How to Cultivate Psychological Safety at Work

What’s your feeling of psychological safety at work? The answer might depend on your level or title.

According to Everything DiSC research, managers report lower levels of safety than higher-ups. This means feeling as though mistakes are held against them or struggling to deal with tough issues is something that plagues managers, which influences how psychologically healthy the work environment is.

There also seems to be a correlation between job level and feeling valued. So how do we as leaders ensure safety, trust, and value at every level of the organization? Facilitated learning like with DiSC can cultivate some of the more essential EQ skills that will drive better communication and trust.

We cannot forget that while managers and lower-level leaders are responsible for overseeing and developing others, they themselves might not be comfortable making mistakes and having tough conversations. “While it is a departure from more traditional (and increasingly outdated) corporate models, many organizations are coming around to the idea that innovation happens at every level…” And in order to secure a cohesive and safe culture, we must promote innovation and value contribution at all levels of the organization.

Read more on the research in Everything DiSC’s latest blog post:
Psychological Safety at Work: The Key to Success and How to Get It

#EQ #Culture #WellbeingAtWork

Everything DiSC on Catalyst graphic

What Tools Are You Bringing to the Workplace?

Think of someone’s personality as special skillset or toolbox that they bring to work. Based on your traits and tendencies, you’ll be uniquely adept at some tasks and you’ll find others more challenging.

If teams don’t try to understand each other, collaboration and cohesion will be a significant hurdle, not to mention the organizational culture will suffer.

Everything DiSC® on Catalyst™ gives you insight into your teammates’ styles and how they interact with your own. This assessment and platform essentially shows you what’s in your work toolbox. From how you communicate to what you thrive on and what you struggle with, this tool will underpin all your workplace interactions and show you how to leverage one another’s DiSC styles to work together better.

Learn more by requesting some free resources or signing up for an upcoming showcase webinar: MDR: DiSC on Catalyst

#TeamWorking #DiSCStyles #TeamBuilding #AuthorizedPartner

How Do Workplace Experiences Impact Different Generations?

Recent research from Wiley Workplace Intelligence dug into all the different generations present in the workplace and how they feel about aspects of their work. This research sought to understand if differing areas of skill and experience, as well as different values and desires, might cause conflict and impact teams as a whole. We already know that due to growing up with social media, for example, Millenials and Generation Z experience the world quite differently than Baby Boomers. So how do these differences show up at work? The results of this research might surprise you.

Despite the generational gap and widely-held stereotypes (for instance, that younger generations are idealists and Boomers are the opposite), the majority of Boomers and Gen X individuals surveyed said that a fulfilling job means a great deal to them.

So as leaders, how exactly do we create fulfillment for our people? Building trust is a great place to start. Fostering accountability and  leadership – regardless of role or title – can also go a long way in creating meaningful experiences at work. Ultimately, we should avoid assuming different generations don’t share experiences or appreciate the same things when it comes to workplace culture. In addition, addressing workplace struggles that can potentially lead to a hostile work environment will be the most proactive thing leaders can do.

Read more about the survey findings in Everything DiSC’s latest blog post: Four Generations at Work: The Unexpected Truth

#AuthorizedPartner #DiSC #FulfillingCareer #GenerationalDifferences

How Does Your Team Handle Constructive Feedback?

Workplace conflict can manifest itself in many ways. One of the sources of conflict in teams is giving and receiving constructive feedback. In today’s organizations, feedback is crucial for ensuring cohesive teams that trust and hold each other accountable and managers who are self-aware. How does your team handle constructive feedback?

Because the manager/employee relationship is highlighted as the number one influence on the employee experience, Wiley Workplace Intelligence wanted to know how conflict is being managed in workplaces right now and how it’s changing. Wiley surveyed people managers and team members and found that one of the most common issues managers were facing was an unreceptiveness to constructive feedback. Thirty-one percent of managers reported this issue. On the other hand, managers themselves reported they are open to feedback on their performance (71%).

Most organizations have a detailed process for dealing with conflict and other behavioral or performance issues. But as leaders, how confident are we that this process is effective? Outside of formal meetings and performance reviews, what can we do to improve how feedback is given and received? The answer is building TRUST.

Trust empowers individuals to navigate conflict in a healthy way so as to theoretically need less disciplinary action and behavior management. Trusting teams are open to feedback because they hold each other accountable. They’re also more likely to be vulnerable with one another. Leaders and people managers are no exception to this.

Trust is a key tenet of any successful organization. But it’s something that must be continuously prioritized and practiced. Luckily Wiley has the perfect tool for building team trust. Training and learning experiences through Everything DiSC solutions can help you turn points of conflict into points of opportunity.

Learn more by shopping DiSC tools and or joining a free virtual showcase.

How You Can Leverage Your Team’s Unique Dynamics for Improved Group Communication

Do you struggle to keep employees engaged in group settings? Do your team meetings tend to stall or are you left with more questions than answers after a group discussion?

Team cohesion depends on your people understanding one another and being able to communicate clearly, leading to more productive discussions, streamlined decision making, and a healthier culture.

Each organization has its own unique culture, and according to DiSC research, the strength of that culture depends on whether it was shaped with intention or left to develop on its own. Without guidance and a shared purpose, bad habits and poor communication can easily become the foundation of company culture.

This is where DiSC® on Catalyst comes in. Catalyst’s clever groups feature allows learners to check out their colleagues’ DiSC styles and learn strategies for working better across styles. Catalyst also provides unique group maps that you can build on your own, so that you can get context-specific tips on improving specific group dynamics.

Working in a hybrid or remote workplace? Not a problem – another feature of Catalyst is its increased support for virtual facilitation. With so many people working remotely, Catalyst has enhanced resources for facilitating DiSC sessions virtually. Materials support both virtual and in-person options.

