The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
Essential Strategies to Put DiSC Principles into Action. Learn how to increase communication effectiveness and team engagement.
Learn about your personal DiSC profile style
Discover people reading to connect with coworkers
Drive team engagement with DiSC strategies for communication
Understand your DiSC priorities
Learn how to recognize other DiSC styles
A snapshot of your preferences
A Zip Code, not your home address
Tool to help understand your strengths and limitations
Tool to help build relationships
DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
The National Society of Leadership and Success shares tips for communicating with different personality types, based on the DISC guide from William Marston.
An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
If you want to take your influencing skills to the next level, email me:
alanbarker830@btinternet.com
This set of slides summarizes my approach to influencing skills as a trainer and coach. Sources of the main ideas are given.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
01 存活者偏誤 The Survivorship Bias
為何你偶爾也該去「墓仔埔」逛一逛
02 泳將身材的錯覺 The Swimmer’s Body Illusion
哈佛究竟是一所好大學，還是一所爛大學？我們其實並不清楚
03 過度自信效應 The Overconfidence Effect
為何你總是系統性地高估了自己的學識與能力
04 社會認同 Social Proof
就算有百萬人主張某件蠢事是對的，這件蠢事也不會因此就變成對的
05 沉沒成本謬誤 The Sunk Cost Fallacy
為何你不該留戀過往
06 互惠 The Reciprocity
為何你不該讓人請喝東西
07 確認偏誤（一） The Confirmation Bias (Part 1)
當你見到了「特殊情況」這種字眼，請格外小心
08 確認偏誤（二） The Confirmation Bias (Part 2)
幹掉你的寶貝
09 權威偏誤 The Authority Bias
為何你該藐視權威
10 對比效應 The Contrast Effect
為何你最好別找模特兒等級的朋友一道出門
11 現成偏誤 The Availability Bias
為何你寧可聊勝於無地使用一張錯誤的地圖
12 「在好轉之前會先惡化」的陷阱 Die Es-wird-schlimmer-bevores-besser-kommt-Falle
要是有人建議你一條「先經一番寒徹骨」的路，你最好對這樣的建議多點戒心
13 故事偏誤 The Story Bias
為何就連真實的故事也都是騙局
14 後見之明偏誤 The Hindsight Bias
為何你該寫日記
15 司機的知識 The Chauffeur Knowledge
為何你對名嘴所說的話不要太過認真
16 控制的錯覺 Illusion of Control
你比你以為的還要來得狀況外
17 激勵過敏傾向 The Incentive Superresponse Tendency
為何你不該按實際開銷付錢給你的律師
18 均值迴歸 Regression Toward the Mean
醫師、顧問、教練以及心理治療師的效用令人質疑
19 公地悲劇 The Tragedy of the Commons
為什麼理性的人不去訴諸理性
20 結果偏誤 The Outcome Bias
請別用結果來論斷某個決定
21 選擇的弔詭 The Paradox of Choice
為何更多反而是更少
22 討喜偏誤 The Liking Bias
由於你想受人歡迎，於是你做出一些非理性的事
23 稟賦效應 The Endowment Effect
請不要緊抱著某件事物不放
24 奇蹟 The Wonder
「不可能」事件的必然性
25 團體迷思 Groupthink
為何共識可能是危險的
26 輕忽機率偏誤 The Neglect of Probability
為什麼樂透的彩金會愈來愈大
27 零風險偏誤 The Zero-Risk Bias
為何你會為了追求零風險，而付出過多資源
28 稀少性謬誤 The Scarcity Fallacy
為何餅乾愈少愈可口
29 忽視基本比率 The Base-Rate Neglect
當你在懷俄明州聽到了馬蹄聲，且看到了黑白條紋……
30 賭徒謬誤 The Gambler’s Fallacy
為何沒有一種平衡命運的力量
31 錨定 The Anchor
數字輪盤如何把我們搞得暈頭轉向
32 歸納法 The Induction
你要如何把別人的一百萬弄到自己的口袋裡
33 損失規避 The Loss Aversion
為什麼凶惡的臉孔比友善的臉孔更容易吸引我們的目光
34 社會性懈怠 Social Loafing
為何團隊會讓人偷懶
35 指數增長 The Exponential Growth
為什麼一張對摺的紙會超乎我們的想像
36 贏者詛咒 The Winner’s Curse
你願意為一歐元出多少錢？
37 基本歸因謬誤 The Fundamental Attribution Error
請你別去問作家，他所寫的小說是不是他的自傳
38 錯誤的因果關係 The False Causality
為何你不該相信送子鳥的傳說
39 月暈效應 The Halo Effect
為何長相好看的人容易事業有成
40 替代路徑 The Alternate Path
恭喜你！你贏了俄羅斯輪盤
41 預測的錯覺 The Forecast Illusion
水晶球如何搞得你目眩神迷
42 聯結謬誤 The Conjunction Fallacy
為什麼合情合理的故事會誤
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
Essential Strategies to Put DiSC Principles into Action. Learn how to increase communication effectiveness and team engagement.
