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Intesi! Resources Achieves Highest Sales Honor

February 28, 2012 - Phoenix, AZ– Local Phoenix business Intesi! Resources has been honored as an Inscape Publishing Diamond Award Winner, Inscape’s highest award level. In 2011, less than 1% of Inscape Distributors earned the honor of Diamond Award.

Intesi! Resources brings insight and practical tools to help individuals be more effective in the workplace. To be successful in workplace relationships, people need to have a memorable framework to understand themselves and others,” says Jeffrey Sugerman president and CEO of Inscape Publishing.

Intesi! Resources’ work is helping people learn to be better leaders, managers, and individual contributors,” Sugerman says. “Organizations are becoming stronger and more efficient as a result. We are proud to have Intesi! Resources as a partner.”

About Intesi! Resources

Intesi! Resources excels in helping you develop your Human Capital with the critical competencies individuals and companies need to prevail in our ever changing global business environment using the DiSC Profile and our other diverse training tools. Human Capital is defined as “The set of skills which an employee acquires on the job, through training and experience, and which increase that employee’s value in the marketplace.” Skills like: Collaboration, Integration and Innovation are absolutely key to competing successfully in today’s world. These skills can never be outsourced, replaced, or made obsolete.  Think of Intesi! Resources as your In-Sourcing Partner helping you develop these critical interpersonal business skills and making them an integral part of your business and personal processes. Intesi! Resources can help any individual or business integrate the DiSC Personality Test into their individual needs. Change begins with insight, takes shape through action, and is fueled by ongoing success. Intesi! Resources has the expertise and focused products to help you create those insights, actions and ongoing successes.

In addition, Debbie Giles, co-owner and co-founder of Intesi! Resources was among the first independent consultant to earn the prestigious Certified DiSC® Trainer designation from Inscape Publishing. Debbie achieved Certified DiSC Trainer status almost 5 years ago by completing extensive coursework on the DiSC behavioral model, applying her knowledge in the market, and successfully completing a rigorous one-on-one practical examination. The Certified DiSC® Trainer designation has been achieved by less that 10% of the nearly 1,800 independent distributors worldwide.

About Inscape Publishing

Inscape Publishing, Inc. is a leading developer of DiSC^®-based corporate training and assessment solutions. Inscape recently launched Everything DiSC^®, its third-generation applications that combine online assessment, classroom facilitation, and post-training follow-up reports to create powerful, personalized workplace development experiences. With a global network of nearly 1,800 independent distributors. Inscape’s solution-focused products are used in thousands of organizations, including major government agencies and Fortune 500 companies. Every year, more than a million people worldwide participate in programs that use an Inscape assessment. Inscape products have been translated into 30 different languages and are used in 70 countries.

For more information about DiSC solutions visit the Intesi! Resources website at: www.IntesiResources.com.

Contact Information:

Debbie Giles
Intesi! Resources

14230 N. 20^th Way, Phoenix, AZ 85022

Office: (602) 482-6422

Toll Free: 1-866-3INTESI (1-866-346-8374)

Info@IntesiResources.com

First: Some Words Of Wisdom From A Corporate Warrior

I can hear some of you now, words of wisdom for someone I don’t even know; but please bear with me for a moment.  The one thing I ask of you is to not succumb to the temptation to pad your resume so you can save time and take the first offer that comes and get off the rolls of the unemployed.  I know, I know it’s tempting…I’ve been there.  But take this for what it’s worth…the only thing worse than being unemployed is working day in day out at a job that makes you miserable.  It will be the hardest money you will ever earn and rarely leads to career success.  Stay with me here I’m trying to help you be both successful and happy.

Develop That “Killer” Resume and Get More Interviews and Prepare for Them More Effectively!

I will not be able to give you a complete guide to writing that “standout” resume because entire books are written with just that goal in mind.  But I can give you one or two golden nuggets that will likely not be found elsewhere.  For one great guide on resume writing visit: www.money-zine.com/Category/Resume-Writing/.

It is vitally important to develop your resume so it stands out from the “big stack” of similarly qualified resumes.  Not only does it make you stand out, it also helps a recruiter understand how you will fit into a team, and naturally begin to come up with questions they want to ask you.  This is exactly what you want!  A recruiter with questions and curiosity – they schedule interviews!  This is an easy statement to make about developing that “killer resume” but it is much harder to accomplish.  Again stay with me and I’ll explain!

The Stress of Looking For A Job

I really understand the stress and strain of trying to find a job.  In my career I have been out of work for more than a year.  It is especially stressful and frustrating in this economy.  But let’s face facts, unless you have a resume that stands out from the massive piles of resumes recruiters get each day your chances of getting an interview, much less offers, diminish greatly.  So “Job #1″ create that resume that catches the eye and delivers information that is unique and increases your odds of getting that all important interview.

