Rather than avoid conflict and risk creating an environment of false harmony, where there is little trust or accountability, why not work on being vulnerable as a team, admitting our weaknesses, and rising together to accomplish organizational goals?
Easier said than done, we know, but with practice, leaders can create the safe space their team needs to address any tension, have the necessary conversations, engage in productive conflict, and hold each other accountable.
Once a team discovers the high impact that vulnerability-based trust has both at work and in their daily lives, the results can be transformational. As a leader, you have the opportunity to impact your organization’s culture and its bottom line, at the same time! Because trusting teams, vulnerable teams, and accountable teams will kick ass and achieve incredible results.
These tools are relevant for any type of team. Check out this success story from Total Construction, for example.
An Australia-based construction company, Total Construction was accustomed to aggressive internal competition. The team was without a doubt talented, but trying to outperform each other caused them to underperform as a group. “As a construction company, we spend so much time building the project, but not building the team that builds the project,” said CEO Jeff Jones.
Read more of their story here: 5Bs Success Story: Total Construction
#Meetthe5Bs #TrustingTeams #Accountability #CohesiveTeams
How Can You Maintain Accountability in a Wellness-Focused Workplace?
/in Leadership, Everything DiscLeaders, 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
/in Everything DiscHave 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
Why Choose PXT Select?
/in PXT Select, Uncategorized, HiringToday’s companies have access to more technologies, resources, and data than ever. But many managers still rely on instinct rather than data when making hiring decisions.
Although there are many tools to help organizations learn about a person: resumes, past performance, learned skills and experience, education, training, structured job interviews, and background checks, none of these alone can help predict an individual’s future performance.
So what other kinds of data about potential hires can be helpful?
One of the key areas PXT Select examines is Thinking Style. This refers to data about a candidate’s cognitive ability and how they analyze and communicate information. Behavioral Traits is a portion of the assessment that aims to determine what candidates bring to the table, their level of awareness, and how willing they are to work with or past their traits. Finally, the assessment measures a candidate’s interests, which will help inform what job they are best suited for.
PXT Select™ assessments provide a validated process for establishing job fit—helping organizations understand people at a deeper level and predict future job success. Learn more by reaching out to us to get a free sample report: https://mdr4you.com/contact-us.html
Measure Candidates by Interest and Cultural Fit with PXT Select’s Non-Cognitive Assessment
/in Hiring, PXT SelectIt may seem like hiring assessments are only useful for measuring intellectual and technical skills, but with the PXT Select™ Non-Cognitive assessment, you can choose to evaluate a candidate based on soft skills and cultural fit while benefiting from the same data-driven approach.
The Non-Cognitive assessment measures behavioral traits and interests, so as a result, it is shorter and simpler, yet equally powerful.
This assessment is perfect for hiring and selecting candidates in situations where cognition has already been established or when technical or intellectual ability is not the highest priority. Candidates are evaluated on traits such as trust, empathy, focus, and flexibility. In addition. behavioral traits like the ability to step into a leadership role or bring people together in collaboration are measured.
As remote work has leveled the playing field for global talent, and as we focus more and more on emotional intelligence in the workplace, this assessment may be just what your organization needs to secure its next batch of talent.
Find out more: MDR: PXT Select Non-Cognitive Brochure
#Hiring #HiringManagers #TalentManagement
Success Story: Building Vulnerability-Based Trust in a Team
/in Uncategorized, Building Cohesive Teams, The Five BehaviorsRather than avoid conflict and risk creating an environment of false harmony, where there is little trust or accountability, why not work on being vulnerable as a team, admitting our weaknesses, and rising together to accomplish organizational goals?
Easier said than done, we know, but with practice, leaders can create the safe space their team needs to address any tension, have the necessary conversations, engage in productive conflict, and hold each other accountable.
Once a team discovers the high impact that vulnerability-based trust has both at work and in their daily lives, the results can be transformational. As a leader, you have the opportunity to impact your organization’s culture and its bottom line, at the same time! Because trusting teams, vulnerable teams, and accountable teams will kick ass and achieve incredible results.
These tools are relevant for any type of team. Check out this success story from Total Construction, for example.
An Australia-based construction company, Total Construction was accustomed to aggressive internal competition. The team was without a doubt talented, but trying to outperform each other caused them to underperform as a group. “As a construction company, we spend so much time building the project, but not building the team that builds the project,” said CEO Jeff Jones.
Read more of their story here: 5Bs Success Story: Total Construction
#Meetthe5Bs #TrustingTeams #Accountability #CohesiveTeams
Does Mandating In-Person Work Mean Increased Team Connection?
/in Everything DiscWhen 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
Simon Sinek: What does it look like to foster trust and vulnerability in a professional setting?
/in Uncategorized, LeadershipVulnerability is a strength 💪
For many leaders, there is an expectation that they always act like everything is safe and certain, that they always have all the answers. But this behavior is inauthentic and creates a false sense of harmony in an organization. Under the surface, your people won’t have the courage to speak up, and there won’t be accountability or trust.
Owning up to challenges, acknowledging uncertainty, and fostering honest, vulnerable dialogue will ultimately build a trusting, cohesive team and a synergistic environment of support. Your team will rise to challenges, share information, and engage in productive conflict. Vulnerability will move the needle for results. #EncourageVulnerability
#WednesdayWisdom
#LivetoLead
Simon Sinek: What does it look like to foster trust and vulnerability in a professional setting?
Embracing and Leveraging Team Conflict
/in Uncategorized, Building Cohesive Teams, The Five BehaviorsWhile you may think conflict at work is a bad thing, it is in fact a highly effective tool for cohesive teams. When teams have a foundation of trust, they are more engaged and willing to collaborate to find a way forward. Without fear of rubbing each other the wrong way, healthy, trusting teams can share opinions freely, disagree with other team members, and talk through conflicts in order to find solutions.
Conflict is a key tenet of the Five Behaviors of Cohesive Teams. Teams who have experienced The Five Behaviors report that their working environments are safer and more enjoyable, and that as a consequence of the training, employee engagement has increased along with productivity.
Rethink your teamwork approach by leveraging this model. Call or DM us to learn more: MDR: Contact Us and keep an eye out for our next free virtual showcase: MDR: The Five Behaviors Virtual Showcases
#Meetthe5Bs #AuthorizedPartner #TrustingTeams
The Truth About Team Conflict
/in Building Cohesive Teams, The Five BehaviorsProductive conflict is a critical characteristic of cohesive, healthy teams. Contrary to popular belief, conflict is not bad for a team. If your team engages in little to no conflict, that could be a sign of artificial harmony. Where does your team lie on the conflict continuum?
Teams that trust one another aren’t afraid of speaking up and disagreeing with one another. Recognizing that your team benefits from hearing different perspectives and entertaining opposing ideas will be a game changer for your organization.
Learn more about how The Five Behaviors can help you encourage productive conflict: MDR: The Five Behaviors
Understanding Emotional Intelligence
/in Everything DiscPsychological 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