Watch this video to learn more, and then visit us online to see how you can get started with your own simple DiSC assessment.

#TeamworkMakestheDreamwork #AuthorizedPartner #TeamTraining

Are Your Managers Trained in Conflict?

Leaders, how much thought have you given to ensuring your managers are equipped to manage workplace conflict? It’s vital to not only know how to deal with conflict but also to understand that conflict can be leveraged in a very positive way.

While the general perception is that conflict is a sign of dysfunction, modern research on organizational culture, teamwork, and leadership indicate that knowing how to navigate, and even encourage, healthy conflict at work can inspire greater productivity, engagement, and cohesion in an organization.

According to recent Wiley research, only 57% of managers report they’ve received training for conflict management. Aside from the importance of this skill for maintaining a healthy workplace culture, conflict management can also impact a manager’s own wellbeing. People managers who have received training on employee discipline or conflict management, according to Wiley, report higher confidence levels in their ability to handle conflict or have difficult conversations than those who did not receive any training. And more confidence means a more successful and satisfied leadership team!

The best way that organizations can work towards creating a culture embracing healthy conflict is by being proactive. Facilitated learning experiences such as DiSC can provide the training managers and leaders need to transform their approach to conflict.

Learn more by reaching out to us directly, or check out our conflict-focused DiSC offerings here.

#LeadershipTraining #ProductiveConflict #ManagerTools


How Can You Maintain Accountability in a Wellness-Focused Workplace?

Leaders, can you relate to this?
The relationships between people and their managers have evolved. As culture-building and workplace wellbeing have become more of a focus, organizations have created a more open and progressive dynamic, leading to better communication and happier teams. However, it can be challenging for managers to hold people accountable in this context.

An example: one of your employees takes a class that causes them to start late each morning, and their work begins to slip. If you’re struggling to reconcile these two things – fostering accountability while respecting a healthy work/life balance – you’re not alone. According to recent DiSC data, nearly 20% of managers and supervisors are finding their biggest challenge is holding employees accountable, which speaks to the difficulty managers specifically face in holding space for both wellness and results.

But successful teams require both a healthy culture and accountability-based trust. It’s critical to give feedback on how people are showing up in their work relationships. Easier said than done, we know! But you’ll actually be building more trust and respect by holding your teams accountable, not less.

Despite the interpersonal challenges, increased focus on wellbeing has led to positive changes in the workplace. Almost half of the folks surveyed, including employees at all levels, report that employee wellness has positively impacted performance in their organization.

Getting support from a coach can help you apply accountability tools while also respecting your peoples’ wellbeing – Reach out to us for more. Pro tip: we also conduct experiential workshops and retreats if you want to level up your entire team or team of managers.

#AccountableTeams #LeadershipChallenges #Management #Teams

The Right Training to Fill Your Team’s Skill Gaps

Have you experienced issues with skills gaps in your workforce?

There could be a multitude of reasons for these gaps – the exodus of people from organizations, job and industry changes, increased remote work, or digitalization that has moved faster than people are able to keep up. Regardless of the reason, if left unaddressed, these gaps can damage your culture and organization.

Luckily there are effective strategies that are relatively easy to implement in your existing workforce. Upskilling and reskilling your people can equip them with the tools to succeed in their roles. In addition, the right training, including facilitated learning experiences such as DiSC, can make an enormous impact in leveling the play field and empowering your people to work together.

One of the smarter investments you can make is the development of interpersonal skills. In a recent Everything DiSC survey, participants were asked what skills they thought were the most important in their particular organization, and interpersonal skills emerged as the winner with 36% reporting that was the most important skill. While there is definitely a need for improved hard skills, as well as technical skills which can vary greatly by industry, day-to-day team dynamics depend greatly on their ability to connect and work together effectively.

Hiring presents an additional opportunity to ensure your teams have what they need to succeed. As long as you are willing and able to invest in the right training, you can encourage your people to make lateral moves across the organization or tackle projects outside their scope of work but which they may have more experience and interest in.

There are a myriad of ways to fill the gaps in your organization and level-up your workforce at the same time. Reach out to us to get started: MDR: DiSC Solutions

#EverythingDiSC #FacilitatedLearning #TeamDynamics #traininganddevelopment

Does Mandating In-Person Work Mean Increased Team Connection?

When it comes to creating connected, cohesive teams that produce great results, you might be surprised to know the recipe is the same, regardless of the work model.

Wiley Workplace Intelligence found that remote, hybrid, and in-person workers all reported similar levels of connectedness to their colleagues. This likely reveals that connectedness is fostered from leadership and has little to do with where people work.

Regardless of whether your people are working from home or coming to the office, facilitated learning experiences are a great way to optimize organizational culture – either virtually or in person. These experiences can be focused on trust-building, collaboration, or developing self-awareness. Tools like Everything DiSC will take your leadership and/or your teamwork to the next level.

Learn more by reaching out to an Authorized Partner like us! MDR: DiSC Solutions
#Teamwork #RemoteWork #HybridWork #Leadership

Understanding Emotional Intelligence

Psychological needs drive a substantial amount of our behavior at work. Which means when people seem to not respond or act in an appropriate way, it’s not because they are incapable or because they are jerks. It’s probably because they have deeper-level needs that are influencing their behavior.

If you watch anything today, watch this, from Dr. Mark Scullard, Senior Director of Product Innovation at Wiley and author of “The Work of Leaders”:
Understanding and Growing Your Emotional Intelligence
#EQInsights #EQAtWork #MeetingYourTeamsNeeds

And reach out to us with any questions about what DiSC can do for your EQ approach to work: MDR: DiSC Agile EQ
#DiSC #AgileEQ #MondayMotivation