Rules To Follow When Creating Your Resume

Follow the great words of Shakespeare, “To thine own self be true.”  Never paint a picture of yourself that is untrue or cannot be substantiated.  You don’t want to accept a job based on “false claims” or a position you are unprepared for or you will not be happy in.  I know it is tempting to fudge your resume or stretch the truth about yourself in order to get back into a job.  But look at it this way, you will have taken yourself off the market based on false information and that next opportunity will pass you by, not to mention the risk of ruining your reputation.  It is one thing to falsify your experience it is another to misrepresent who you truly are as a person.

So Exactly Who Are You?

Good question, huh?  This is by far the most difficult information to characterize and put on paper.  Consider these questions that potential employers are seeking answers to and will undoubtedly be raised in an interview:

• What are your strengths?
• What are your weaknesses?
• What motivates you?
• What demotivates you?
• How do you develop and maintain relationships?
• What are your life and work priorities?
• What are your work habits?
• How do you overcome challenges and prioritize work?

If you are not self-aware these questions can be almost impossible to understand, quantify and answer about yourself.  What makes having answers for these questions even more important is that recruiters and potential employers are paying more attention to the intangible “soft skills” exhibited by prospective candidates above and beyond education, experience, etc.  Most companies will perform a “behavioral” portion to your interview in addition to a skill-based one.  They’re likely to ask tough questions about you to see how well you know yourself – questions you might not have thought much about.  That is because it is just the information that will tell them if you will fit into their “corporate culture” and if you will be an effective and successful team player.

So How Do You Discover These Qualities and Tendencies About Yourself?

One way to find out more about you is to complete a DiSC Personality Test.  It will help you understand yourself and how your behavior affects others making your resume more effective!  It was developed by leading psychologists, has been used by more than 44 million people, and is used by more than 70% of Fortune 500 companies to develop solid, effective teams.  It will provide you with valuable information about you.

So How Do I Add Value To My Resume?

With more applicants than there are jobs, employers can be very picky.  When you apply for a job, your resume is likely to be one of hundreds the employer has received – all with similar intellectual and experiential qualifications.  A properly developed resume makes it stand out from the crowd, and highlights your unique behavioral style.  Employers are concerned with your skillset and experience.  They’re also just as concerned with how well you’ll fit into their company culture and the team you would be working with.  Because you’ll be more self-aware, you’ll more easily develop a unique resume and ace the behavioral portion of your interviews.  You’ll know how to maximize on your strengths and minimize your weaknesses as part of your resume.  By adding the information you get from the DiSC Profile to your resume you will stand out from the crowd.

The All Important Interview

After all the work of discovering who you are, developing that “killer” resume, and sending it everywhere you can think of you get a hit and you are offered an interview.  I know, you get a knot in your stomach just thinking about it.  So there you are sitting in the room and the easy part of the interview is happening, the “tell me a little about yourself” portion.  I know some of you are saying “that’s the easy part” but consider the dreaded question…”what are your weaknesses?”  Now comes the time when your mouth goes dry, your armpits get sweaty, and your stomach lurches.  Take heart, if you followed my recommendation about using a DiSC Profile to become self-aware the entire interview will be a breeze.  Because you have answers, in affirmative language, for any behavioral question you might get asked.  You are prepared.  Refer to that data and you should be fine.

You will be able to answer those tough questions with ease.  You may even find that your behavioral interviews are much shorter because the hiring manager already has had his behavioral questions answered by your resume and interview.  Companies hire not just for talent but for cultural fit – they want both head and heart!  So answer from your heart and you will be fine.

So What’s Next?

Thoroughly research the best ways to develop a resume from many sources.  But in the end add behavioral information employers are seeking and get the right “fit” for both your experience and “who you are” to maximize your success and happiness.

What Makes Them Vital To Human Resources and Managers?

The DiSC Profile remains a very valuable tool when developing training and development programs for newly hired personnel. By using these assessments prior to hiring candidates, organizations are ahead of their competition in understanding how candidates might fit into their culture and how they can cultivate them in the post-hire process of training and development.

While it seems impractical to believe that every person you hire will possess every skill necessary to be successful in their prospective position, you can plan to help these people learn and utilize new skills to help them grow in the future and succeed.

How Can They Affect The Post Candidate Selection Process?

These assessments will assist human resources and managers to develop a customized and focused curriculum of post-hire training for the new employees. By discovering their unique personalities and behavioral styles during the pre-hire process, human resources and senior management can gain a clear understanding of each person’s potential strengths and weaknesses in regard to the business culture and the position for which they are being considered. By analyzing and understanding the results of these assessments, human resources and senior managers, can more easily understand how they can organize and develop more effective groups and teams. When these assessment results are used to evaluate and understand each person’s individual personality and behavioral styles you gain an organizational advantage and your entire business benefits. These assessment results can also assist human resources and senior managers to develop a smooth and carefully thought out approach how to assimilate new hires in their organization.

