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Posts Tagged ‘Behavioral Styles’

Are You Using Multi-faceted Assessments?

Today I want to discuss an issue found in organizations using assessments – actually using assessments is a good thing. The fact is – most are doing some things wrong while only a few are getting it right.

The issue comes from using only One Assessment and believing it is an end all tool. Unfortunately, in most cases the users are creating more problems for themselves – unless the assessment being used is correctly used. An example of one assessment, which has multiple uses, yet, is not the end game solution for everything is the DISC assessment tool.

The DISC tool is a great report for understanding “How” a person delivers results using their behavioral style. It uncovers observable behavioral traits that are actually hard-wired in a person’s mind. Behavioral style is the primary method for communication and creates the most conflict issues.

Other assessment tools are available that uncover additional areas related to an individual’s ability to perform at higher levels.

Attitudes are Contagious… Where did you get yours?

And how to change them…

Most behavior psychologists believe that approximately 90% or more of our attitudes are formed by age 5.  We all have a behavioral style that we adopt very early in life.  These styles come from points of both nurture and nature.  Added to our natural “style” come the family and educational experiences we have.  All of these natural tendencies as well as our experiences set the stage for our thoughts and attitudes.

Why Change Initiatives Don’t Work

More than half of change initiatives in organizations fail.  Most Fortune 500 executives cite “resistance” as the primary reason for failure.  Studies show:

  • Approximately 30% of reengineering projects are successful
  • Less than 25% of mergers cover the costs of merger
  • Less than 60% of quality improvement efforts are successful
  • 80% of CIOs say “resistance” is the cause of project failures

There are ways to improve these figures. Here are some of my ideas relative to improving these numbers…

Seven Barriers to Effective Communication

Why is it so difficult for people to use effective communication techniques? It seems to me that people must be studying how to be ineffective communicators! And within organizations, lack of communication is always in the top three of issues for the organization.

So what are the barriers to effective communication? Here is a list of seven factors that I find each week with clients or just plain old observation of different people situations…

DISC tells You the “How” People Do Things

So, you want to know “how” a person communicates, talks, walks, listens, deals with people, handles processes and rules, makes decisions, goes after goals and problems? Then you need to look at a DISC assessment to answer the question.

DISC assessments answer these questions and more. The tool tells you if a person is feeling minor or major stress. It can tell you when a person is trying to be “all things to all people” and again feeling unusual stress in the process.

If you are looking for a sample of a DISC report and what it covers, go to our assessment site (which explains all the assessments we offer and what they will do for you) and download a sample “behavioral” report. They come in different formats – one for executives, managers & staff, sales, customer service, team building and even time management.

Someone asked me, “Is the DISC report a personality test?” My answer was “no.” The reason for this answer is the DISC reports have no psychology involved in the assessment. Only behavior is recorded or the behavioral tendencies of an individual. Yet, behavior is the most dominant factor since it is what everyone sees or hears. Behavioral traits are on display for everyone to see and “judge.”

I prefer the power and insight of the DISC reports because it is easily validated by the person who takes the assessment and everyone who interacts with this person. However, one major issues comes up between people. When people or staff are unaware of the types of behavioral style, they tend to judge others based upon their “own style preferences.” This can create natural conflict and misunderstanding of actions or intent.

85% of conflict in organizations can be linked to different behavioral style. This has been our experience working in the corporate arena.

People need to understand the power of behavioral style and how it influences our actions and our communication effectiveness with others. Our number one workshop is based upon helping people understand how behavioral tendencies influence our actions and results. Check out our number one workshop: Effective Communication for Results.

If you are interested in this assessment and the impact it provides an organization, please contact me at 901-757-4434. We can discuss how it can help you and your organization or team. Call now and get more effectiveness and productivity in your group, team or organization.

Do YOU Have a Public Image?

How We Either Survive or Succeed with Adaptive Behavior

Like President Obama, most of us have various roles in our lives in which we do have a public image. At the current moment, you may be in any combination of roles, such as a spouse, parent, executive, volunteer, student or mentor. In each role your adaptive behavioral style will likely change to fit the situation and its demands. Still, you will consistently maintain the same natural behavioral style, or the real you.

Adapting to Survive or Succeed?

While your natural behavioral style is your true identity, it is not always the behavior we create for others to see. In fact, our adaptive behavior is more observable because we will often make changes to either survive or succeed. Whether the change is dramatic or slight, knowing why the change is occurring is important. Most often, those changing to survive will tend to follow rules and regulations. On the other hand, those changing to succeed will tend to adapt to the behaviors called for by the environment.

Your Public Image at Work

Think of situations where you have to be more conscious of adapting your behavioral style on the job. Maybe it is when you speak publically, are faced with quick decisions or have to comply with strict rules. Do you feel stressed, exhausted and uncomfortable?

It is important to understand how your natural and adaptive behavioral styles are affecting your work. A simple assessment and review of your personal results is a great step toward harnessing your natural behavioral styles for improved communication, productivity, teamwork and overall enjoyment on the job. Then, you can uncover even more about your personal strengths by assessing personal motivators, skills and emotional intelligence.