This document discusses how to improve team performance through understanding behavioral styles and improving communication. It emphasizes that most business issues are people-related, and that team productivity can be increased by 70% through behavioral discovery. It provides tips for self-awareness, adapting communication styles to different personalities, and building trust within teams. The goal is to align team members' motivations with business goals to improve execution and results.
Ann Rolfe of Mentoring Works shares 5 reasons mentoring relationships fail and 5 secrets of success. Then offers 5 steps to set yourself up for success from the start.
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
More and more of the leading executives are creating high performing cultures with mindfulness. There is a very simple reason for this: in the modern business, EQ is more important than IQ. EQ, or “emotional intelligence,” is highly trainable through a variety of mindfulness and positive psychology techniques.
Join Whil, the leaders in digital mindfulness training, to find out:
What mindfulness training is and how to bring it to your employees
The secrets of the emotional intelligence and leadership training born at Google
How to unleash the leadership potential in your team, including millennials
How mindfulness can help your employees thrive, in the face of of stress and disruption
All attendees will get a free special eBook and a subscription to Whil’s digital training platform, featuring thousands of training programs based in neuroscience, mindfulness and positive psychology.
People, brain and change in the Manifesto for Agile Software DevelopmentIvo Peksens
People and interactions, motivation and reflections are at the heart of the Manifesto for Agile Software Development. I invite you to take a closer look at our and others intrinsic motivation, explore how different ways of interacting with others impact our brain and behavior at work as well as do appreciative inquiry concept based personal retrospection at the end.
Ann Rolfe of Mentoring Works shares 5 reasons mentoring relationships fail and 5 secrets of success. Then offers 5 steps to set yourself up for success from the start.
Developing Emotional Intelligence Skills for High Performance CulturesHuman Capital Media
More and more of the leading executives are creating high performing cultures with mindfulness. There is a very simple reason for this: in the modern business, EQ is more important than IQ. EQ, or “emotional intelligence,” is highly trainable through a variety of mindfulness and positive psychology techniques.
Join Whil, the leaders in digital mindfulness training, to find out:
What mindfulness training is and how to bring it to your employees
The secrets of the emotional intelligence and leadership training born at Google
How to unleash the leadership potential in your team, including millennials
How mindfulness can help your employees thrive, in the face of of stress and disruption
All attendees will get a free special eBook and a subscription to Whil’s digital training platform, featuring thousands of training programs based in neuroscience, mindfulness and positive psychology.
People, brain and change in the Manifesto for Agile Software DevelopmentIvo Peksens
People and interactions, motivation and reflections are at the heart of the Manifesto for Agile Software Development. I invite you to take a closer look at our and others intrinsic motivation, explore how different ways of interacting with others impact our brain and behavior at work as well as do appreciative inquiry concept based personal retrospection at the end.
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
St Jude Catholic Church Allen, Texas lecture -
Websites for Dirk
https://dirkspencer.com - Dirk’s recruiter experience
https://resumepsychology.com – The book preview
https://thecandymakerresume.com – The book preview
https://theoneinterviewquestion.com – The book preview
https://dirksinterviewpsychology.com – The book preview
https://resumekeywordsdecoded.com – The book preview
http://www.slideshare.net/DirkSpencer - Online presentations by Dirk
http://resumekeywordsdecoded.teachable.com - Dirk’s online resume keywords class (free)
The presentation condense the insights from neuroleadership and business psychology into ten principles, that help managers to lead, motivate, direct and organize their staff and co-workers.
Book summary - Perspectives on agility - Hrishikesh KarekarHrishikesh Karekar
Based on insights from years of agile coaching and leading large agile transformations, Perspectives on agility provides a point of view on some of the crucial aspects that leaders, coaches, and agile practitioners need to focus on in their journey for business agility.
I presented these slides at the Social Connections VII conference in Stockholm 13 November 2014, a conference arranged by the IBM Connections User Group, but sponsored by IBM as well as by local and international Partners of IBM.