The Reason Why Effective Training Is Critical?

The development of strong, cohesive teams is critical to organizational success and training is key to that achievement. If human resources and senior management can develop new employees while proactively addressing areas of development they can save significant time and effort because these new hires will get training specifically tailored to their individual needs. One of the most strategic benefits management realizes is the leverage provided by these assessment results when developing specific training programs that are based on the specific needs of those new employees.

What Occurs Following The Initial New Hire Training?

After the initial new employee training has been completed senior management can monitor their progress and make adjustments in the areas that need improvement. They also need to make sure that consistent and continuous improvement is made to secure overall success. It is important that human resources invest time, energy, and most of all money so as not to constrain productivity.

The Way They Impact Other Areas Of Employee Development

These assessments provide both a powerful learning and a vital gateway for human resources and senior management to understand the behavioral styles of all their employees. In the end, understanding behavior will lead to better overall communication. These reports will help individuals to adapt their natural styles so they can more successfully interact with others because behaviors are not easily changed without the right guidance. These reports can be used in a multitude of areas including discovering and valuing others strengths, and helping them find and develop their own strengths. Furthermore, by helping employees develop their strengths and limit their weaknesses, senior managers can help to limit unproductive internal communication and simultaneously reduce conflict.

Finally, using the DiSC Profile in an organization’s workplace will improve the overall productivity levels in all areas of the environment. If human resources and senior management will focus their time and efforts in continuously improving the training and development of all employees, that organization will achieve more success, reduce turnover, and boost overall team satisfaction.

Every company and organization maintains varying opinions and concepts concerning the methods and desired goals pertaining to the creation of organizational teamwork.  If managers and leaders within your organization can get access to effective tools, like The DiSC Profile, their probability of success increases substantially.

Several Unique Suggestions To Cultivate Teamwork

At this point, I’m certain most of you will be wanting to know exactly how you accomplish this seemingly monumental undertaking.  Probably the most daunting problem you must deal with is how to comprehend and contend with all of the individual personalities, behavioral tendencies, along with the egos associated with them.  The introduction of a DiSC Profile into any team building program will offer team managers personalized information on each team member.  By analyzing everyone’s DiSC Profile the manager will quickly realize what motivates, demotivates, what they tend to avoid, how they react to stress, their natural behavioral tendencies, and much more.  This is exceptionally beneficial information for the manager given that they might also discover their particular group culture and exactly how they function as a team by grouping the individual DiSC Profiles into a Group DiSC Report.

Whenever addressing team discord that develops it is imperative to identify individuals with strong personalities and viewpoints that compete for dominance within each and every team and discover how to effectively interact with these individuals.  Competition and discord within almost all teams might also adversely impact individuals as they make an attempt to impose their particular personal agendas on the team.   Considering that we have now identified and reviewed the obstacles to creating teamwork we should discuss what we are able to do to influence effective teamwork within an organizational work environment.

Creating Effective Team Performance In Every Organization

The very last thing a company needs and desires is individuals that will not gel with others as a cohesive unit. All organizations ultimately make an attempt to retain the services of individuals that will effectively perform the duties that are required of their position or role as well as contribute to the corporate mission. Unfortunately at times those individuals fail to perform their vital responsibilities and the team suffers in addition to every single member of the team.

Teamwork is very important because within organizations, all departments and divisions are interrelated and a smooth coordination between every aspect of an organization is critical to its success.  Promoting teamwork is an important responsibility of all levels of management and leadership because doing so will help strengthen total workplace productivity and efficiency.  It’s not easy to cultivate cohesive teams because the needs and wants of individuals within those teams are often in conflict with one another.  However, if a concentrated attempt is undertaken to bring those competing forces together and understood it can easily transpire.

Just What Impacts Individual Performance?

It cannot be overemphasized for leaders and managers to clearly define and communicate the organizational goals and objectives that need to be attained and the factor that individual performance represents.  The contribution of each and every team member in setting goals and their accountabilities in achieving the defined goals can certainly motivate all of them.  Deliver the maximum amount of information, project goals, along with the resulting deadlines that you can to each and every individual while including all of them in that course of action.  Finally, it cannot be over emphasized, that leaders and managers should make it crystal clear that each and every member of the team is accountable to play an important part in the successful outcome.  These uncomplicated factors will inspire all to be vigilant in delivering their steady best efforts for the team to be ultimately successful.

The Role Of Leadership

Without effective, conscientious, diligent leadership you will risk having individuals lose focus, go off in different directions, thus leading to the team coming apart.  Uncover those individual team members with leadership characteristics and delegate them with responsibilities as team managers to observe as well as motivate their team mates.  Select these individuals very carefully and only pick those who will lead by example and be viewed by the others as role models to be emulated by their fellow team mates.  Designating a leader that will inherently lead others to accomplish a common goal will be a fundamental component of achieving a high functioning team.

