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Harnessing The Power Of Work Styles

Harnessing the Power of Work Styles

It’s not just skills and knowledge that determine the success of an employee or team — the personalities of employees play a crucial role as well.

Risk-taking or stability-seeking, direct or diplomatic, people bring very different ways of relating to the world to their work lives. The interplay of these different behavioral styles at work can make or break the cohesiveness and effectiveness of a team.

Everything DiSC Workplace Certification enables you to harness the power of personality-based work styles to benefit your organization. With DiSC training, you will gain expertise in the research on work styles and understand how to apply it to daily interactions. With your new training and tools, you will provide employees with a highly useful way to understand themselves and their coworkers better.

Here are the top reasons DiSC training will add value to your organization:

Using strengths daily is key to engagement and success at work. Employees who recognize and use their strengths at work perform better and feel more engaged and satisfied, as shown repeatedly by Gallup polls. The DiSC assessment can help employees recognize the strengths in their personalities, by offering assessment of key domains: dominance, influence, conscientiousness and steadiness. Some employees will excel at motivating a group to meet goals; others will shine by nurturing relationships and fostering collaboration. Some will challenge the status quo to bring about needed change while others will be guardians of quality and consistency. All of these personality strengths are vital to an organization, and DiSC is highly effective tool for assessing the strengths in an employee’s work style.

Self-awareness is necessary for relating well to others. Depending on how introspective an individual is, employees may not fully appreciate how personality-based work styles affect relationships. Where some see strength, others may find fault. For example, a employee’s drive to get results may offend some as overbearing. Others might read enthusiasm for innovation as impractical. Coworkers may judge cautious and pragmatic employees as overly invested in maintaining the status quo.

Knowing that a strength can also be read as a weakness helps employees understand why others may respond negatively to their work style at times. More significantly, though, it also provides a tremendous opportunity for growth. Employees can recognize the limits of their style and see that different personalities bring different benefits to a team’s performance, hopefully achieving a “psychological synergy.”

Recognizing, respecting and embracing difference enables a positive approach to conflict at work and is transformational for collaboration. Self-knowledge is foundational to positive working relationships, but it’s incomplete: the next step is taking the time to identify and understand the styles, preferences, and priorities of coworkers. For example, if stability and consistency are the primary values that drive some employees, they may misread risk-taking coworkers as reckless rather than creative and innovative. The failure to recognize and value difference is a missed opportunity. Understanding oneself, respecting difference in others and then embracing difference as a true positive enables employees and teams to achieve greatness.

DiSC training will empower you to help employees recognize their own strengths and see the strengths in others’ differences. This self-knowledge and understanding of others can bring transformative change to your organization, fostering connection, engagement, and enhanced performance.

Learn more about how you can get certified in Everything DiSC Workplace.

Nanci Appleman-Vassil

Prior to establishing APLS Group in 2000, Nanci was a corporate training manager for R.H. Donnelley, the largest independent sales, marketing and publisher for the Yellow Pages industry. In this capacity, Nanci provided a full range of training and organization development services, including identifying, coaching and developing managers and other upper-tier employees to build a high-performance culture.

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