The topic is about how, during a social intranet adoption project for a client in China, I became painfully aware how my (our?) methods and tools were built on assumptions of a certain corporate culture which was not what I faced at my Chinese client. I had to reconsider the mix and emphasis of tools as well as their design.
This presentation summarizes my lessons learned. I hope they can be of use for you too
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
This presentation was presented at an Education Session at the PACE 2009 Convention by Linnea Blair of Advisors On Target. Information in this presentation was sourced from RAN ONE, Inc. Advisors On Target is a RAN ONE Business Advisor.
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
St Jude Catholic Church Allen, Texas lecture -
Websites for Dirk
https://dirkspencer.com - Dirk’s recruiter experience
https://resumepsychology.com – The book preview
https://thecandymakerresume.com – The book preview
https://theoneinterviewquestion.com – The book preview
https://dirksinterviewpsychology.com – The book preview
https://resumekeywordsdecoded.com – The book preview
http://www.slideshare.net/DirkSpencer - Online presentations by Dirk
http://resumekeywordsdecoded.teachable.com - Dirk’s online resume keywords class (free)
The presentation condense the insights from neuroleadership and business psychology into ten principles, that help managers to lead, motivate, direct and organize their staff and co-workers.
Book summary - Perspectives on agility - Hrishikesh KarekarHrishikesh Karekar
Based on insights from years of agile coaching and leading large agile transformations, Perspectives on agility provides a point of view on some of the crucial aspects that leaders, coaches, and agile practitioners need to focus on in their journey for business agility.
I presented these slides at the Social Connections VII conference in Stockholm 13 November 2014, a conference arranged by the IBM Connections User Group, but sponsored by IBM as well as by local and international Partners of IBM.
The topic is about how, during a social intranet adoption project for a client in China, I became painfully aware how my (our?) methods and tools were built on assumptions of a certain corporate culture which was not what I faced at my Chinese client. I had to reconsider the mix and emphasis of tools as well as their design.
This presentation summarizes my lessons learned. I hope they can be of use for you too
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
Impress Me or You're Dead — 5 Ways Recruiting Is Morphing Into MarketingHuman Capital Media
It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
The top five marketing techniques recruiters must know to find and hire top talent.
How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
This presentation was presented at an Education Session at the PACE 2009 Convention by Linnea Blair of Advisors On Target. Information in this presentation was sourced from RAN ONE, Inc. Advisors On Target is a RAN ONE Business Advisor.
Simple steps how to define competencies you need to support your organization strategies and the simple steps to design and develop performance-based instructions if the solution requires for it.
People development and engagement in SME organizations-Perspective sharing Winning Minds Solutions
Unlike large organizations, small size organization lacks structured process in people development and engagement. One of the pain points for most of the small organization is people management.Recently, presented a outline on people development and engagement process to SME 's CEO in one of the CEO forum. The contents were well received by participants with more queries and interaction.Hope you enjoy the contents and let me know if you have any queries on this outline.
Essential Leadership Skills - Presentation by AJ Yilmaz, Executive Director, American College of Nutrition & CEO, Target Action presented to Tampa/St Petersburg section of ASQ on Feb 9, 2009.
Live Long and Prosper: CEP Leadership Skills Learned from Nerd FictionAndrea Huck-Esposito
Sci-fi and fantasy fiction have always been a way for authors to explore familiar concepts in unfamiliar ways. Join our panel, which includes Joseph Purdy of Solium, John Hammond of Bendystraw and Ben Needham of Mindbody, for a unique look at what our favorite characters can teach us about leadership within the world and practices of equity compensation. Channel your inner Jedi or join the crew of the Starship Enterprise as we navigate our way through Middle Earth and see examples of different leadership styles, results and other considerations for effective leadership as a CEP in today’s business environment.
Are you looking for new ways to increase engagement, boost your performance and your business results? Learn how to use your strengths and how to cross-train to bring out the best in yourself and the teams you work with. This fast paced 30 minute webinar by Bob Wiele highlights the new findings from How to Be Exceptional, Mc Graw Hill 2012, by industry leaders John Zenger, Joseph Folkman, Robert Sherwin and Barbara Steel and others in the high performance field.times.