Clear Goals Create Clear Communication

There is absolutely no place for doubt and uncertainty within your team because it is vitally important that each and every team member clearly understands their own individual roles within your team and how they each can achieve success.  As the leader you must plan and execute individual meetings to evaluate their particular progress toward achieving their goals and correct them if they stray from that goal.  Encourage them to prioritize their work activities.  Frequently communicate to each and every individual how achieving their individual goals will affect their fellow team mates and their job evaluation.  Check to ensure that doubts are not developing and they do not feel that there are any barriers developing to hinder their success.  Communication breakdowns are one of the key factors that will lead to team ineffectiveness developing.  Ensure that each team member has a clear understanding of the organization’s mission and vision and the part they individually play in achieving those stated goals.  Have an open door policy so each individual feels comfortable giving feedback when they experience challenges.  Finally, rinse and repeat, to keep everyone on track.

Some Activities To Help The Teambuilding Effort

Keep it informal, fun, and engaging in order to create an accommodating environment of camaraderie among all the team members.  The mere fact of the group discussing the results of their individual DiSC Profile will promote understanding, deliver insights, and lead to that effective teamwork that you are seeking.  Develop and deploy activities and games that promote interaction and sharing that is quite different from their particular normal workplace.  These types of things help promote communication, understanding, and appreciation toward all the team members.  Furthermore, taking some time away from the workplace environment for casual activities like barbecues, lunches, etc. will also promote your team building process mainly because it gives all individuals the opportunity to interact with each other in a very different light and form those important personal bonds required for strong cohesive teams.

One closing thought; don’t forget to develop attractive recognition and rewards programs so everyone has an opportunity to feel appreciated for what they do.  The DiSC Profile can also help with this because it will give you clues as to how individuals like to be recognized.  This will likely go a long way to creating an environment of belonging and a sense of acknowledgment for everyone’s efforts.  The effect of those small things goes a long way to motivate the whole team and create a unified feeling of success.

Much Teambuilding Success!

The Procedure Corporations Currently Utilize Is Defective

American businesses determine 80% of their total hiring and recruiting decisions around the “intellectual” element of the individual, in other words their resume, abilities, education, as well as their working experience.  The resulting outcome of these practices is an 85% turnover rate as a result of Behavior or Style incompatibility – the individual could get the job done, however for several reasons, it wasn’t getting accomplished.  Everyone knows employee turnover costs every company big bucks.

This substandard approach brings about very poor employee retention, insufficient overall performance as a result of inadequate job match, as well as very high turnover expenses and makes clear the reason why US companies average percentage of successful hiring is lower than 50%. The men and women supervising these recruiting/interviewing/hiring/promotion operations, without having “tools” to help, tend to be making very subjective judgments hoping that the “intellectual element” of the person will furnish adequate information to guarantee a high quality job match.  The DiSC Profile is an excellent “hiring tool.”

The individuals that would be happy to join your company and make a contribution are sadly not on the market.  They are not looking for a new job like the one they have they are looking to move up their career path. In the old days you could place a “help wanted” ad, but those days are gone forever.  You can’t expect to attract highly qualified individuals you seek by only publishing a small ad in the newspapers.  So this requires a new strategy on your part to change your current “business as usual” approach to recruiting and hiring.  You need to show your potential candidates that your organization does things differently and that you are interested in who they are and how they will successfully fit in your organization.  That is where a DiSC Personality Test comes in as a distinguishing factor.

Highly qualified individuals are out there its just tougher to find the right ones today for your specific need.  To accomplish this more companies are contracting professional recruiting agencies.  Those recruiting firms that use DiSC Profiles are distinguishing themselves with their clients. Executive recruiting firms are increasingly reporting that companies are striving to develop efficiencies and better processes with an eye to bring the services they offer as an internal function to their company.  When you contract with these external experts; companies are reporting that their hiring process is faster and streamlined and they are able to interview a wider variety of highly qualified individuals for each open job.  Especially those recruiting firm that use the behavioral profiles as part of their services.

In addition, when you hire professional recruiting firms they are able to give their full attention to what you need to accomplish.  In today’s economy there are not a lot of jobs available so hiring has slowed.  In the event the economy accelerates, hiring activities will increase and professional recruiting firms that have streamlined and innovated their processes could help those hiring companies find the right candidates for the right job quickly.

Hiring The Right Person For The Right Job

DiSC assessments, any time they are implemented appropriately, will certainly supply much more objective information and facts and the potential capability to enhance and improve the results of the recruiting and hiring system.  Absolutely no approach is “fool-proof” however it is usually better to make judgements based on much more data and understanding rather than less data and “gut instinct.”