Learn about your personal DiSC profile style
Discover people reading to connect with coworkers
Drive team engagement with DiSC strategies for communication
Understand your DiSC priorities
Learn how to recognize other DiSC styles
A snapshot of your preferences
A Zip Code, not your home address
Tool to help understand your strengths and limitations
Tool to help build relationships
DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
The National Society of Leadership and Success shares tips for communicating with different personality types, based on the DISC guide from William Marston.
An overview of DiSC behavioral model and some practical advice on applying DiSC to your everyday working life, based on the materials from http://manager-tools.com/
1. DiSC Personality Profiles.
2. Agenda.
3. Introduction. The four styles you need to know to realize your full personal profile and also others.
4. The key to your unique personality style priorities begins with a single dot.
5. Now let’s go deeper into the 4 DiSC personality styles!
6. Dominance. Priorities of the D style: Results, Action, and Challenge. Characteristics: Direct, Drive, Determined, Decisive, Firm, Result-focused, Strong-willed, Self-confident, and Risk-taker.
7. Things you might hear someone with a D style say: “I can give you two-minutes then please close the door on the way out”, “Spare me the details and get straight to the point”.
8. D-Type in a team Dynamic.
9. How to Effectively Communicate with D style?
10. Influence. Priorities of the i style: Enthusiasm, Action, and Collaboration. Characteristics: Inspiring, Interacting, Interesting, Persuasive, Talkative, Optimistic, Outgoing, Collaborative, Energetic, and Lively.
11. Things you might hear someone with a i style say: “We have one heck of a team –you guys rock!”, “I have this great idea …”.
12. i-Type in a team Dynamic.
13. How to Effectively Communicate with i style?
14. Steadiness. Priorities of the S style: Support, Stability, and Collaboration.
15. Things you might hear someone with a S style say: “I’m happy to help in any way I can”, “let’s not rock the boat“.
16. S-Type in a team Dynamic.
17. How to Effectively Communicate with S style?
18. Conscientiousness. Priorities of the C style: Accuracy, Stability, and Challenge. Characteristics: Cautious, Complaint, Correct, Careful, Accurate, Analytical, Systematic, Precise, Diplomatic, and Fact finder.
19. Things you might hear someone with a C style say: “ Do we have all the data?”, “Make sure to double-check your work“.
20. C-Type in a team Dynamic.
21. How to Effectively Communicate with C style?
22. So, which personality type are you?
23. Conclusion. All DiSC styles are equally valuable. Everyone is a blend of all 4 styles with varying degrees. Learning about people’s styles help you relate better. People can adapt their styles to fit particular situations or environments. Understanding yourself better is the first step to become more effective; personally and professionally.
Note: Slides taken from more than one slide shared here.