The 7 Habits of Highly Effective People (summary).pdfBishwajitSingh6
It's a summary of "The 7 Habits of Highly Effective People" a book written by Stephen R. Covey that is very useful for our life improvement if we can practice.
This presentation is the crux of a famous book "Seven Habits of Highly Effective People" by Stephen R. Covey. The presentation was originally created by Paul L Gerhardt of South Seattle Community College.
Managing projects effectively has become essential in every organisation large or small. The uncertainties of the world business economy, rapidly changing technology, and the intensifying focus on sustainability has driven many organisations to develop specific methods for managing projects and to seek highly qualified and competent people to manage those projects. These driving factors require today’s project managers to accept and adapt to change, lead diverse teams, act as ambassadors for their organisations and deal with a multitude of challenging project stakeholders.
It is clear that Project managers are placed in a unique position. They must balance their roles as leader and manager, interface with multiple types of stakeholders, are often the "face" of their organisation to its customers, and must deal with a seemingly unending stream of challenges to be successful. These challenges and the ability to address them require the project manager to maintain awareness of personal brand of and the impact it will have on project assignments, career opportunity, and the willingness of project teams to work for and support the project manager. As the profession of project management evolves and the demand for competent and value driven project managers increases, personal brand and reputation have become major factors in the criteria used to select and assign people to project leadership positions.
Indispensable Factors
The project manager must develop skills and competencies in several areas to be considered for an assign. In addition there are 4 major factors a project manager must address and continue to develop:
Accomplishability: your ability to achieve and deliver valued results.
Value/cost: the value delivered perception relative to the cost.
Supply/Demand: the market dynamics of your position, skills, etc.
Likeability: how others perceive you.
This presentation addresses the importance of the professional project manager in today’s business environment and the need for the project manager to continually enhance existing skills, adapt to a changing environment, and become a “go to” person in the organisation. Emphasis is placed on understanding the business needs of an organisation, clearly and visibly creating value from a client and supplier view point, and continually developing and managing personal brand.
The 10 behaviours of effective employeesRob Lambert
The culture of your organisation or team, is the sum of the behaviours demonstrated. It's group habit - it's what people do every day.
Want to stand out, be effective or change your culture - focus on behaviours.
In this deck I share the 10 behaviours I've seen effective employees, leaders and managers demonstrate.
There's also a free book - cultivatedmanagement.com/ten
Of course, this list is not complete, but it's a great starter.
Tim Wade - 8 Pillars of Profitable ProductivityTim Wade
Extended notes version of the presentation delivered by Tim Wade to over 600 HR professionals at the HR Summit in Singapore on 26 May 2011.
More value and videos at www.timwade.com
Tim Wade, Motivational Speaker Singapore.
Technical skill is important but building great teams requires a lot more than that. This brief breakfast presentation for the Australian Institute of Credit Management shares some of our thoughts and ideas covered in our more extensive workshops
Similar to Team Development - how to get people to do stuff on your project (20)
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.
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/
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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.
"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."
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.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. The
Goals
of
Today
Through
behavioral
discovery
understand,
develop
and
produc6vely
use
the
human
capital
in
your
business
for
transforming
personal
and
business
performance
1. Understand
Behavior,
CommunicaCon
and
Learning
style
is
hard-‐wired
but
can
be
“influenced”
2. Start
with
Self-‐Awareness
and
what
AdaptaCon
you
can
do
to
get
more
results
from
your
teammates
3. Give
you
some
pracCcal
Cps
to
start
you
on
the
journey
of
becoming
a
“Leader”
who
gets
people
to
follow
you
3. Communication Causes Relationship Performance Challenges
Sales
Conversion
?
Client
Engagement
?
Employee
Retention &
Productivity
?
Operational
Execution
?
Business
Performance
87% of
measurable
business
issues are
people related
Source: Harvard 2002
4. What
is
Business
Performance?
The
Defini:on
of
Business
Performance
AcCng
with
high
levels
of
confidence
and
efficiency
to
achieve
improved
business
results
through
understanding
the
personal
life,
career
and
business
moCvaCons
of
each
team
member
and
aligning
them
to
the
team
and
clients
for
execuCon
of
the
business
plan.