They also enhance and improve the effectiveness of the recruiting, interviewing, hiring, and promotion processes.  They help ascertain how participants compare to what you have determined best fits the job or role you have specified.

Good Luck in your hiring and recruiting activities!

What Is An EPIC Account
An EPIC Account is an online, password protected, platform that provides a simple way to deliver DiSC Profiles and other assessments via the internet.  From added features to an enhanced personalized narrative style, EPIC-based DiSC Profiles offer advantages even our paper instruments can’t match — this is what we call the “EPIC Edge.”

One of the most exciting things offered by Intesi! in recent years is not a product, but a product platform. 
EPIC (Electronic Profile Information Center) provides a simple way to deliver a DiSC Profile via the internet, using email.

Watch the: EPIC Account Video for additional information.

For EPIC Account Pricing see: EPIC Account Starter Options.

Gain Administrative Control

• Deliver reports where and when you want
• Manage just-in-time inventory
• Address the needs of multi-location businesses
• Run reports on customer purchases and response information
• Provide larger clients with sub-accounts, giving them administrative control

Power Your Brand

• Feature your logo and contact information on-screen and in print
• Associate your brand with high-tech delivery
• Cross-sell other profiles available on EPIC

Improve Your Bottom Line

• Build ongoing relationships with large customers
• Regenerate reports as team members change
• Up sell your clients to higher margin products
• Reduce costs by eliminating shipping and handling charges

Increased Productivity

• Improved accuracy and ease of scoring
• Added training time
• Supports blended learning initiatives

Enhanced Report Options

• Get unique reports and features not available in paper profiles
• Build group reports from stored data
• Easily regenerate group reports as staff changes

EPIC Account Availability

• Administrative control in your clients’ hands
• Online help available 24 hours a day, seven days a week

Research was conducted to determine what relationships, if any, existed between the ten work expectations that impact today’s employment relationships—structure, diversity, recognition, autonomy, environment, expression, teamwork, stability, balance, career growth—and the four DiSC Dimensions of The DiSC Classic Profile—Dominance, Influence, Steadiness, and Conscientiousness.

Respondents to the Work Expectations Profile with high Dominance “D” or Influence “i” have high expectations in the following areas:

• Career Growth because of their desire to control or influence their environment.

• Expression and Autonomy because they perceive themselves as more powerful than their environment, therefore they prefer an environment that allows them to be themselves and want to make their own decisions.

High “D” respondents also have high Diversity and Recognition expectations.  High “D” respondents want to be in charge of their situation and may seek recognition from colleagues as an affirmation of their power.  Additionally, the correlation between diversity expectations and High “D” respondents may be explained by the fact that people with high diversity expectations realize that different views can lead to conflict, and they are eager to face challenges and overcome obstacles.  Handling multiple perspectives from diverse sources may offer High “D” respondents new opportunities for challenges.

High “i” respondents have high Diversity expectations.  They see their environment as favorable and tend to expect and enjoy interactions with different types of people.

Respondents with high Steadiness “S” and Conscientiousness “C” consider themselves less powerful than their environment and prefer to work within existing systems.  Additionally, these respondents dislike change due to their lack of control over their environment.  Respondents with High “S” and “C” tendencies have high Structure and Stability expectations.

High “S” respondents tend to see their environment as favorable and also expect their personal time to be valued by the organization.  They have high Environment and Balance expectations.

Finally, because respondents with both High ”i” and “S” tend to focus on their interactions with others, they have high Teamwork Expectations.

“C” CONSCIENTIOUSNESS DiSC Profile STYLE

The “Conscientiousness,” or “C” DiSC Profile Style individual, is quality-focused, slow-paced, methodical, and task-oriented.  They focus on the details and are primarily concerned about doing things the “right” or “correct way” every time.  These individuals are overly analytical and frequently set much higher standards for themselves than others and are detail oriented to a fault.

You can recognize them as being very reserved and more indirect than other styles.  These people present a formal front, with a closed posture and “can’t read” facial expressions.   They don’t like to express their feelings readily.

Selling to the “C” Style:

When selling to the “C” style, make sure you have your facts straight.  You’ll need to answer analytical questions, showing references where possible.  These individuals don’t need you to socialize with them – they really don’t want you to.  These people want you to provide detailed information in order to make a correct buying decision.  Then they will thoroughly assess your information before coming to a conclusion.  Be slow-paced and formal in your approach with them – don’t become overly enthusiastic or animated.  Focus instead on facts, logic, and detailed analysis.

Do’s & Don’ts

Most salespeople tend to sell to others the way they would like someone to sell to them.  That’s not going to work!   In sales it’s important to remember this rule:  “Do unto others as they would have you do unto them.”

