Improve individual contribution
Your leaders and managers hold the key to unlocking the potential of your employees. The 21st Century leader/ manager must be skilled in the art of enabling.
Enabling is the skill of working with others in such a way that they are able to bring all of themselves, their knowledge and skills to bear in the workplace. Enablers help those with whom they work to focus on working towards the desired result with a sense of clarity and purpose.
The art of enabling is the art of getting alongside another individual in such a way that, in conversation with you, they are able to gain clarity and purpose around how their knowledge and skills can most effectively contribute to the work in which they are involved.
We work alongside managers and leaders to enable to access their own best game and to equip them to be skilled enablers of their teams.
Training days are spaced approximately 4 weeks apart to allow participants to practice the skills they are developing in the workplace.
A Brief Explanation of DISC Personality Types
Dr William Moulton Marston was the creator of DISC Theory at Harvard University in the 1920’s while doing research for his book The Emotions of Normal People. He was looking to identify predictable traits and behaviours of everyday people in different environments. DISC styles are a combination of four behavioral personality types: Drive/ Influence/ Steadiness/ Compliance.
These styles are not black and white. We have some level of each of these styles in our personality. It’s just a matter of what combinations are high or low. A high level of dominance predicts our behaviour in the same way a low level of dominance does, so intensity does matter. When analysing a person’s personality style, we look at which combinations are highest; also taking into account how high or low each style is on the graphs.
By taking the DISC test and looking at your primary, secondary, tertiary and even absent style traits, we are able to determine your DISC personality type and how you are likely to act, react, communicate, handle conflict, and even organise a project or workspace in a given environment.
Styles commonly are different in the home environment, in a social environment, and in a work environment. This information can be very powerful when used in hiring the right person for a position, increasing communication between teams and individuals, training managers and leaders, and many more applications. By understanding your needs, fears, and tendencies in communication and behaviour, you can proactively adapt or approach them in a way in which they will react positively. People are all different, but people are predictably different.
The DISC Personality test has been applied for business and personal application for over 30 years. The theory behind the test is based on Marston’s research but has been turned into a validated and reliable behavioural assessment tool, used internationally.