This document summarizes a DiSC workshop about understanding behavioral styles. It discusses the DiSC model, which categorizes people into four main styles based on priorities and preferences. Participants learn their own primary style and how to identify others' styles. The goal is developing self-awareness and adapting to communicate and work more effectively with different styles on a team. Participants complete worksheets to analyze their own and teammates' styles to understand preferences, blind spots, and how to adapt their approach for better outcomes through open communication.
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.
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Emotional Intelligence plays a very important role in Leadership Development and Succession Planning. It's about developing empathy and supporting your colleagues by partnering with them.
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.
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.
Stepping into the role of manager for the first time has a unique set of challenges. Learn how to manage yourself as well as how to manage others. Slides taken from a class taught by Janet Aronica of Localytics. Learn more from the experts by visiting Intelligent.ly
Emotional Intelligence plays a very important role in Leadership Development and Succession Planning. It's about developing empathy and supporting your colleagues by partnering with them.
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.
Stress At Work (Tips to Reduce and Manage Job and Workplace Stress)Jodie Harper
While some workplace stress is normal, excessive stress can interfere with your productivity and impact your physical and emotional health. You can’t control everything in your work environment, but that doesn’t mean you’re powerless—even when you’re stuck in a difficult situation. Finding ways to manage workplace stress isn’t about making huge changes or rethinking career ambitions, but rather about focusing on the one thing that’s always within your control: YOU.
Shared by: http://www.familychiropractic.com.sg/
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.
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
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 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.
Each of the four unique DiSC styles responds differently when faced with conflict.
The better you know how your employees or coworkers will respond to conflict, the better prepared you will be to resolve it.
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 .
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Stress At Work (Tips to Reduce and Manage Job and Workplace Stress)Jodie Harper
While some workplace stress is normal, excessive stress can interfere with your productivity and impact your physical and emotional health. You can’t control everything in your work environment, but that doesn’t mean you’re powerless—even when you’re stuck in a difficult situation. Finding ways to manage workplace stress isn’t about making huge changes or rethinking career ambitions, but rather about focusing on the one thing that’s always within your control: YOU.
Shared by: http://www.familychiropractic.com.sg/
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.
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
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 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.
Each of the four unique DiSC styles responds differently when faced with conflict.
The better you know how your employees or coworkers will respond to conflict, the better prepared you will be to resolve it.
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 .
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
Rubric
Oral Presentation - RUBRIC
Aspect
Excellent
(A = 4)
Good
(B = 3)
Satisfactory
(C = 2)
Needs Improvement
(D = 1)
Score
Introduction
(1) Gains the attention of the Audience,
(2) Clearly identifies the topic,
(3) Establishes credibility,
(4) Previews the rest of the speech
Meets any three of the four criteria
Meets any two of the four criteria
Meets only one of the four criteria
Preparation
Completely prepared, has obviously rehearsed the speech.
Prepared, but could use additional rehearsals.
Somewhat prepared, but it seems that the speech was not rehearsed.
Unprepared
Enthusiasm
Facial expression and body language convey strong enthusiasm and interest
Facial expression and body language sometimes convey strong enthusiasm and interest
Facial expression and body language seem contrived
Apparent disinterest in the topic
Eye Contact
Eye contact with audience virtually all the time (except for brief glances at notes)
Eye contact with audience less than 75% of the time
Eye contact with audience less than 50% of the time
Little or no eye contact
Use of Language
Use of language contributes to effectiveness of the speech, and vocalized pauses
(um uh er etc.)
not distracting
Use of language does not have negative impact, and vocalized pauses
(Um uh er etc.)
not distracting
Use of language causes potential confusion, and/or vocalized pauses
(Um uh er etc.)
are distracting
Use of language is inappropriate
Confidence
Speaks neither too quickly nor too slowly
Speaks either slightly too quickly or too slowly
Speaks either too quickly or too slowly
Tempo of speech is inappropriate
Clarity
Speaks clearly and distinctly all the time, no mispronounced words
Speaks clearly and distinctly nearly all the time, no more than one mispronounced word
Speaks clearly and distinctly most of the time, no more than one mispronounced word
Often mumbles or can not be understood, more than one mispronounced word
Topic
Well focused, creative and appropriate
Appropriate and reasonably focused
Topic is appropriate but lacks some focus or strays a bit
Inappropriate topic
Visual Aids
Visual aids well chosen and presented
Minor problems with visual aids
Significant problems with visual aids
No visual aids
Conclusion
(1) Cues the audience that the end of the speech is at hand
(2) Brings closure
(3) Memorable
Cues the audience and brings closure
Brings closure
Does not bring closure; the audience is left hanging
Questions
Able to answer all questions
Able to answer most questions
Able to answer some questions
Unable to answer most questions
Your go-to leadership style:ENERGIZER
You know how to create and articulate a strategic vision. Both amiable and determined, you generate energy and draw on the energy of people around you. As a result, you are good at building enthusiasm and inspiring strong efforts and performance in others. Colleagues are likely to find you cooperative, positive, and team-focused, and your leadership style may help them see the purpose.
