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Fortune 500 Companies in 90 countries in 40 languages use and benefit from the power of DISC Communication tools.
Communication assessments are highly effective as a hiring tool as well as in assisting individuals and teams to improve their communication and performance. Recently, one of my clients, a CEO of an Engineering Company was about to hire a key Sales Manager to lead the company into a new territory. Since the CEO had introductory DISC training during a company workshop, he thought that that he could reasonably interpret DISC reports on his own.
He was about to hire a candidate, which would cost $30k in a finder’s fee to a staffing agency. At first the CEO was excited, as the candidate appeared to have a certain communication style that is highly desirable in Sales.
However, when he invited me to help him interpret the report, there was key additional information that he hadn’t considered. In addition to communication styles, it is important to consider the candidate’s primary motivators. As it turned out, the employee’s top three motivators were inconsistent with those of most successful sales people. As a matter of fact, 73% of the nation’s top salespeople are reported to have a certain motivator in their top three; for his candidate, it was his number five motivator. There were other aspects of the report that were also insightful and influenced the final decision.
My client revisited his decision and emailed me a week later, thanking me for helping save him from making a $30k hiring mistake. Rather than suggesting what to do, I provided him with an experienced professional interpretation of reliable data that helped him make his own decision.
This situation underscored the importance of having qualified professional assistance when interpreting DISC reports.
Contact Allison Tabor, CPC, Certified DISC Consultant to discuss how she can assist you in reliably using DISC with candidates and employees at Allison@coppiacommunications.com or 925.876.3161.
Julie Hanna is an entrepreneur & CEO turned board director, advisor and investor to a number of technology companies. As Chair of the Board at Kiva, the world’s largest crowd funding marketplace for small business entrepreneurs, Julie is a recognized leader in the growing movement of mission-driven companies that are changing the world at scale.
As our featured presenter during our recent Women President’s Organization (WPO) Regional Event in San Francisco, Julie shared her insights as to what she believes sets Silicon Valley businesses apart from other businesses around the Bay Area and the world. She explained that most successful Silicon Valley businesses “lead with their WHY, rather than with their what or how.” I emphatically agree with the importance of leading with our WHY and have been assisting entrepreneurs and business leaders to explore their WHY in developing their Mission. As a Certified One Page Business Plan® Consultant, I regularly bring out the best thinking from leaders during the business planning process. Powerful plans are developed through addressing a series of thought provoking questions. One of the fundamental questions asked in developing a Mission Statement is Why does this company exist? Why from the customer’s perspective, do they flock to your business? The best Mission Statements are those that that evoke emotion and speak to the WHY. Companies attract and retain talent in addition to customers when they lead with their WHY. Employees want to be a part of something they believe in and make a difference. Customers are drawn to where the WHY addresses their problems, needs or wants. Are you leading from and with your WHY?
Contact Allison Tabor, CPC to arrange a complimentary initial consultation to discuss how she can assist you with your WHY, Allison@coppiacommunications.com or 925.876.3161.
Team dynamics are complicated! Have you ever experienced a dysfunctional team or family business? Do you consider your business team as family?
Question: What are some of the signs of a dysfunctional team?
· Employees are disengaged
· There is a lack of, or negative communication between team members
· Team members hold back rather than engage in constructive conflict
· Team members don’t assume accountability and blame others
· There is a lack of clarity within the team
· The environment is tension filled and the team fears change
Question: What is the difference between a team and a family; what about a family business team?
A chance meeting with a famous sports figure helped me to better understand this important distinction.
Years ago I met Jack Clark, the Nation’s Top College Champion Cal Rugby Coach, who led Cal to 22 Championships. I asked Jack what he attributed the success of his team year after year and what lessons could be applied to business teams. One of the things he shared was that “many businesses consider themselves to be a family, yet most families are dysfunctional.” More than a family he fosters a highly-functioning team where everyone knows exactly what role they play in their team’s success and is held accountable. A good place to start would be to ask whether there are clearly defined roles and responsibilities and whether team members are held accountable on your team.
Question: Are there any differences to consider between existing teams, newly formed teams and blended teams?
All teams, existing or not, can become dysfunctional and there are special considerations for each. Newly formed teams with healthy practices in place can set the tone for maintaining a high functioning team culture. Existing teams may have already formed unhealthy team dynamics which fortunately CAN be changed. Blending teams requires careful consideration towards establishing trust and integrating everyone into a cohesive team culture.
Question: What are 3 Secrets to Thriving and working within a dysfunctional team?
· Assess and understand your team. This includes everyone’s strengths, communication styles and motivators.
· Leaders should become more closely connected to their employees, build strong team interaction and foster an environment of trust and accountability. If you are not a leader, find a way to get your leader to commit to addressing this.
· Ensure Clarity. Have a clear plan or focus along with constant communication. Is the team aware of and aligned with the organization/dept. goals etc? Are they consistently communicated and reinforced?
Question: Can team behavior be changed?
Yes. All companies- and all families for that matter –have some dysfunction. With a commitment to, and recognition of the strategic value of strong teams, and the interpersonal connections required to maintain them, behaviors can shift and teams can become highly functional. At the end of the day everyone wins, as employees are happier, the bottom line is healthier and there is an environment of success.
Using communication style assessments such as DISC, when accurately and professionally interpreted by an experienced DISC Consultant, can help promote highly functional teams. Team members better understand and communicate with each other, leading to increased effectiveness, engagement, satisfaction and profitability.
Listen to Allison Tabor’s interview on Smart Women Talk Radio, 3 Secrets to Thriving and working within a dysfunctional team. http://www.katanaabbott.com/radio-show-2/radio-shows-july-december-2013/
Allison is a Certified Professional Coach, Licensed DISC and One Page Business Plan® Consultant and Facilitator with over 23 years of firsthand business ownership expertise, specializing in Communications and Strategic Planning. She strategically helps leaders and their teams get further faster.
Allison is also the Women Presidents’ Organization (WPO) Diablo Valley Chapter Chair, facilitating a peer advisory group of Bay Area multi-million dollar entrepreneurial women presidents and CEOs in order to bring the “genius out of the group” and accelerate the growth of their business.
Contact Allison Tabor, CPC to arrange a complimentary initial consultation to discuss how she can assist you and your team, Allison@coppiacommunications.com or 925.876.3161.