers and become a more impactful business partner if we helped our future customers become self-sufficient in the personal and corporate use of our products instead of doing stand-up training.
We wanted to “teach our customers to fish” instead of “selling them fish.” We continue with that philosophy today and always stand ready to answer the phone, coach and help our customers deliver increased value to their organizations, and help them become DiSC experts without the expectation of compensation or additional orders. Thus the website you see today. This was the best business decision we ever made and it is constantly reinforced by our customers. See: Our Guiding Principals.
The intent of creating this blog, as we are entering the seventh year of business, was the establishment of an informal, open, frank line of communication with our customers. We have established this blog to educate, enlighten, exchange ideas, and communicate with our customers…you the readers. There are two ways to communicate what you want to see. Comment on the blog posts, send us an email from Contact Intesi!, or send an email directly to me at: Steve@IntesiResources.com.
To achieve that goal we need your help! Comment on our posts, make suggestions, request subject matter that interests you…in short get involved! If you like something tell us, if you want something in particular ask for it, if you don’t like something keep it to yourself…just kidding, please open a dialogue if you don’t like something! Only with your participation can this blog deliver true value for you and every other reader.
Both Debbie and I would like to thank our current customers and we look forward to serving you again. In the weeks, months, and hopefully years to come we hope this blog will reinforce our relationship with each and everyone of you. And for you the reader with whom we have not done business with, we hope this will help you too!
Regards,
Steve and Debbie Giles
Tags: DiSC Profile Blog
Posted in Unclassified | 1 Comment »
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