DISC: Learn to Discern their Style

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We should be careful to get out of an experience only the wisdom that is in it – and stop Mark Twain there; lest we be like the cat that sits down on a hot stove-lid. She will never sit down on a hot stove-lid again – and that is well; but also she will never sit down on a cold one anymore.

Finish this sentence: I can’t stand talking to him/her because s/he always:

  • Hears a challenge and sees a contest in every situation
  • Is easily distracted and gets off topic
  • Won’t make a decision alone
  • Becomes insulted and defensive over the slightest disagreement

Before I understood how DISC helps me understand where other people are coming from, I would become frustrated, even angry, when I was confronted by someone in their style as they reacted to a statement I made or situation I was involved in.

I think it’s human nature to expect people to treat us in our style. Problems arise when we are in our style and they are in theirs, and their style is not the same as ours. Many times I’ve said:

  • I’ll never do that again!
  • I’ll never talk to them again!
  • That’s the last time I’ll have anything to do with them (or that company)!

Now that I know how to discern other people’s style and how their style influences their response, I have learned the key to communicating with people. As a result, I am a better communicator. When I am really good at it, the person thinks I am the same as them, when in truth, I may be a polar opposite!

You, too, can learn this highly valuable process to become more successful and less stressed in your business, your relationships, and your life. Start today with a DISC like the KITE DISCtest247.com because you need to know your style first. When you and I review your results in the debrief, I’ll help you understand how to put your discerning tools into action.

 

360 Degree Feedback at the Organizational Level

I was helping a friend who was teaching a Masters-level course. The group had completed DISC assessments, and I was doing a group debrief as a way to help the group understand the impact and value to management of assessments. As one of the conversation topics, the group was asked if any of them had ever participated in an individual 360 Degree Feedback. Not surprisingly, some had.

How about 360 degree feedback at the organizational level? Unheard of, you say? Not exactly. It’s possible, and it  uses some very well established parameters, namely the Malcolm Baldridge Criteria. The quality assurance push of the 1980’s was influenced by these Criteria There’s even an award.

Why should you do an organizational 360? Because you don’t know an awful lot about your organization at the deep levels.There are a lot of impacts that occur at this deeper level and affect your bottom line. To only look at the bottom line and wonder what’s happening should be a strong indicator to you that you need to do an organizational 360 degree feedback. You need answers, and you need them now.

360 organizational feedback can be open to everyone in your business or only to certain departments. It’s completed on-line, of course. The responses are confidential, so much so that no one can access the individual responses.

You use this tool when you want to focus on performance for the entire organization in an overall management framework. The benefits of the tool are that it identifies and tracks all-important organizational results in these areas: customer, product/service, financial, human resource,  and organizational effectiveness.

The Criteria include these core values and concepts:
Visionary leadership
Customer-driven excellence
Organizational and personal learning
Valuing employees and partners
Agility
Focus on the future
Managing for innovation
Management by fact
Public responsibility and citizenship
Focus on results and creating value
Systems perspective

As our economy recovers locally as well as nationally, it’s important that you get your feet underneath you so you can go forward. One of our greatest fears is that we will make a mistake. There are no seminars you can attend that will pinpoint and resolve the issues covered by the organizational 360. You need to listen to your people, and this tool gives you a way to hear what they know to be the reality of your business. We can get you the answers you need within 30 days, so it’s time to get moving before you get left behind.