Do

• Focus on “why”
• Use a logical approach
• Answer questions accurately
• Provide evidence of quality

Don’t

• Be overly enthusiastic or social
• Be unprepared or lack product knowledge
• Appear disorganized
• Rush decision-making

For help in understanding your sales style and to improve your selling See: Everything DiSC Sales Profile.

“S” STEADINESS DiSC Profile STYLE

The “Steadiness,” or “S” DiSC Profile Style individuals, is also people-oriented – but at a much slower pace than the “i” style.  The “S” person doesn’t like to be forced into making changes or quick decisions.  They’re patient, loyal, and calm, making them excellent listeners and “peacekeepers” when conflict breaks out.  Their focus is on being overly cooperative with people.

You can identify these individuals by their reserved, indirect, but people-oriented approach to others.  Their speech may appear softer, with an open posture.  They will have relaxed, warm facial expressions and prefer a casual approach.

Selling to the “S” Style:

When selling to the “S” style, it’s important that you listen to them. They need to feel you understand their needs.  Assure the individuals that you and your organization are customer- and service-oriented.  Just don’t push them into quick buying decisions.  Show how you’re interested in a long-term relationship with their company, and that they can depend on you whenever necessary.  The “S” style customers are more loyal to you when other vendors come knocking on their door.

Do’s & Don’ts

Most salespeople tend to sell to others the way they would like someone to sell to them.  That’s not going to work!   In sales it’s important to remember this rule:  “Do unto others as they would have you do unto them.”

Do

• Focus on “how”
• Assure client’s buying decision
• Provide excellent attention and service
• Patiently listen to needs

Don’t

• Rush client into quick buying decisions
• Forget to regularly follow-up
• Have an “I don’t care” attitude
• Be abrupt or fast

For help in understanding your sales style and to improve your selling See: Everything DiSC Sales Profile.

“i” INFLUENCE DiSC Profile STYLE

“Influence,” or “i” DiSC Profile Style individuals are frequently thought of as “people persons.”  They’re enthusiastic and upbeat – enjoying the interaction with others in a humorous, lighthearted way.  These individuals can appear to be the eternal optimists, usually seeing the glass as half-full rather than half-empty, and can be quite persuasive about things they’re passionate about.

You can identify them as being outgoing and direct, very talkative and interactive.  These people tend to speak quickly, use animated expressions, and express their feelings freely.  They can appear to be casual and friendly in their interactions with others and love to express themselves in a jovial, humorous way.  Sometimes you’ll notice trinkets or fun gadgets in their office – it’s their way of adding levity to the work environment.

Selling to the “i” Style:

When selling to the “i” style, match your pace and presentation to their energetic approach.  Be friendly and sociable – let them know you like them personally.  Where appropriate, take them to lunch.  You need to provide testimonials and personal stories on how other people have responded to your company’s product or service.  Show enthusiasm for the benefits your product or service can provide.  Also, make sure you support the individuals by providing whatever detailed follow-up work is necessary; don’t ask them to do it.  Make it easy for them to buy from you.

Do’s & Don’ts

Most salespeople tend to sell to others the way they would like someone to sell to them.  That’s not going to work!   In sales it’s important to remember this rule:  “Do unto others as they would have you do unto them.”

Do

• Focus on “who”
• Provide testimonials
• Be upbeat and friendly
• Handle details when possible

Don’t

• Emphasize technicalities of product
• Be overly formal and reserved
• Add to client’s workload
• Leave decisions unclear

For help in understanding your sales style and to improve your selling See: Everything DiSC Sales Profile.

“D” DOMINANT DiSC Profile STYLE

“Dominant,” or “D” DiSC Profile Style individuals, are usually results-oriented.  They thrive on the challenge of solving problems and making quick buying decisions.  These individuals are fast-paced and like to be in charge.  They can become impatient with people or situations that hinder them from accomplishing their goals.  This is one of the reasons why they’re more task-oriented than people-oriented.

You can recognize these individuals as being fast-paced and direct when speaking – they’re more interested in telling you information than in asking your opinion.  They tend to think in terms of the bottom line.  These individuals may have more formal, “can’t read” facial expressions than other styles.

Selling to the “D” Style:

When selling to the “D” style, don’t bog them down with excessive socializing or details – get to the point quickly.  Directly focus on how your product or service can help them achieve their goals.  Emphasize the results you can help them obtain, while always letting them feel they’re in charge.  In other words, don’t waste their time.  Make your sales presentation direct and meaningful toward helping them achieve their objectives.

Do’s & Don’ts

Most salespeople tend to sell to others the way they would like someone to sell to them.  That’s not going to work!   In sales it’s important to remember this rule:  “Do unto others as they would have you do unto them.”

Do

• Focus on “what”
• Provide options
• Be efficient
• Focus on results

Don’t

• Assume without getting an opinion
• Over socialize
• Emphasize unnecessary details
• Waste time

For help in understanding your sales style and to improve your selling See: Everything DiSC Sales Profile.