5. Challenges
Team
Performance
1. Understanding
why
different
team
members
naturally
do
things
differently.
2. Hiring
the
right
talent
to
perform
in
the
team.
3. Managing
team
members
uniquely
and
aligning
them
to
a
common
goal.
4. IdenCfying
and
unlocking
the
blockages
to
efficient
execuCon.
5. Building
open
communicaCon
within
the
team
and
allowing
creaCve
conflict.
6. Building
higher
levels
of
team
engagement
leading
to
longer
retenCon.
7. Matching
team
and
customers
for
improved
service
and
retenCon.
5
6. Closing
the
Behavior
Performance
Gap
for
Teams
6
*2009
Gallup
Research
+70%
Team
Produc:vity
Gains*
Team
Growth
Drivers:
OperaConal
Competence
Team
Results
Team
Leadership
Team
CommunicaCon
Customer
Engagement
Supplier
Engagement
Team
Sustainability
Drivers:
Team
Trust
Team
Values
9. “This
camel
never
sees
its
own
humps,
but
its
neighbor’s
hump
is
ever
before
its
eyes.”
-‐An
Arabian
proverb
Self-‐Awareness
You
can’t
“control”
others;
You
CAN
control
yourself
10. Performance
Balance
What
is
Your
Leadership
Performance
Balance?
Leadership
Performance
Results
RelaConships
Business
DNA
Natural
Behavior
Discovery
10
11. DNA
Behavioral
Style
What
Is
Your
DNA
Behavioral
Style
?
11
• Every
person
inherently
has
a
unique
DNA
Behavior
code
represen:ng
their
natural
behavioral
style.
A
person’s
natural
behavioral
style
is
shaped
into
their
overall
personality
by
their
personal
environment
(history,
experiences),
values
and
educa:on.
• This
will
impact
every
business,
career,
financial
and
life
decision
that
the
person
makes.
12. Amygdala: ‘fight or
flight’ & emotional
center of the brain
Triggered by
perceptions of
“threats”
How the Brain Reacts to Communication
15. InsCncCve
Normal
“Go
To”
Learned/
Modified
Behavior
Learned/
Modified
Behavior
Personal
Performance
PotenCal
Personal
Performance
Impediments
Natural
DNA
Behavior
–
Unique
Natural
Talents
Confidence
Low
Self
Belief
Skills
Knowledge
Experiences
Environments
Behavioral
Centered
Approach
To
Performance
Skills
Knowledge
Experiences
Environments
Tradi:onal
Tool
Star:ng
Point
Our
Unique
Star:ng
Point
15
16. Building Sound Relationships
To build a sound relationship you need to:
1. Follow the Platinum Rule of
Relationships: Know how to adapt your
communication to be on the other
person’s terms. Empathetically
demonstrate your understanding of
them when communicating.
2. Be aware of how your strengths and
struggles can impact the other person
and be prepared to adapt your style.
3. Transparency builds trust. Be able to
openly share of yourself to build trust:
“knowing me-knowing you”. Openly
admit your strengths and struggles.
18. Rela:onship
Orientated
Results
Orientated
Fast
Paced
Moves
Carefully
Goal
Sebng
Lifestyle
Stability
Informa:on
Summary
of
Natural
DNA
Behavior
10
Unique
Styles
18
19. • Strengths
-‐
Behaviors
that
come
naturally
and
which
should
be
used.
Note:
Strengths
over
used
can
become
a
struggle.
• Struggles
–
Behaviors
that
can
be
managed
with
greater
awareness
of
your
natural
behaviors.
Struggles
not
managed
can
become
a
weakness.
• Mid-‐Range
Scores
-‐
Tend
to
be
more
flexible
in
these
factors.
Easier
to
move
lem
or
right.
Behavioral
Awareness
Strengths,
Struggles
and
Mid-‐Range
ObjecCve
behavioral
awareness
is
a
criCcal
starCng
point
to
your
workplace
performance
transformaCon.
