We all face a daily dilemma: too much to do and not enough time to do it. Although time is not adaptable, people are. Managing time means adapting ourselves to its passage in some satisfying manner.
The Time Mastery Profile is an easy-to-use self-assessment survey instrument that helps us to identify our time management strengths and limitations. It gives us an opportunity to compare our time management behavioral styles to the behaviors of effective time managers in order to assess ourselves in 12 key categories of time management. The Time Mastery Profile not only provides background information on each of these categories of time management, it also helps us identify our weakest categories in order to improve our time management habits in these areas.
The Time Mastery Profile is a contract for change that individuals make with themselves. It’s a working document that participants can use for their personal as well as professional time management needs, on their own or at work. It walks them through the process of developing Action Plans and improving their time management habits.
The Time Mastery Profile is a professional, informative, effective time management assessment tool, reference resource and contract for change. By helping people manage their time more effectively, the Time Mastery Profile enables them to increase their productivity on the job or at home, enhance the quality of their work with less stress, and gain a sense of personal satisfaction and accomplishment as they achieve more with their time.
The Time Mastery Profile is so flexible that it can be used in a variety of training programs with objectives other than time management. These are a few examples of the training and development needs it can meet:
The Time Mastery Profile can help both new and experienced managers and supervisors handle their time more efficiently and productively.
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.
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.
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?