Conflict Is The Key To Exceptional Teamwork

Five Behaviors model showing conflict as the second behavior listed after trust.

Conflict is the second behavior in the Five Behaviors model, an indication of the importance of dealing with it early on your path to exceptional teamwork.

People invest a lot of time and energy in avoiding conflict in the workplace. But debate is important for effective teams. Teams that engage in productive conflict tend to resolve issues faster and discover the best possible solutions. Plus, it’s much more effective than surface-level discussions, where challenging issues go unresolved.

Seeing conflict as a good thing allows us to expand and stretch ourselves and communicate better as a team.

Learn more about the 5Bs and contact us for solutions!

People Are Like Icebergs: Why This Matters in Hiring and Tips for Securing the Best Talent

Illustration of an iceberg showing that people have observable characteristics (above the surface) and hidden potential (below the surface).

Although many tools exist to help organizations learn about a person, such as resumes, learned skills and experience, education, training, structured job interviews, and references, none can help predict an individual’s future performance. People are like icebergs, and most of what makes them tick lies below the surface. Here is one big tip for securing the best talent for your organization—are you ready? Utilize assessment data.

PXT Select is a preferred assessment tool of mine. With PXT, you get a scientifically validated understanding of your people. You can use these reports in many ways, from hiring to stretching your people to their potential, succession planning, and leadership development.

Some behaviors are easily identified in daily interactions at work, including skills and experience. But below the surface is the structure or essence of a person that supports what’s seen above the surface – thinking style, behavioral traits, and motivations.

With this assessment, you’ll learn the individual’s true nature, aptitudes, and interests and can use the data to prove future success in a particular role.

Learn more by visiting our PXT Select resources and checking out a free sample report!

✨ Pro Tip✨ Keen to develop your managers’ job performances? PXT Select’s Checkpoint 360 Survey evaluates the effectiveness of managers and leaders and provides a personalized approach to developing leadership skills.

A chart showing executive competency ratings on a graph

What Is a 360 Survey and Why Does It Matter?

Leaders, if you haven’t done a 360 survey to evaluate your and/or your managers’ effectiveness, I invite you to try this experience. The survey provides the much-needed insight to help you create a high-performance culture from the top down.

Using feedback from groups of people who work with or observe the leader at work—peers, direct reports, and bosses—the report compares how the person gauges their own leadership ability with how others see them. It focuses on critical skills like listening to others, instilling trust, seeking improvement, and many more.

When the report shows differences between how the leader/manager views themselves and how others view them, it suggests an opportunity to focus additional training or effort in those areas. For example, differences between the expectations of the Boss and the focus of the Manager can come to light, highlighting a potential lack of clarity or effective communication between Boss and Manager.

Chart showing a list of critical skills and how the leader measures in those areas, from 'almost never' to 'almost always.'

Ultimately, the Checkpoint 360 Survey identifies opportunities for enhancing effectiveness across teams, starting with leadership. People tend to play to their strengths. So, too, do leaders – choosing to utilize one skill over another due to their personal proficiencies. They have the knowledge and experience to use certain skills in almost any situation. If, as a leader, you don’t favor or simply lack proficiency with a skill that is important to your organization or team, there are steps you can take immediately to get started in your development.

Our expert team will facilitate the 360 survey for your leaders and help you craft a development plan with actions you can take right away to achieve greater leadership effectiveness, team cohesiveness, and professional growth.

Download a free sample Checkpoint 360 Management report now.

The Emotional Paycheck: What Matters Most To Today’s Workforce

Recent workplace survey data shows the importance of the “emotional paycheck” for every generation currently in the workforce. Benefits and flexibility matter most to today’s workers. And, for older generations, culture is king. More than money, people know how an organization’s culture can impact their well-being. This is why leadership development and EQ skills cannot be underestimated.

Research data shows for most generations in the workforce, culture is the key differentiator for creating happy workers, followed by flexibility.