If you want to take your influencing skills to the next level, email me:
alanbarker830@btinternet.com
This set of slides summarizes my approach to influencing skills as a trainer and coach. Sources of the main ideas are given.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
01 存活者偏誤 The Survivorship Bias
為何你偶爾也該去「墓仔埔」逛一逛
02 泳將身材的錯覺 The Swimmer’s Body Illusion
哈佛究竟是一所好大學，還是一所爛大學？我們其實並不清楚
03 過度自信效應 The Overconfidence Effect
為何你總是系統性地高估了自己的學識與能力
04 社會認同 Social Proof
就算有百萬人主張某件蠢事是對的，這件蠢事也不會因此就變成對的
05 沉沒成本謬誤 The Sunk Cost Fallacy
為何你不該留戀過往
06 互惠 The Reciprocity
為何你不該讓人請喝東西
07 確認偏誤（一） The Confirmation Bias (Part 1)
當你見到了「特殊情況」這種字眼，請格外小心
08 確認偏誤（二） The Confirmation Bias (Part 2)
幹掉你的寶貝
09 權威偏誤 The Authority Bias
為何你該藐視權威
10 對比效應 The Contrast Effect
為何你最好別找模特兒等級的朋友一道出門
11 現成偏誤 The Availability Bias
為何你寧可聊勝於無地使用一張錯誤的地圖
12 「在好轉之前會先惡化」的陷阱 Die Es-wird-schlimmer-bevores-besser-kommt-Falle
要是有人建議你一條「先經一番寒徹骨」的路，你最好對這樣的建議多點戒心
13 故事偏誤 The Story Bias
為何就連真實的故事也都是騙局
14 後見之明偏誤 The Hindsight Bias
為何你該寫日記
15 司機的知識 The Chauffeur Knowledge
為何你對名嘴所說的話不要太過認真
16 控制的錯覺 Illusion of Control
你比你以為的還要來得狀況外
17 激勵過敏傾向 The Incentive Superresponse Tendency
為何你不該按實際開銷付錢給你的律師
18 均值迴歸 Regression Toward the Mean
醫師、顧問、教練以及心理治療師的效用令人質疑
19 公地悲劇 The Tragedy of the Commons
為什麼理性的人不去訴諸理性
20 結果偏誤 The Outcome Bias
請別用結果來論斷某個決定
21 選擇的弔詭 The Paradox of Choice
為何更多反而是更少
22 討喜偏誤 The Liking Bias
由於你想受人歡迎，於是你做出一些非理性的事
23 稟賦效應 The Endowment Effect
請不要緊抱著某件事物不放
24 奇蹟 The Wonder
「不可能」事件的必然性
25 團體迷思 Groupthink
為何共識可能是危險的
26 輕忽機率偏誤 The Neglect of Probability
為什麼樂透的彩金會愈來愈大
27 零風險偏誤 The Zero-Risk Bias
為何你會為了追求零風險，而付出過多資源
28 稀少性謬誤 The Scarcity Fallacy
為何餅乾愈少愈可口
29 忽視基本比率 The Base-Rate Neglect
當你在懷俄明州聽到了馬蹄聲，且看到了黑白條紋……
30 賭徒謬誤 The Gambler’s Fallacy
為何沒有一種平衡命運的力量
31 錨定 The Anchor
數字輪盤如何把我們搞得暈頭轉向
32 歸納法 The Induction
你要如何把別人的一百萬弄到自己的口袋裡
33 損失規避 The Loss Aversion
為什麼凶惡的臉孔比友善的臉孔更容易吸引我們的目光
34 社會性懈怠 Social Loafing
為何團隊會讓人偷懶
35 指數增長 The Exponential Growth
為什麼一張對摺的紙會超乎我們的想像
36 贏者詛咒 The Winner’s Curse
你願意為一歐元出多少錢？
37 基本歸因謬誤 The Fundamental Attribution Error
請你別去問作家，他所寫的小說是不是他的自傳
38 錯誤的因果關係 The False Causality
為何你不該相信送子鳥的傳說
39 月暈效應 The Halo Effect
為何長相好看的人容易事業有成
40 替代路徑 The Alternate Path
恭喜你！你贏了俄羅斯輪盤
41 預測的錯覺 The Forecast Illusion
水晶球如何搞得你目眩神迷
42 聯結謬誤 The Conjunction Fallacy
為什麼合情合理的故事會誤
Feedback canvas, introduced by Haddad in 2013, is a promising tool for enhancing organization and quality of feedback in a wide range of scenarios. This communication is focused on what this tool is and some case studies where there are evidences of the usefulness and richness of this tool.
