Category: Workshops & Seminars

DISC Personality Profile

Personality Profile

What are the Applications of DISC?

Because the principles of DISC are simple, easy to apply, and easy to understand, there are many applications for this behavioral tool.

At the most basic level, DISC personality reports can be used for personal development, to better understand yourself, your motivations, and why you repeatedly do the things you do. Once one can understand themselves as well as the tendencies and communication styles of others, increased communication and understanding between individuals ensues. This can be applied to conflict resolution, team building, and increasing communication in personal or corporate culture. When applied to specific areas, such as hiring, leadership development, stress management, sales training, education, or ministry, these tools can be applied in very specific ways to achieve a goal.

 Applications of DISC include, but are not limited to:

  • Improving communication in both personal and corporate environments
  • Talent Management
  • Hiring the right person for the job.
  • Placing employees and/or volunteers where they will be most productive and content
  • Avoiding and resolving conflict
  • Building strong and cohesive teams
  • Managing stress
  • Training managers and leaders in communication techniques, organizing and working with people, and increasing productivity
  • Training sales people in styles of selling and meeting the needs of the client
  • Motivating staff and improving morale
  • Increasing understanding in combination with counseling techniques
  • Improving student performance

These applications apply to:

For more information to learn more about what the DISC Personality Profile Assessment can do for you, call Jeff Rossbach. 941-224-3059

Click here to watch a short video: https://www.youtube.com/watch?v=DDVaJsTXkDU&list=PLbJ2JfSgf8OcXdyRsySFiE3q258UmgYAN&index=41

Content used by permission

Team Building & Dynamics

Team Building & Dynamics

Using the DISC system of behavioral analysis allows you to build stronger and more productive teams by:

  • Strengthening communication
  • Minimizing conflict
  • Maximizing productivity
  • Increasing effectiveness
  • Improving morale

Assessing your team using the DISC system provides you with the tools you need to fully develop the talent that already exists with your current personnel, increase productivity, enhance teamwork and cooperation and ultimately increase your bottom line.

How it works

PeopleKeys uses the DISC system of behavioral analysis. The DISC system provides a common language throughout the organization and will lay the foundation for improving communication, maximizing personal strengths and minimizing weaknesses.
Understanding yourself and those you work with provides the following benefits:

  • Creates an atmosphere of teamwork and cooperation
  • Improves morale and communication
  • Allows team members to recognize and capitalize on their strengths
  • Allows team members to recognize and capitalize on the strengths of others

Through a greater understanding of behavioral styles, your team is better able to recognize and meet the needs of those they serve.

Five Keys to Effective Teams

Through more than thirty years of helping companies of all sizes maximize team effectiveness, we have identified five keys common to all effective teams:

  • Trust
  • Communication
  • Common Goals
  • Mutual Respect
  • Tolerance

Each of the keys to effective teams requires you to know the personality and behavioral style of yourself and your team members.

Well-Rounded Teams

The most effective teams are those comprised of people who possess differing strengths and more importantly, the ability to identify and apply those strengths appropriately.

or Dominant team members provide the following strengths and limitations to a team:

  • Great bottom-line organizers
  • May overstep authority
  • Places high value on time
  • May seem argumentative
  • Challenges the status-quo
  • Dislikes routine
  • Can handle multiple tasks at once
  • May attempt too much at once

Influencing team members provide the following strengths and limitations to a team:

  • Great communicator
  • Inattentive to details
  • Motivates others to achieve
  • Talks more than listens
  • Positive sense of humor
  • May also be sarcastic
  • Negotiates well
  • Impulsive

Steady team members provide the following strengths and limitations to a team:

  • Reliable and dependable
  • Resistant to change
  • Loyal, patient and trustworthy
  • Possessive
  • Great “team player”
  • May seem slow paced and stubborn
  • Peacemaker, maintains harmony
  • Keeps feelings to themselves

Compliant team members provide the following strengths and limitations to a team:

  • Great with facts and information
  • Gets bogged down in details
  • Focused on maintaining quality
  • May seem defensive and critical
  • Thorough and meticulous
  • Unwilling to break rules
  • Great analyzers and developers
  • Non-verbal

Knowing your strengths and the strengths of those on your team can help you to maximize your effectiveness.

As a team leader or member of a team, being aware of your style, as well as knowing the styles of the people around you can give you the insight you need to get the most out of your team.

Being able to recognize your own personality style and its strengths and weaknesses and the personality styles of your team, will give you valuable insight you can use to understand an important dynamic to your team and best utilize the strengths they bring to the team.

Become “people literate” and increase your effectiveness as a leader with solutions from PeopleKeys. For more information on your own personality style, or how to become a better communicator and become a more effective team leader or member, contact… Jeff Rossbach: 941-224-3059 mobile.

Sales

Sales and Customer Service

No two customers are exactly alike. So why approach them the same way?

As a customer, you know how frustrating it is to be on the receiving end of a well-intentioned but completely unconvincing sales pitch.  Good sales and customer service representatives know how to read a customer’s personality type, and can adapt their own personality style to better match the needs of that customer.

By using DISC reports to understand the personality styles and predictable behaviors of the people to which you’re selling, you’ll be able to adjust your approach to suit each individual customer. Similarly, understanding your own personality allows you to control the dynamics of your interaction with clients and make adjustments that will ultimately lead to more sales and better customer relations.

If you use the same sales and customer service strategies with every customer, you’ll never please everyone. Using DISC analysis to mold and adapt sales techniques so that they are tailored to the client’s personality-based needs, interests, and fears is the key to closing deals.

Our field-tested and independently-validated DISC sales and customer service solutions include:

Our products can meet any need, no matter how big or small. They are useful for individuals in the field looking to increase their performance, or for companies seeking training opportunities for their staff.

