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How To Sell To A DiSC® Profile “D” Style.

“D” DOMINANT DiSC Profile STYLE

DiSC Profile Dominant Style“Dominant,” or “D” DiSC Profile Style individuals, are usually results-oriented.  They thrive on the challenge of solving problems and making quick buying decisions.  These individuals are fast-paced and like to be in charge.  They can become impatient with people or situations that hinder them from accomplishing their goals.  This is one of the reasons why they’re more task-oriented than people-oriented.

You can recognize these individuals as being fast-paced and direct when speaking – they’re more interested in telling you information than in asking your opinion.  They tend to think in terms of the bottom line.  These individuals may have more formal, “can’t read” facial expressions than other styles.

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Effective Selling Into Your Client’s DiSC® Profile Style.

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.

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Employee Retention, Job Satisfaction, and The Work Expectations Profile.

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.

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DiSC® Profile compared to Myers-Briggs Type Indicator.

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.

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Using The Everything DiSC 363® for Leaders Profile – Part II

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