Playing
to
your
strengths
consistently
will
maximize
your
potenCal.
Although,
strengths
over-‐played
can
become
blind-‐spots.
19
20. Summary
4
Different
CommunicaCon
Styles
Communica:on
Keys
for
Behaviorally
Smart
Conversa:ons
CommunicaCon
Style
Strengths
Struggles
What
They
Want
Goal-‐Sebng
(Allow
Them
to
Discuss
It)
Speaks
Directly
and
Candidly
Could
Be
Too
Forceful,
Abrupt,
InterrupCng
Provide
OpCons,
Get
to
Borom
Line,
Present
OpportuniCes
Lifestyle
(Allow
Them
to
See
It)
Open
and
Engaging
May
Be
Too
Transparent
and
Uninhibited
Openly
Express
Views,
Verbalize
Provide
Broad
Facts
Stability
(Allow
Them
to
Feel
It)
Shows
Empathy
and
Warmth
May
Compromise
Too
Much
and
Be
Too
DiplomaCc
Keep
it
Relaxed,
Speak
Somly,
Share
Your
Feelings
Informa:on
(Allow
Them
to
Read
It)
Provides
Specifics
and
Details
May
Be
Too
Serious,
Modest,
Not
InteracCve
Provide
Facts,
Provide
Specifics,
Demonstrate
Transparency
20
21. Communication Struggles of 4 Primary Styles
Goal-Setting Lifestyle
Information Stability
Communication Struggles:
Could be too forceful, abrupt
and interrupting
Learn when to soften up
What will you do to
draw people out in a
more friendly way?
Fast Paced
Moves Carefully
Communication Struggles:
May be too transparent and
uninhibited
Learn to allow others to talk
Who could you involve
more in conversations?
Communication Struggles:
May compromise too much
and be too diplomatic
Learn to speak up more
How can you get to the
bottom line more
quickly in discussions?
Communication Struggles:
May be too serious, modest,
and not interactive enough
Learn when to be more
flexible
What will you do to
show more enthusiasm
in discussions ?
ResultsOrientated
Relationship
Orientated
22. Communication Keys and Learning Styles
Goal-Setting Lifestyle
Information Stability
Present them options,
opportunities, get to bottom line
Learns by discussion
Allow them to discuss it
Provide Quick Fixes
Provide Procedures
Openly express your views,
verbalize, provide broad facts
Intuitive learner
Allow them to see it
Keep it relaxed, soft, feelings
based
Sensory learner
Allow them to feel it
Provide them facts, details,
transparency
Learns if tangible
Allow them to read it
LeftBrain
Orientated
RightBrain
Orientated
23. Acceptance,
Unity
and
Diversity
Different
• Talents
• MoCvaCons
• Ideas/Interests
• Needs
• Styles
Same
• Mission
• Commitment
• Corporate
Values
• Opportunity/Loyalty
• Policies/Discipline
Necessary
Ingredients
of
a
Healthy
Team
24. First Break All the Rules
Build Up Your Teammates - Key Points:
1. Capitalize on differences (diversity) to build
strong teams
2. By nature, differences divide
3. We need each other:
• Shared/complementary talents
• Teams need trust
• Trust leads to unity
1. Understand self
2. Understand others, and
⃰ Accept
⃰ Respect & Appreciate
⃰ Align
⃰ Trust
3. Seek to Meet Their Communication Style
Bottom line = Teamwork
Great managers would offer this advice:
Focus on each person’s strengths and manage around his weaknesses…
Help each person become more of who he already is. This radical insight is
fueled by one simple insight: Each person is different.
What the world’s greatest managers do differently.
By Marcus Buckingham and Curt Coffman, 1999 by Simon & Schuster
25. For
more
informaCon
about
Business
DNA:
Contact:
DNA
Behavior
InternaConal
5901-‐A
Peachtree
Dunwoody
Rd
Suite
375
Atlanta,
GA
30328
(866)
791-‐8992
leon.morales@dnabehavior.com
www.businessdna.com
Contact
Us
25