What’s Your Client’s Style?

When it comes to effective selling, one simple fact never changes: Selling is a relationship business.  You already know all about your company’s products and services – and you’ve learned the fundamental aspects of the sales cycle.

But have you ever asked yourself … What helps one salesperson develop immediate rapport with prospects, and not others?  What is he or she doing that is leading to long-term client relationships?  How can I learn to do the same thing?  The Everything DiSC Sales Profile can help.

Research shows that prospects are more likely to buy when they unconsciously trust, and feel at ease with, the salesperson.  They are more willing to open up and provide information critical to closing the sale. It appears that they are almost “helping” you make the sale, as opposed to fighting you in the process.

So how do you build this rapport?  Understanding the behavioral style of their DiSC Profile and effectively selling into how they buy.

About DiSC Styles

The first key is to recognize that different behavioral styles do exist among prospects.  You’ve probably seen from your own experience how one sales approach worked great with one person, yet you got a very different reaction from someone else using that same approach.

Behavioral Styles Impact:

• How a prospect wants you to sell to them.
• How a prospect wants you to present information.
• How much information you present.
• How a prospect makes buying decisions.

The same approach won’t work with everyone.  As you learn to adapt your approach to make the customer feel more at ease, the relationship will improve and more sales will eventually result.

You can identify an individual’s behavioral style preference by using the DiSC Profiles distributed by Intesi! Resources.

What The Research Shows

Research has demonstrated a direct relationship between the extent to which employee work expectations have been discussed and/or met, and employee retention, job satisfaction and job commitment.  Over the last decade, dramatic and continuous change has impacted nearly every kind of industry, large and small, public and private.

The Ever Changing Workplace

In the traditional workplace, a psychological contract represented an unspoken expectation that, in exchange for loyalty and hard work, an employee would be compensated fairly and would have a job for life.  Employees now face much more uncertainty in the workplace.  In today’s fast-paced, uncertain, ever-changing business climate, employees may not fully understand what they expect at work and even if they do, they don’t often take the time to communicate their expectations to their employers.

How Using The Work Expectation Profile Helps

The Work Expectations Profile provides a method for employers and employees to establish a process for identifying, understanding and managing work expectations.

When employees are encouraged to openly discuss their expectations and make updates to their unspoken psychological contract, working relationships become more effective.  Research shows that the key to managing expectations is that they be spoken.

Even if an employee’s expectations are not met, having the opportunity to learn why can decrease or eliminate the negative consequences for both the employee and the organization.  The process of helping employees become aware of and communicate their expectations is clearly linked to improved attitude toward work, increased productivity, job satisfaction and reduced turnover.  The Work Expectations Profile is key to this process.

DiSC Classic 2.0 Profile and the Myers-Briggs Type Indicator are popular in business settings for the purpose of employee development and team building.  Each has its origin in theories developed during the early decades of the twentieth century.

DiSC Classic Profiles are based on the theories of Dr. William Marston while the Myers-Briggs Type Indicator is based on the theories of Dr. Carl Jung.

The DiSC Classic Profile describes behavioral tendencies based on how people view themselves in the various environments.  The Myers-Briggs Type Indicator describes how people approach the environment intellectually and attitudinally and how they process information.

The DiSC Classic Family of profiles is characterized by the use of the graph (as seen on the left).

The DiSC Classic Profile is primarily suited for increasing self-awareness in a setting where the individual can decide how to use the information in his or her relationships with others.

It is self-scored and self-interpreted, and respondents may keep their information private if they choose using either the traditional paper or the Online Web-based (Online via An EPIC Account) versions.

The Myers-Briggs Type Indicator is primarily suited to increase self-awareness for the purpose of getting along with others more effectively.  It is also used to identify the source of problems in relationships with the guidance of a skilled counselor and to prepare a therapeutic plan for growth or change.

They were designed for different purposes and based on different views of human behavioral styles.  Because these two instruments provide different kinds of information, they augment each other as separate views of the same individual.

The NEW Everything DiSC family of profiles is characterized by the circle graph or circumplex (seen on the left).

Once the Key Project Team Roles have been identified it is now time to go to Phase II of the process: Five Phases of Implementation.

Take a moment to review the Five Phases of the Everything DiSC 363 for Leaders Implementation Process.

PROJECT PHASES

1. Set-Up
Clarify the purpose, scope and timeline; identify and meet with project team members

2. Communication
Announce the program to the organization and notify leaders and raters who will be participating

3. Assessment
Assign access codes using an EPIC Account for the 363-assessment process, follow-up to ensure completion, and generate reports

4. Coaching
Meet with leaders to process feedback, create action plans, and schedule follow-up

5. Wrap-Up
Meet with project team to review program results, identify opportunities for improvements, and plan next steps

While every organization has a different process for initiating and delivering a 360-feedback program, our work-flow materials assume that the formal process for using Everything DiSC 363 for Leaders within your organization has been approved, and you’re ready to take the steps necessary for a successful implementation.