Understand Your Customers

Every person, buyers and sellers alike, will have their own personality style. Each person will act and communicate according to their inherent behavioral style. Your sales people will instinctively communicate with their clients based on their own behavioral style, just as clients will react according to theirs.

Being able to recognize your own selling style, the selling style of your sales force, and the personality styles of your clients and customers will give you valuable insight you can use to establish rapport, open lines of communication, build trust, motivate, and sell.

Become “people literate” and increase your bottom line with sales and customer service solutions from PeopleKeys. For more information on your customer style, your instinctive sales style, or how to become the sales representative your customer needs you to be, contact Jeff Rossbach: 941-224-3059 mobile

Team Problem Solving

Team Problem Solving™

   

Our approach to problem solving is simple…  We teach people an easy to understand process and the foundational steps needed to address any problem that they face.

The results are:
  • much more effective meetings
  • fast resolution of problems
  • better decisions and…
  • an increase in innovation.

Our program has been used throughout the world by many different types of organizations resulting in millions of dollars in cost savings.

Team Problem Solving is a two-day program which may be presented in two consecutive days or divided in to two, one-day sessions.

 

Barriers to Bridges… Team Building

 Barriers To Bridges™  Team building

                                                                                                             

Barriers to Bridges has been a cornerstone of Molitor International for over 25 years.  It is designed to be taught over four days.  Tens of thousands of people have participated in our Barriers to Bridges team building seminar producing outstanding results.

Let us help you remove the “barriers” of mistrust, and conflict and build new “bridges” of positive change creating:
  • Improved Communication
  • Better Understanding and Cooperation and…
  • Greater Unity                                                                                                   
    Which in-turn creates:
  • Greater Job Satisfaction
  • Productivity
  • Profitability and…
  • many other Bottom-Line Improvements

Barriers To Bridges content may be delivered over multiple one-day or two-day sessions to conveniently meet your scheduling demands.

Executive A PLUS… Leadership Coaching

Executive A Plus™ Leadership Coaching

Our professionals, custom-design a specific coaching plan for each of our clients throughout the world.
The plan is built around your:
  • Vision
  • Goals
  • Strengths and
  • Areas targeted for improvement.
As coaches:
  • we ask questions
  • we listen more than we speak, and after all the information has been gathered…
  • we help you set a course that works for you.

Our coaching helps improve:

  1. Work Performance
  2. Relationships,
  3. Leadership
  4. Life Balance and
  5. Overall Perspective about your place in this world.

 

Talent… What is your approach?

What is your approach to Talent Acquisition, Management & Development:

Ready Aim Shoot…or Ready Shoot Aim?

In today’s competitive talent pool if a company is looking to acquire and retain the best talent it must realize that it’s not the same as it was when our parents and even grandparents were in the work-a-day world.   Once upon a time, business organizations were much like sports franchises, made up of “franchise players” that made outstanding contributions, would never think about leaving and retired from the organization they were with for many years.  In the sports world, their uniform jerseys and numbers would be enshrined and in the business world the employee would be celebrated with a dinner and a gold watch.  It certainly isn’t the same today!

Today’s business world is much like the sports world… “Free Agency”.  Statistically, employees today are far less likely to retire from the same organization they began their adult careers with.  Employees are looking for better career growth opportunities, vibrant organizational cultures and not necessarily more money.  Organizations are looking for the best talent and “talent-value”.

So, the question is… “How do we acquire & retain the best talent”?

There is an interdependence between your culture and how you approach recruiting, development and retention.  Today, more and more people are making their job decisions based upon an organization’s culture.

Have you defined your organization’s culture?

Recruiting Talent:

Your hiring decisions will impact your culture. You will either have a… “culture by design or a culture by default” based upon your talent management decisions.  Does the candidate possess the hard skills and the soft skills that “fit your culture” and will they be a long-term solution to your current and future needs, and your organization’s strategy?

Note:  The person that you hire will do one of the following to your organization:

1.          Strengthen your organization

2.         Maintain the status quo

3.          Weaken your organization.

Establish a written benchmark or profile for the position that needs to be filled including: education, experience, hard skills and soft skills necessary to effectively perform the job.

Resumes and references can provide perspective of a person’s education and experience. Assessments can also be useful tools to get a glimpse of a potential recruit’s behavioral style, values, thinking style and behavioral attitudes to name a few.  These assessments may also provide a view of what may be “hidden under the surface” that are not easily observable from a resume or work history.  Profile Assessments can also be time and cost-effective, especially when a benchmark of the behaviors, values, attitudes etc. are used to filter candidates.

Design a very intentional interview process that will not only test a candidates IQ and technical knowledge but also their EQ.

In today’s world, a person with just the technical know-how is not enough.  A person must be able to communicate, cooperate and collaborate. Emotional Intelligence is being recognized more and more as an essential trait necessary for consideration.

Retaining Talent…

Engagement should be a primary emphasis in retaining good talent.  Engagement reflects the level or intensity of an employees enthusiasm and commitment alignment with the vision, mission

The first question that needs to be asked is…”How important are my employees to me and the organization”?  The second question is…”

There are some job sectors today such as the education and medical fields that have more positions than there are people to fit those positions.  In a recent conversation with a county school superintendent, he told me that he practically must hire everyone that applies just to fill teaching positions.  He’s challenged by the fact that he superintendent of a rural and lower income school district.  Plus, there aren’t all the social, cultural, entertainment and community opportunities that many young people out of college are beating down the doors to move to for the rest of their careers.  Thus, they take the job for a year or so, get some experience and then move on to a “better position”.

In the auto industry, the NADA came out with a report a couple of year ago, that