Moving from an in-office work environment to working from home can be a challenge in itself. From getting the right technology in place to being away from co-workers and friends, to adjusting to managing virtual teams can be quite an adjustment. The resources below will help both managers and employees adjust to the new way of working in unprecedented times.
Scroll down to view resources for managers and employees working remotely.
Leading your team can be difficult on a normal day, let alone when disaster strikes. As a result of COVID-19, many teams who once worked in-person are now working virtually. Stress is high, DISC fears are becoming prevalent, and you need to know what to do to keep your own sanity and navigate your team through it.
Conflict causes stress. 80% of employees suffer from work-related stress, some of which is caused by opposing values. The sooner you can recognize and identify the Values styles at work, the easier it is to avoid conflicts.
Uncover the strengths and limitations of your team. Learn how to reduce conflict, build collaboration, increase empathy, and emotional intelligence among team members. Request a free Group Dynamics sample report.
Whether you’re brand new to DISC theory or an experienced trainer, you’ll leave this fast-paced training with a fresh perspective as Dr. Brad Smith and John Schindell of PeopleKeys cover real-life applications of DISC in today's workplace.
Reveal communication preferences, leadership strengths, and areas for improvement as you gain understanding as to how different people lead and in what type of environment they will be most succesful. Identify and maximize the leaders in your organization. Request a free Leadership sample report.
Understanding and applying DISC behavioral principles for stress management in the workplace can help employees and managers mitigate stress build-up. Download a free Situational Stress Indicator Worksheet to use with your team to determine current stress levels.
Understanding and applying behavioral principles for stress management in the workplace can help employees and managers mitigate stress build-up during these unprecedented times.
PeopleKeys® 4D report offers 1,440 points of comparison by combining DISC personality styles, T.E.A.M.S. thinking styles, personal core Values and Behavioral Attitudes (BAI) into one comprehensive, four-dimensional view of human behavior. Great for use in hiring, team building, leadership development, and more. Request your free sample report.
Recognize the positive correlations between the DISC, TEAMS thinking styles, core Values, and Behavioral Attitudes, as discovered in the PeopleKeys(R) 4D International Study by Dr. Larry Price of Texas State University.
Use to distribute DISC and other behavioral assessments within your organization for hiring, team building, and leadership development. This online portal is accessible from anywhere in the world 24x7.
Did you know there are 12 special DISC patterns found among the DISC styles of the people in your organization. Request this free resource to learn about these special graph patterns and what they mean.
The PeopleKeys team is recognized as experts in human behavior, with more than 35 years of experience in the field of Behavioral Analysis. PeopleKeys specializes helping its clients and customers unlock human potential in any environment, including working remotely.
No two people are alike and sometimes, we all just don't get along. Recognizing our behaviors and the behaviors of others we deem "difficult" through DISC Theory can open our eyes to a new understanding from the other person's point-of-view.
It's important to understand the underlying factors contributing to all aspects of predictive behavior in an individual including their communication preferences, values, thinking style, and hidden motivational factors “below the surface” which might not be understood using observation alone.
Did you know that the current day DISC Personality System can be traced back to ancient history? Throughout time, philosophers have tried to identify what makes people act the way that they do. It always comes back to 4 separate quadrants, which have evolved throughout time.
DISC is recognizing the observable behaviors of people, and people are the lifeblood of every business, from owner to employee to customer.
Incorporating the Johari Window into increasing awareness and developing effective communication skills in conjunction with DISC profiling provides a visual depiction of awareness levels and trust as they pertain to relationships.
DISC is a great team-building tool and is an exceptional communication and conflict management and resolution tool when the team needs a bit of redirection when things get a little stressful and challenging.
Successful leaders today are outwardly expressing the importance of getting to know themselves and the people in their organizations on a deeper level. The best way to get employees engaged and performing at their best is to maximize their opportunities to work within their strength zones and develop new skills.
As leaders and managers, we can do ourselves and others a disservice through our own misunderstandings, such as labeling people we misunderstand as having an “attitude.” Let’s rethink behavioral attitudes to get a better understanding of people as leaders, mentors, and coaches.
Not everyone will be your detail-oriented analyst or your office morale booster when things get tough and stress levels rise. The best leaders understand the team's strengths by understanding the natural thinking style and preferred role of employees.
Aside from the typical meeting agenda, successful meetings begin with expectation management, meaning establishing a goal for the discussion and communicating that goal to participants to manage their expectations.
The truth is real leadership ability goes far beyond what we're born with. Leadership begins to reveal itself when we begin to operate in new or unfamiliar environments, engage with personalities or behaviors other than our own, and attempt to learn or execute unique skills.
Have your sales or customers’ behavior been unpredictable? Feeling stuck about which direction to shift in an unpredictable economy? Are you unsure how to approach potential or existing customers to pitch your product or services? There’s good news for you!
Shifting from strict work-from-home quarantine requirements back into the physical workplace has many employers and employees feeling stressed and unsure about the way ahead. Some business owners may feel the flood gates are opening and unsure of how to proceed.
Since the beginnings of the COVID-19 pandemic, many businesses shifted to utilizing virtual platforms to continue operations, hold meetings, and stay connected with leadership, staff, clients, and even other companies.
Investing in relationships and building trust is remarkably similar to financial investing. It takes time, patience, and long-term commitment to develop and grow.
