26Mar

Why We Gravitate To Behavioural Classification

Trevor SmithBehavioural Assessments, Success, Teams

Finding two people who are exactly alike is an exercise in futility. However, the idea that we will have to live with such unpredictability is daunting.

That is why there is gravitation to a reliable framework that assists us in bringing some consistency and predictability in relating to others. Being able to communicate with others in their preferred behavioural language is a skill that dramatically improves our interpersonal relationships!

What we do and how others see us is a function of our unique blend of temperaments. Learning to recognize preferences in ourselves and in others provide a platform for improved interpersonal communication and the enhancing of individual, team and organizational cohesiveness and performance.

THE MODEL

We use the DISCerning Model of Communication, Leadership and Conflict Management to capture this process of communicating in the language of behaviours. Behavioural Assessments (psychometric analysis) provide us with the grammar and syntax that underpin the language of behaviours.

There is no doubt that the ‘people factor’ is one of the most important issues to be dealt with as we strive for better communication, harmony and increased productivity. We have to bring new strategies to bear on this challenge. People skills are central to personal and organizational success. Behavioural styles and Interpersonal approaches require the same rigorous analysis and training investment as technical areas.

THE BENEFITS

The DISCerning Communication Model is not designed to place individuals into boxes that define what they can or cannot do. Some things come more naturally to us and the assessment helps to identify things that require more energy and focus and those that we can perform more easily.

What we have here then is a guide at a particular point in time as to our tendencies, preferences, preferred ways of receiving and sending information, instruction and feedback. Armed with this knowledge team and group members reap the benefits of being able to:

  1. Understand themselves and the behaviour styles of others.
  2. Use the related concepts to modify their behaviour as needed.
  3. Communicate to others in their preferred behavioural language.
  4. Identify blind spots that could limit their effectiveness and development.
  5. Create a climate in which bonding takes place within the team/group.
  6. Lay the foundation for the development of high performance teams.

SUPPORT TOOLS

Extended DISC® Assessments

We use customized and powerful assessments from Extended DISC® on the revolutionary FinxS® Platform to facilitate the management of individuals, teams and organizations in all spheres of the enterprise.  They serve as a compass that guides organizations in identifying where they are and in determining where they need to be.

The Extended DISC® assessments and the FinxS® platform support a structured system for the more effective management of people and for fostering effective collaboration and enhanced productivity. Extended DISC® is the world’s fastest growing assessment system. Its revolutionary FinxS® Platform has transformed the assessment landscape and the FinxS® Playground is used by thousands daily.

Solutions

Extended DISC® assessments on the FinxS® platform are constantly being expanded. This has resulted in a constant flow of carefully developed assessments. These include support for:

  1. Recruitment and Employee retention
  2. Employee Engagement
  3. Screening staff for promotion, assignment and career planning
  4. Human resource database management and analysis
  5. Succession Planning
  6. People development, Counselling and Coaching
  7. Job and Role Fit Analysis
  8. Leadership, Management and Supervisory training & development
  9. Interpersonal Relations and Communication interventions
  10. Work Pair, Team Cohesiveness and Team alignment
  11. Sales Competence evaluation
  12. Marketing and Public Relations
  13. Customer Service 
  14. Sports Competence evaluation
  15. Remote Worker Assessment
  16. Organization Development
  17. Climate/Satisfaction/Engagement/360 Surveys
  18. Change Management and Corporate Entrepreneurship
  19. Reasoning Analysis and Capability Testing
  20. Team Mapping

Trevor E S Smith

INFOSERV People Tech Solutions

Success with People Academy

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05Mar

What Does Evidence-based Workforce Development Involve?

Trevor SmithBehavioural Assessments, Leadership, Recruitment, Teams, Technology
This is an invitation to explore a multi-faceted source of integrated, digital assessment systems that provide end-to-end support for many of today’s most challenging HR and Workforce Development issues.

For one budget-friendly, flat fee we provide a palette of solutions that can be customized to meet your specific needs.

Recruitment & Selection – Role Fit Solution

Reduce the high cost and negative impact of bad hires with our Hiring Smart solution. Create an Ideal Template that represents the applicant of your dreams for each role in your hiring plans. Match short-listed applicants against the Ideal Job Template to help you select the best fit. Use the information to guide the chosen candidate to achieve success in their role. No more square pegs in round holes!

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Team Dynamics

It sounds corny, but it is true – Teamwork makes the dream work. An examination of team dynamics can tell the story about the long term success of an organization. Our vast array of customizable individual and team diagnostics will present your story using a compelling mix of graphics and text.

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We guarantee that you will gain insights about your organization, each team and individual members that are not available to you from any other source!

It is from those insights that a successful strategy to increase employee engagement and retention is finally crafted.

Are your teams fully aligned to the requirements of the current and future environment?

Our Team Maps graphically depict how the team will cope in a changing environment and undergird the critical importance of resilience and reliability as pillars on which your operations must be grounded.

Front-line Presence

How are you being represented by your customer service/client care representatives?

People see your organization through the experiences they have with those individuals. Have you taken extra care in your selection, training and management of those team members?

We have some specifically-crafted assessments and reports for client care that are guaranteed to move the relationship with your clients and stakeholders to a higher level.