The people parts of leadership are the most crucial, and new leaders need to be prepared or properly supported to tackle the challenge. Positive organizational cultures create an environment where employees feel valued, supported, and empowered, leading to higher levels of well-being both in and out of the workplace.

This research is great news for organizations. Although you may not have the money to pay people more, you absolutely have the power to improve your culture!

Emotional paychecks can go hand-in-hand with a healthy organizational culture to help improve retention and engagement. So, what are some examples of emotional perks that employers can offer?

  • Work-from-home flexibility
  • Alternative workday or work week structures, such as Flex Fridays
  • Home office stipends
  • Company phones
  • Gym memberships or stipends for exercise programs or apps
  • Continued education reimbursement
  • Transportation reimbursement

Ultimately, the task of creating a happy workforce falls on leadership. Need some support or guidance on how you can create not only a happy team, but a high-performing one? Reach out to us to chat about your unique needs and how our custom leadership and team trainings can help.

Team members with different DiSC styles working together and the text "Help People Work Better Together as an Everything DiSC Certified Practitioner"

Become An Everything DiSC Facilitator: New Training Dates Available

If you’re a fan of the Everything DiSC model for better workplace collaboration, or even if you’re just interested in mentoring peers and direct reports, consider becoming a facilitator.

You can become certified as an Everything DiSC Practitioner in just two weeks. You’ll build the credibility and expertise to deliver impactful DiSC experiences and transform teams.

This blended learning approach combines self-directed online learning modules and virtual sessions led by us! Build high-performing, engaged cultures as a DiSC expert and coach!

By the end of your training, you will:

  • Deepen your understanding of the DiSC model, research, and key principles
  • Learn to build custom solutions using the Everything DiSC on Catalyst experience
  • Familiarize yourself with the full Everything DiSC application suite
  • Practice facilitation techniques while receiving feedback in a safe environment
  • Gain access to Wiley’s online training center, connecting you to course content and offering networking opportunities with your peers

“We’ve used Everything DiSC for years, and Catalyst has helped our organization develop a common language to build better relationships. Our employees use Catalyst before a call to gain insight into how to make the most of their meetings.”

– Annie Vallier, Training & Development Manager, Blount Fine Foods

Why should you become certified in DiSC? You’ll gain the skills to integrate DiSC into your organizational culture and help your team members build the social and emotional know-how to have more effective interactions. You’ll also gain a valuable credential backed by over 50 years of research, unlocking potential opportunities for training and mentoring beyond your organization.

Check out our upcoming session dates below and contact us for more information!

April 9 – 18

April 23 – May 2

May 7 – 16

May 22 – 31

Driving Buy-In With Everything DiSC for Management

Everything DiSC is an impactful tool for realizing our tendencies and how to use them to communicate better with one another at work. But another gem is DiSC Management, which develops a management culture that brings out the best in everyone and drives employee buy-in.

Managers uncover their unique DiSC management style, and through this lens, they learn how to adapt their style to each person they manage. They also discover how their natural tendencies will impact their ability to succeed in leadership.

The type of environment managers create for their team can be motivating or demotivating, so DiSC Management helps them create a climate that increases engagement.

Other insights managers get from this versatile tool include:

  • Their natural strengths and challenges when delegating and directing and how they can work with their team more effectively.
  • Learning how their own manager tends to see them and how they can better connect with that manager and deal with conflict.
  • Practice gauging the styles of their direct reports, which helps them learn how to read people more effectively.

Download a free sample management profile on our website to learn more.

Hiring and Developing High-Performing Salespeople

The first interaction a potential customer has with your company is often with your sales team. High-performing salespeople will significantly impact your success, and so will bad ones.

Across industries, there has been talk about salespeople becoming irrelevant to the buying process. While it’s true that buyers have access to more information about your business and products than ever before, B2B companies are still seeking help before they make purchasing decisions. A survey conducted by RAIN Group confirms this, finding that 71 percent of B2B buyers preferred to actively engage with sellers for new ideas about how to drive business results. And 62 percent said they seek the advice of sales reps to help problem-solve their challenges.