More than ever, we’re finding appreciation for things because what we have now really can change tomorrow! None of us thought we would ever deal with a pandemic or global uncertainty. We have to live more in the “now” in every way possible.
Stress can cause us to shift from the highs of self-confidence to the lows of self-criticism in an instant, and we may not even realize when we do it. We unwittingly allow our circumstances to hijack our thoughts and behaviors. The trick is stopping that negative mindset shift in its tracks and replacing it with positive reinforcement by identifying and acknowledging realistic expectations.
Leaders are humans with thoughts and feelings, and also need an outlet for communication and connection accomplished through sharing their thoughts and feelings with others. Sometimes this is through family and friends, and sometimes it is with mentors or colleagues.
Everyone could use some encouragement from time-to-time. Use these guidelines to adjust your leadership style and offer encouragement to your team members, as well as family and friends.
People are always observing how you act as a leader. You need to share knowledge from the head, but you need to treat people from the heart. Now is the time to exercise your virtues and take them with you every day.
It’s important to note, before taking any action to help others, we should self-assess to determine whether we are prepared or equipped to help them effectively. This requires us to have a solid understanding of our own inner awareness.
If you’re not used to working remotely, being at home going from days to weeks to months, can feel like every day is Groundhog’s Day. Whether you’re alone, home with kids, significant others, or your pack of fur children, stress is bound to appear.
Today, the world is experiencing something most people have never experienced. An unforeseen global pandemic has shifted the way of life for many households and businesses in a matter of days, forcing people to adopt what is popularly called "the new normal."
Leaders at every level are focused on equipping and empowering team members so they can perform at their best. As challenges continue to arise during the current pandemic, leaders are now more than ever focused on making sure each teammate is taken care of and thriving in their work-at-home environment.
Today, the world is facing a “perfect storm” in the form of a global pandemic. Teams are dissected and operating virtually, leaders are separated from their teams leading virtually, and the threat is invisible. Now is the time for leaders to embrace roles and responsibilities, dig in, and prepare for a long, challenging journey.
We often take for granted the luxury of having a physical office space to walk around, and the convenience of knocking on doors and walking down hallways to meeting rooms. When it is no longer the option, leaders must prepare the organization for a new, virtual environment!
Teams understand communication is not one way. The process isn’t complete until feedback is received from the team, indicating they are adequately prepared to complete daily or weekly requirements. For your team to take measured actions, you must instruct them accordingly.
Understanding DISC styles within your organization equips leaders with actionable, relevant information about the team. Once you understand the personalities you're dealing with, you can analyze the needs of your team, and take measured actions.
Great leaders seek to build and develop diverse, dynamic teams capable of excelling during normalcy and thriving in times of crisis. If your team is working remotely, but not used to it, they might not be working as collaboratively as they do when sitting next to each other in the office.
As a leader, knowing how to motivate individuals and teams is a simple but powerful tool that not only builds trust and respect, but encourages cross-functional teamwork and communication organizations need to succeed. Your words do matter, so try to use them to encourage and inspire others.
The pace at which a leader can operate is often determined by their dominant behavioral style, which may or may not blend well with the team, especially during times of crisis. Leaders need to slow down or speed up the pace, depending on your and your team’s personality styles.
The following two leadership style examples are frequently seen during times of crisis and sometimes even likely not in times of crisis too. While both might be effective in moving teams together in the same direction in the immediate, one will have more positive and effective long-term results. Which type of leader are you?
In leadership, you can select your actions and words before communicating with different types of people. The challenge is knowing yourself well and being able to identify characteristics of others aligning with their behavioral style, fears, and motivations. Understanding your DISC behavioral style as well as the DISC styles of those you interact with, positions yourself and your organization for success.
Leaders trained in DISC behavioral styles understand every employee will respond differently during times of uncertainty; therefore, they can react appropriately when communicating across the organization. Consider these things when addressing the entire organization via mass communication platforms.
While typical office communication problems have no discretion for the type of workforce they will go on to plague, remote work teams can be most vulnerable. Not only does communication become a concern, but how we actually communicate as leaders with our remote workforce becomes a concern.
Regardless of the length of time it takes a new employee to complete an organization’s onboarding process, day one is critical to establishing a positive first impression. Day one is the FIRST opportunity to communicate to the employee they are a valued member of the team! Here are three considerations for building a successful onboarding program by incorporating DISC.
Research has shown high performing teams thrive when diversity exists in the organizational structure. It creates a positive employee experience where creativity, innovation, and collaboration become strengths, empowering the team to problem solve and perform more efficiently, while achieving organizational goals. Is your team enough diversified, and do you have different personality strengths on board?
Sometimes, differences can get out of hand and turn into unhealthy conflict. While some organizational cultures shy away from dealing with conflict directly, leaders find unique ways to approach it head-on.
When we hear the term “onboarding,” we tend to think of a basic orientation and some training. To give new employees the tools they need in order to be successful in their job, however, onboarding needs to be a broader set of experiences, including: providing information, acquiring skills, building relationships and connections, and learning the cultural norms of the organization.
When we look at what motivates each DISC personality style, we see one of the largest pieces of employee disengagement. Once motivation is snuffed out, employee behavior degrades and sucks others down with it. So, how can we prevent it?
While there is debate about only providing feedback once a year, we are going to look at the challenges of having performance conversations. Managers aren’t usually trained on coaching and on how to have these conversations with their direct reports, and this is where the process can do more harm than good. Let’s take a look at performance coaching tips for different DISC personality styles.