First, take a moment to review the Key Project Team Roles of the Everything DiSC 363 for Leaders Implementation Process.

PROJECT TEAM ROLES AND RESPONSIBILITIES

• Executive Sponsor has the authority to implement and champion Everything DiSC 363 for Leaders within the organization.

• Program Manager is responsible for the day-to-day execution of Everything DiSC 363 for Leaders. The Program Manager works with participants and the project team to ensure that all parties have the information and resources they need.

• EPIC Administrator is responsible for the EPIC Account (to most efficient way to issue 363s and have FREE unlimited raters) process from start to finish.

• Coach provides leaders with their 363 feedback, answers their questions, helps them create action plans, and follows up to ensure that learning takes place. We recommend that trained coaches, either internal or external, be used unless managers have been trained in the coaching process.

An Everything DiSC 363 for Leaders Profile is unique from our other products because it uses assessment results from many respondents to produce a 360-feedback profile for one individual – a Leader.  In addition to feedback on current leadership behavior, the profile also provides the leader with three personalized strategies for improving leadership effectiveness.

The Leader is given an online assessment which takes 20-30 minutes to complete.
The assessment is in Two Parts:

• a 79-item DiSC assessment – showing DiSC behavior results
• a 72-item Leadership Behavior section – about how he or she as a leader tends to lead.

The remaining respondents are Raters who have been invited to provide feedback about the leader.  Like the leader, raters are given a two-part assessment:

• the same 72-item Leadership Behavior section about the leader
• and a 24-item Leadership Requests section asking which leadership practices they’d like the leader to do more of.

In this second section, raters can also select from pre-written comments to give additional feedback. Raters are assigned to one of four rater-type categories: Manager, Direct Report, Peer, or Other.  Except for managers, rater feedback is anonymous.

The resulting 22+Page Report is organized around the leader.  After the initial report is assigned, all searching and managing of leader and rater information is done using the leader’s name, not the raters.

Once all assessments are complete, an Everything DiSC 363 for Leaders Profile can be generated and provided to the leader.  Raters do not receive results of the assessments they complete.  By using an EPIC Account you have access to FREE unlimited raters per leader report.

Watch These Three Informative Videos:

• The 363 Model Video
• The 363 Assessment Video
• The Coaching Supplement Video

We all face a daily dilemma:  too much to do and not enough time to do it.  Although time is not adaptable, people are.  Managing time means adapting ourselves to its passage in some satisfying manner.

The Time Mastery Profile is an easy-to-use self-assessment survey instrument that helps us to identify our time management strengths and limitations.  It gives us an opportunity to compare our time management behavioral styles to the behaviors of effective time managers in order to assess ourselves in 12 key categories of time management.  The Time Mastery Profile not only provides background information on each of these categories of time management, it also helps us identify our weakest categories in order to improve our time management habits in these areas.

The Time Mastery Profile is a contract for change that individuals make with themselves.  It’s a working document that participants can use for their personal as well as professional time management needs, on their own or at work.  It walks them through the process of developing Action Plans and improving their time management habits.

The Time Mastery Profile is a professional, informative, effective time management assessment tool, reference resource and contract for change.  By helping people manage their time more effectively, the Time Mastery Profile enables them to increase their productivity on the job or at home, enhance the quality of their work with less stress, and gain a sense of personal satisfaction and accomplishment as they achieve more with their time.

The Time Mastery Profile is so flexible that it can be used in a variety of training programs with objectives other than time management.  These are a few examples of the training and development needs it can meet:

Management/Supervisory Training

The Time Mastery Profile can help both new and experienced managers and supervisors handle their time more efficiently and productively.

The Time Mastery Profile can help them:

• Set realistic goals
• Plan and schedule multiple activities
• Handle multiple priorities
• Plan and prepare productive meetings
• Sort and process written communication efficiently
• Delegate successfully

Support Staff Training

The Time Mastery Profile can also help support staff manage their time more effectively.

The Time Mastery Profile can help them:

• Develop “can do” attitudes toward time management
• Handle multiple priorities
• Control their tendency to procrastinate
• Control their tendency to interrupt others, and limit the interruptions of others
• Team Building

The Time Mastery Profile can help team members develop an understanding of and appreciation for the time of others.

The Time Mastery Profile can help them:

• Communicate and coordinate their plans quickly and efficiently
• Control their tendency to interrupt others, and limit the interruptions of others
• Make interactions with team members more productive

The Time Mastery Profile can also help improve:

• Time and Territory Management programs for salespeople
• Total Quality Management programs