Coaching » DiSC Profiles

Leadership development and DiSC Work of Leaders profile

A new DiSC profile is now available for leadership development and leadership coaching: Everything DiSC Work of Leaders. Instead of looking at the one-to-one relationships of management (as Everything DiSC Management does), it approaches leadership as a one-to-many relationship. It focuses on understanding how a leader’s tendencies influence their effectiveness in specific leadership situations.

This tool is relevant for leaders at all levels, and staff you want to move into leadership positions. It’s a great tool for succession planning if you have your current leader(s) and targeted leader(s) both take the assessment. You’ll be able to anticipate a few future challenges that are based solely on styles of leadership.

Anyone taking the assessment will get a report of where they fall on the DiSC Leadership Map, which is similar to the more familiar circular model of Everything DiSC. For example, someone with the primary style of D and the secondary i style, will see that their priorities are Pioneering, Commanding, and Energizing. This person will get a few pages reporting on their DiSC style with a strong focus on leadership.

In addition to this typically DiSC report, the respondent will also get several pages devoted to context-specific situations and behaviors. Work of Leaders provides a simple, three-step process to help respondents reflect on how they approach the most fundamental work of leaders: creating a vision, building alignment around that vision, and championing execution of the vision.

The remaining pages of the 23-page report focus on the respondents’ specific leadership strengths and how to build on them, and on their leadership challenges and tips for improvement.

This program is based on a four-year development effort that began by analyzing and distilling the work of leadership researchers from the last three decades. With the help of 300 subject matter experts from more than 150 organizations, a specific set of leadership best practices were identified.

We’d love to hear from people using this powerful new assessment.

NEW Everthing DiSC Supplement for Facilitators and Coaches

NEW SUPPLEMENT

If you have ever struggled with coaching a person through an Everything DiSC Profile, there is a new tool to help you! The Everything DiSC Supplement for Facilitators is a one-page report that provides you with more detailed data about a respondent’s DiSC style and dot placement. It provides scores for all eight DiSC scales: D, Di/iD, i, iS/Si, S, SC/CS, C and CD/DC, giving you more information to help your participant understand their style. It also provides the questionnaire items they rated highly that aren’t typical for someone with their style. This should help undercover the nuances of their style.

This report doesn’t have to be used with all of your participants. Most likely, you will use it with people whose dots are closer to the center of the circle. It may also be useful if someone has taken DiSC Classic in the past and was an Appraiser pattern. This will explain why now they only show in the “i” quadrant. It’s not intended to be used for all of your participants as the beauty of DiSC is its simplicity.

AVAILABLE NOW

Everything DiSC Work of Leaders, Sales, Management, and Workplace Profiles now come with the option to print an Everything DISC Supplement for Facilitators for FREE! If you wish to print the report for an Everything DiSC family assessment that is already complete, log into your EPIC Account, go to Manage Reports > View/Print/Email Completed reports.

6 reminders for coaches

It seems like workers everywhere are worried about their future, being asked to do more with less, and generally stressed out. How can HR and managers respond? How should you coach the staff or clients you still have?

6 reminders for coaches

Tell the truth and share whatever you can.
Treat worry with honesty and transparency. Employees want the business or organization to succeed. Show your respect for them by being honest. If you don’t have an answer about the future, promise to reply by a certain date. Reply even if you still don’t have any concrete answers. Provide industry or local economic information to help provide a larger context for your discussions.
Acknowledge concerns and insecurity.
Address rumors directly. Give your employees a little time to express their specific worries. Address the worries you can.
Coach with a focus on the future.
There will be a future, even if the employee’s future won’t be with your organization. Learning new skills, building upon strengths, setting goals, and learning optimism will always be important and increase one’s confidence.
Identify what is positive now.
Even if you’re coaching someone needing to improve his or her performance, focus on a positive future, even while presenting a challenge. Helping your employees or clients identify what is under their control moves them to a more positive space. Even though things might be stressful right now, stress can be lowered thought exercise of meditation or efforts in anyone’s control.
Teach them how to work with less.
Offer time management, delegation, creative thinking, organization navigation classes or support. Help identify low priority work that can be delayed or eliminated.
Revisit the initial goals of your coaching relationship.
Coaching isn’t showing someone the ropes. It’s a relationship based upon a purpose and structure. It’s a commitment. You’re working on real issues and towards a goal. Remind your employees or clients of their goals. Review how well they are doing. Consider coaches in sports and find a way to measure success you can both agree upon.

What if you’re coaching someone you suspect won’t be around in six months either because of a decision made by the employer or the employee? Investment in a person is never a waste. Employees leave and sometimes they return. Or they refer a great new hire. Or you’ll need a reference.

What have you learned while coaching during a down economy?