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

 

Mastering the Art of Job-Fit Hiring

Did you know that with PXT Select, you can run a multiple candidates report and check out how different applicants might fit the same role? This will help you narrow down and focus your interview process on those who match higher for job fit.

You can also run a multiple positions report, which reflects how a candidate may fit into different roles. So you may have found an exceptional candidate overall, but the job they applied for isn’t the best fit. This information helps your hiring managers objectively analyze which traits stand out in each candidate and align those traits to their position models. These reports can also help you build models if you don’t already have them.

We know that people change, evolve, and adapt. As hiring managers, we must hire for the long haul. These tools, such as PXT Select, exist to determine not just how a candidate will perform in the present role, but if they will succeed long-term. Organizational health and performance outcomes depend on job fit and hiring models that are data-driven.

Reach out to download one of PXT Select’s sample reports, or contact us for a specialized training to master the art of hiring for job fit.

#JobFit #HiringAssessments #HiringManagers
#PXTSelectAuthorizedPartner

Leading From the Middle: Why Middle Management is So Important

Scott Mautz’s book, Leading from the Middle, highlights a critical leadership need that organizations often overlook. Anyone who reports to someone and has someone reporting to them must lead from the middle. This can be really messy, since middle management is full of contradictions and opposing agendas, as Scott says in the book.

Here’s why this is so important. Scott points out that
– Middle managers can impact as much as 22% of revenue.
– Replacing a bad middle manager increases productivity by 12%.
– Employees with a strong middle leader are 20% less likely to leave when offered another job.

But there is a particular mindset and skillset necessary for influencing 360 degrees – up, down, and across one’s organization. This position is one of the most important and impactful, so why aren’t we paying more attention to it?

Scott compares this extremely tricky position to being a fish in a fishbowl. “Maneuvering in the middle of an oversized fishbowl, all eyes privy to my every movement. Surrounded, yet lonely. Pressure from all sides; the weight of water. Watching other fish with their own agenda zip by while I labored to remain steady and purposeful in the middle of it all.”

As a former middle manager, it’s so important to me to help other leaders develop self-awareness and become epic coaches. Even on teams within teams or from the messy middle, leaders have the potential to drive people and organizational results and build a high-performing, collaborative culture. While it may seem that being stuck in the middle inhibits what you can do or accomplish as a leader, that couldn’t be further from the truth.

We have built some amazing training programs that can tackle this particular challenge for leaders. Learn more by reaching out to us.

#MiddleManagement #LeadershipDevelopment #PeoplePerformance #PeopleScience

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

Why Choose PXT Select?

Today’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

It 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

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

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