Customer Service – Role Fit Analysis Extract (Property Extended DISC Intl)

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As with other roles, the Ideal Job Template is created with input from individuals who fully understand the requirements of the role. They decide on the ratings of the competences that are drawn from the vast FinxS® Behavioural Competency Library.

Employee Engagement

Consecutive Deloitte studies indicate that 2 out of every 3 employees are not engaged on the job. Two-thirds of your employees are merely going through the motions. What does that mean for your overall effectiveness and goal attainment?

Monitoring the workplace climate and level of engagement with easy to implement Satisfaction Survey instruments is a good starting point. You can also add the use of 360 assessments to identify where your leadership challenges lie and what to do about them.

The flat-fee licence also includes the new Remote Worker Assessment.

Training/Coaching

One-size-fits-all training and coaching is a regular occurrence. However, it is not the most effective solution. Our behavioural assessments provide the opportunity for laser-like, targeted training and coaching that addresses the specific needs of each individual in ways that suited to their behavioural style. Improved competence drives enhanced performance!

We routinely include behavioural assessments in all our training programmes. With the flat-fee licence, you gain access to the revolutionary FinxS® Platform which facilitates the creation of multiple, situation-specific reports on any individual in the FinxS® database. This means that once an individual has completed the assessment you can look at them in a variety of contexts. The FinxS® Playground allows you to conduct this review on screen with the ability to view a group and compare their respective level of comfort with displaying any competence from the library.

How does the budget-friendly, flat-fee licence work?

We have a conversation about your organization and we will send you an agreement that outlines the package that is designed to meet your unique needs.

We will also be happy to have a no-cost, no-commitment online consultation with you to better explore how we can add value to your organization and answer any questions that you might have. E-mail: info@successwithpeople.org

Limited Time Opportunity

We are currently offering an HR/Talent Management support package to licence-holders that incorporates in-demand, online courseware and downloadable e-books >>> At No Additional Cost!

In real terms, that offer can dramatically increase the reach and impact of your training budget!

My Gift to You

These publications have been very well received. You can get your copy at no cost by replying to this e-mail and changing the subject to the publication that you desire.

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We are also incorporating for a limited period formal Extended DISC/Success With People-backed Certification of key members of your HR/Talent Management team that yields Professional Development Credits that can be applied to SHRM CP and SCP Recertification.

Act NOW!

Trevor E S Smith

INFOSERV People Tech Solutions

E-mail: info@infoservpeopletech.org

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26Feb

How To Negotiate With A Dominant Personality

Trevor SmithNegotiations, Success

Your Outlook

Develop a strategy that concentrates on their goal of personal control of their environment and fear of having someone take advantage of them.

Remember the Dominant individual (D-Style) wants to WIN!

Your interaction

  1. Limit the amount of socializing.
  2. Get to the point.
  3. Respond to their task-related/result-oriented needs.
  4. Be business-like.
  5. Ask ‘what’ questions that focus on their concern for results.
  6. Accept their bluntness.
  7. Show a desire for them to achieve added benefits.

Gaining their co-operation and commitment

  1. Highlight the key options available. Do not present only one option.
  2. Make it clear that you understand that the choice is theirs.
  3. Do not try to push them to make a choice or to accept your recommendations.

Develop a long-term win-win relationship by:

  1. Ensuring efficiency and delivery as promised.
  2. Drawing attention to your proven successes.
  3. Focusing on helping them to achieve their goals.

Remember the D-Style does not like:

  1. Waiting
  2. Idle chatter
  3. Slow responses
  4. Indecision
  5. Overly structured requirements
  6. Taking orders or losing control of the situation

Your arguments should always include phrases like:

“This means that you……”

“The benefit of this to you is…”

“The competitive advantage for you is …..”

Case study

Bill was part of a group of friends who wanted to sell the idea of sponsoring a radio program to his boss – Don. The group included highly trained sales reps and an elaborate sales presentation was developed. The presentation was derailed as Bill recognized that his boss was getting impatient. He went straight to the bottom line cost/benefit figures.

Don actually thanked Bill for not wasting his time with the ‘sales talk’ and approved the sponsorship.

The above approach may not work well with the I-Style because:

The relationship is as important (in fact, often more important) than any other factor in their decision-making. “Connecting” helps.

The above approach may not work well with the S-Style because:

The S-Style would prefer to get a full understanding of how the entire project would come together. They would prefer to have all the nuances and possibilities explained. There should be no surprises.

The above approach might work with the C-Style with some adjustment:

The C-Style is not keen on what they consider meaningless chatter. So, a direct reference to the hard facts is appealing to them.

It is not likely that a quick decision will be made. You should also be prepared to leave support documentation with C-Style and to follow up for a decision later.

ACTION

Remember we are all involved in some form of Negotiation. You can include principles from our online certificate course Negotiating To Success!

It incorporates our DISCerning Model of Communication, Leadership, Negotiation, Conflict Management and Sales.

Earn 18 Professional Development Credits that can be applied to SHRM CP or SCP recertification. The course deals with a principled approach to negotiating and covers the key foundation concepts, approaches and techniques that will consistently take you to win-win.

E-mail now for more information: info@infoservpeopletech.org