In addition, filling your funnel with marketing leads won’t yield results unless you have capable people to close those deals. To build a high-performance sales team, you need to know which candidates to hire and insights about the salespeople you already have so you can coach them to their potential.

This new ebook from PXT Select explores the critical role of salespeople, the true cost of underperforming sales teams, and how to use data to predict sales performance and replicate your top players.

Contact us for more info or get your free copy of Building High-Performing Sales Teams For Dummies here.

Workplace Agility 101

What does agility in the workplace mean to you?

The Everything DiSC Agile EQ method teaches you to read a situation’s emotional and interpersonal needs and respond accordingly.

Things like when a receptive versus an objective mindset is best, how to respond to a situation outside your comfort zone, and how to use your emotional intelligence strengths in new ways are what you master when learning agility. Once you understand emotional intelligence, you’ll know why making good decisions in social or emotionally charged situations can be challenging. And how you can leverage the DiSC model to develop emotional intelligence at scale in your organization.

Learn more about how we facilitate Agile EQ training (and download a sample report) here.

Hiring and Retaining Top Talent in 2024

Countries are reporting an average talent shortage of 77% worldwide. As Baby Boomers retire and the demand for skilled workers grows faster than the available workforce, how do you find and retain top talent? Hiring talent in 2024 requires organizations to think a bit outside the box and restructure their approach to choosing staff.

Filling high-skilled jobs will continue to be a challenge as older generations continue to retire. We are experiencing the highest reported global talent shortage in the last 16 years. However, organizations can prepare for the talent shortage by prioritizing three initiatives: upskilling and re-skilling, expanding their talent pools, and offering job flexibility.

Upskilling and Re-skilling

Hiring internally and training employees for new positions can be more cost-effective and easier than starting from scratch. Hiring managers must remain objective when choosing employees to transition or promote. Developing an action plan and prioritizing communication will help resettle employees in new positions and assess their ongoing performance.

Expanding Talent Pools

Finding new talent pools can be done by looking beyond the traditional job boards or posting positions on the company website. Organizations should explore internships or partner with academic institutions to find candidates.

Offering Flexibility

Consider the benefits and flexibility you are willing to offer your new hires. Workplace priorities have shifted, and people value where and when they work more than ever. By determining what is valuable to employees and creating dynamic teams that understand different work approaches, organizations can address desires and meet the expectations of new employees.

Regardless of where you find your talent, you need a concrete hiring framework to assess and place candidates into the right roles. Paying attention to this piece of the puzzle will help you ensure new hires are aligned perfectly with their positions and do wonders for your retention.

Read more about how PXT Select can help you place and retain talent, and contact us as your hashtag#AuthorizedPartner to get started!

The Impact of Leadership: An Sneak Peek Into Our Development Programs

Our straightforward approach to leadership development doesn’t start with what is working or not working on your teams. It starts with you, the leader. The impacts of good and bad leadership will radiate from the source. It all begins and ends with us. Our custom leadership development programs begin here, at the source, and expand outward to include effectively managing people and creating a strong culture.

We first work on the leader’s self-awareness, identifying their tendencies, strengths, and skill gaps. It’s an art and a science to support and coach people to peak performance, and the key is first to understand how to bridge the differences in communication styles.

Once we’ve expanded self-awareness, we work on understanding people and how to stretch them to their potential. We teach the skills needed to build a collaborative, cohesive culture. A musketeer team, I like to call it! #AllForOne

With your unique challenges in mind, we can also add on elements like sales training, how to hire top talent, and more. Whatever you’re struggling with, we are here to support you and elevate your leadership impact!

Whether you’re an up-and-coming leader or an owner, this training will grease the wheels and yield a substantial return on investment. Think greater employee buy-in, happier customers, more productive and transparent communication, and a team that’s comfortable with growth and change. Among many other benefits!

Reach out to me directly or visit our LDP page for more information.

Images by senivpetro and Freepik.