What’s My Communication Style: How to Get Along with (Almost) AnyoneHRDQ-U
Effective communication is the very lifeblood of any organization. If communication is not clear and persuasive between managers and employees, and employees and customers, then other vital goals are forever out of reach. Say goodbye to your aspirations for successful leadership, teamwork, customer service, or even the ability to execute a coherent business strategy.
If you want to bring about meaningful improvements in communication skills, the best way to begin is to build a better understanding of personal communication styles and their effects on other people. What’s My Communication Style? is a proven training assessment that identifies an individual’s dominant communication style – Direct, Spirited, Considerate, or Systematic – and the communication behaviors that distinguish it.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name：Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition：12th Global Edition
author：by Hoffer
ISBN：ISBN 10: 0133544613 / ISBN 13: 9780133544619
type：solution manual
format：word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
10. i S
Priorities
D
Results
Challenge
Action
Factsor
People
PacePreferences
Enthusiasm
Action
Collaboration
Support
Collaboration
Stability
Accuracy
Stability
Challenge
Overcoming
obstacles
Objective/Logic
based
Trying new things
More and more
friends
Focuses on positive
feelings
Looks for popularity
Enjoys familiar
groups or individuals
Focuses on
consensus
Empathetic to others
feelings
Notices
inefficiencies and
errors
Concrete info more
than emotion
Accuracy matters
Moves quickly
Achieving results
Expresses opinion
easily
Initiates action
Moves quickly
Variety of thoughts and
actions
High energy and
excitement
Likes being in front
Moves calmly
Ensures all are on-board
Unassuming
Friend on behalf of
others
Moves calmly
Gathers all necessary info
Avoids mistakes
Ensures correct decision
Working individually
Freedom from control
Options to choose
Challenging work
Working in groups
Freedom to work creatively
Flexible deadlines or
reminders
Opportunities to motivate
Small, harmonious teams
Specialized work
Consistent patterns
Opportunities to help
others
Working individually
Clearly defined tasks
Limited risk
Time to process before
moving forward
C
12. i S
Priorities
D
Results
Challenge
Action
Factsor
People
PacePreferences
Enthusiasm
Action
Collaboration
Support
Collaboration
Stability
Accuracy
Stability
Challenge
Overcoming
obstacles
Objective/Logic
based
Trying new things
More and more
friends
Focuses on positive
feelings
Looks for popularity
Enjoys familiar
groups or individuals
Focuses on
consensus
Empathetic to others
feelings
Notices
inefficiencies and
errors
Concrete info more
than emotion
Accuracy matters
Moves quickly
Achieving results
Expresses opinion
easily
Initiates action
Moves quickly
Variety of thoughts and
actions
High energy and
excitement
Likes being in front
Moves calmly
Ensures all are on-board
Unassuming
Friend on behalf of
others
Moves calmly
Gathers all necessary info
Avoids mistakes
Ensures correct decision
Working individually
Freedom from control
Options to choose
Challenging work
Working in groups
Freedom to work creatively
Flexible deadlines or
reminders
Opportunities to motivate
Small, harmonious teams
Specialized work
Consistent patterns
Opportunities to help
others
Working individually
Clearly defined tasks
Limited risk
Time to process before
moving forward
C
16. Homework P3: Self/Team
Worksheet
Start with Self
Identify where you fall on the DiSC model
Think deeply about what you prefer in interactions with others and what
blind spots you may have based on your DiSC Primary Style
Complete for each of your team members/friends/family
members
Identify where each person falls on the DiSC Model
Preferences: Feel free to ask them what they prefer or do your best to put
yourself in their shoes
How Can I Adapt: Stretch yourself to meet them where they are. Adapt for
theirs and the teams benefit
Outcome: Remind yourself what the good will come from you adapting
Use this worksheet to continue asking better questions
17. Primary StyleName Preferences How can I adapt Outcome
My Primary Style My Preferences My Blind Spots
Team Breakdown
Self Analysis
Phil Hassman
phil@carnivalgrp.com
Carnivagrp.com
Name
19. Cody
Primary Style
Space to explain
Reminded of common
goal
Clear expectations from
someone
Slow down
Think about question
before asking
Be as clear as I can
Cody will feel more
supported and comfortable
More fun together!
Cody’s contribution will
show
Name Preferences How can I adapt Outcome
My Primary Style
Authentic interest
Thinking out loud
Moving towards action
especially to maintain
momentum
My Preferences
Excitable
Disorganized
Disregard details
People pleasing
My Blind Spots
Team Breakdown
Self Analysis
Phil Hassman
phil@carnivalgrp.com
Carnivagrp.com
Phil
Name
20. Tips Going Forward
Start with yourself. Start to adapt on your
own and see if that gets what is needed
When explaining DiSC, use personal
stories of success or struggle
Carnival Group can help in many ways.
Reach out anytime!