This is a quick overview of three assessments I am familiar with, which are DiSC profile, TKI - Thomas Killian Conflict Mode Instrument, and Kolb - Learning/Thinking/Working Styles.
Using the DISC tool, you can better understand the buying behaviors of your potential customers and the match your sales and communication style to one of those 4 types of buying behaviors.
A hard look at the softer side of business analysisJoe Newbert
Step forward the Business Analyst star. Taking a hard look at the soft skills as a catalyst for Business Analysis success, in the December 2008 IIBA Newsletter.
How to create personas and how to segement your audience in a meaningful way.
Hammad Khan of Zabisco presented this slideshow to a crowd of 50 digital decision makers for a Figaro Digital seminar in November 2011.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Digital Transformation in PLM - WHAT and HOW - for distribution.pdf
DiSC in a Nutshell - Quick View
1. Communicate Truly Team & Coach for Performance Team Problem Solving
Pre-Course Questionnaire on DiSC Styles
Your Behavioral Style & Preference
Introduced by Dr. William Moulton Marston, PhD, Harvard University
4 Key Dimensions Focus on Tasks
• Dominance - relating to control,
power and assertiveness Ceci
Peter
• Influence - relating to social C John
D
Emotional Index
situations and communication
Explore Assertiveness Influence
• Steadiness - relating to patience,
persistence, and thoughtfulness David Mary
• Conscientiousness - relating to
S I
structure and organization
Focus on People
Distribute
Explain Axis, distribute chats
2. Communicate Truly Team & Coach for Performance Team Problem Solving
How to Read Your Charts
1. This is your general type 2. This is your balanced type 3. Your DiSC type will be:
For Example … e.g. highest is “C”, then is “I”
“C” i C
Conscientious Influential
Grp 1st
3. Communicate Truly Team & Coach for Performance Team Problem Solving
16 Types of DiSC Personality Styles
Focus on Tasks
Conscientious Dominant
Get Things Right Get Things Done
cC dC cD dD
Emotional Index
sC iC sD iD
Explore Assertiveness Influence
cS dS cI dI
sS iS sI iI
Social Influential
Be Accepted Be Recognized
Focus on People
E bos/sub 3 pts
4. Communicate Truly Team & Coach for Performance Team Problem Solving
Your Preferred Boss & Subordinates
“I like my boss to …”
“I like my staff to …”
Dbf by grp, brk?
5. Communicate Truly Team & Coach for Performance Team Problem Solving
DiSC Profiles Descriptors & Action Plans
C D
Tends to … Needs Others Who …
Tends to … Needs Others Who ..
Concentrate on key details Delegate important tasks
Get immediate results Weight pros & cons
Thinks analytically Make decision quick
Take authority Research facts
Values accuracy, quality Use policy as guidelines only
Solve problems Cautious
Diplomatic
Desire Environment … To be More Effective … Desire Environment … To be More Effective …
Defined standards To know exact JD & objectives Power & authority Receive difficult assignments
Value quality & accuracy Receive specific feedback Prestige Understand they need people
Can control over factors Respect personal worth is more Individual accomplishment Slow down a bit, relax
affecting self performance than accomplishments Direct answers Let themselves enjoy success
Recognition for skills Learn to tolerate conflicts Free from controls
Can ask “why”
S I
Tends to … Needs Others Who … Tends to … Needs Others Who …
Consistent, predictable Multi-tasks / involved Make favorable impression Speaks directly
Patient & help others Self-promoting Enthusiastic & optimistic Show respects & sincerity
Show loyalty React quickly to unexpected Entertain people Are logical, speak facts
Good listener changes
Desire Environment … To be More Effective …
Desire Environment … To be More Effective … Popularity & social Control time (if D / S are low)
Reasons for change To be conditioned before change recognition Be objective in proposing
SOP Trust yourself & self-worth Recognition of ability Use hands-on management
Credit for accomplishment To know how personal effort Free from controls & details Prioritize & set deadlines
Separate work from home contributes to group effort Can verbalize proposals Be firm to others (if D is low)
Minimal conflicts Have colleagues of similar
competence & sincerity
Q guess me + target interact
6. Communicate Truly Team & Coach for Performance Team Problem Solving
D - People
HOW TO INTERACT WITH OTHERS??
Dominant
Conscientious
•Slow your pace
•Listen more, listen better
•Don’t come on too strong
•Be prepared and detailed
•Be prepared to listen to more
than you want to know
Social Influence
•Slow your pace •Focus more on feelings
•Listen more, listen better* •Be open to the Fun-loving side of “I”s
•Don’t come on too strong •Give them recognition
•Be supportive •Summarize action plan in writing
•Provide structure •Don’t overdo facts and logic
•Don’t overdo facts and logic •Provide considerable freedom
7. Communicate Truly Team & Coach for Performance Team Problem Solving
I - People
HOW TO INTERACT WITH OTHERS??
Conscientious Dominant
•Slow your pace •De-emphasize feelings
•Listen more, listen better •Plan your work and work your plan
•Be task-oriented •Be well organized in your
•Deemphasize feelings communication
•Be organized, detailed and factual •Avoid power struggles
Social Influence
•Slow your pace
•Listen more, listen better
•Don’t come on too strong
•Focus more on feelings
8. Communicate Truly Team & Coach for Performance Team Problem Solving
S - People
HOW TO INTERACT WITH OTHERS??
Conscientious Dominant
•Be more task-oriented •Pick up the pace
•De-emphasize feelings •Demonstrate higher energy
•Be Systematic •De-emphasize feelings
•Be well organized, detailed and •Be clear about Your goals and plans
factual •Straight to the point
•Be well organized in your communication
Social
Influence
•Pick up the pace
•Demonstrate higher energy
•Focus on the big picture
•Say what you think
•Facilitate self-determination
9. Communicate Truly Team & Coach for Performance Team Problem Solving
C - People
HOW TO INTERACT WITH OTHERS??
Conscientious Dominant
•Pick up the pace
•Demonstrate higher energy
•Don’t get bogged down in details or theory
•Speak in practical, result-oriented terms
Influence
Social •Pick up the pace
•Make genuine personal contact •Demonstrate higher energy
•Focus more on feelings •Be open to the Fun-loving side
•Be supportive •Give them recognition
•Provide structure •Say what you think
•Don’t overdo facts and logic •Provide considerable freedom
10. Communicate Truly Team & Coach for Performance Team Problem Solving
Back Up Styles
(How Will DiSC Behave, If Something Gets Into Their Ways …)
Focus on Tasks
Conscientious Dominant
Get Things Right Get Things Done
cC dC cD Just
dD
“….…….”
Do It!
Emotional Index
sC iC sD iD
Explore Assertiveness Influence
cS
“Whatever dS cI dI
you feel
like then…”
Attack!
sS iS sI iI
Social Influential
Be Accepted Be Recognized
Focus on People
Recap Morning
11. Communicate Truly Team & Coach for Performance Team Problem Solving
Back Up Styles
(How Will DiSC Behave, If Something Gets Into Their Ways …)
Focus on Tasks
Conscientious Dominant
Get Things Right Get Things Done
cCJust dC cD dD
“….…….”
Do It!
Emotional Index
sC iC sD iD
Explore Assertiveness Influence
cS dS cI “Whatever
dI
Attack! you feel
sS iS sIlike then…”
iI
Social Influential
Be Accepted Be Recognized
Focus on People
Recap Morning
