Understanding • Deeper knowledge • Meaningful change

Utilizing the appropriate instruments for organizational change through understanding or individual change through awareness is a meaningful way to create a more powerful and enduring change. For more information on how to use these instruments, which would be most beneficial to you or your organization or to order any of these insight tools contact: info@possibilitiesandsolutions.com

Individual / Team Insights
The following time tested instruments can be used with individuals, groups or in tact work teams to spark meaningful change. These can be done through a team development workshop, training sessions or used in coaching situations. These instruments are available in hard copy booklets or can be taken on-line with a personalize report provided to an individual as well as a compilation of the team results if done with an intact work team.

• Strengthen an existing team or make it more productive?Understand how personal behavior impacts others and how to adapt to other styles?
• Build relationships and/or minimize conflicts?
• Develop effectiveness of managers & leaders especially in performance feedback, coaching and/or mentoring?
• Improve your sales forces’ ability to connect with their customers or clients?

Then use DiSC® Classic

• Handle conflict between two people by finding an approach to communicate objectively about achieving results and relationships?

Then use DiSC® Relationship Profile

• Behavioral requirements of a current role or potential role someone may be in or considering. Great way to help identify matches and stretches between a person and their position or future positions.

Then use Role Behavior Analysis®

• Improve a teams ability to produce results quickly?
• Get a team ‘unstuck’
• Improve the understanding of the different roles needed for a team to produce results quickly and effectively?
• Improve a teams ability to innovate original concepts, going beyond the obvious?
• Have a team reinforce the contributions of each team member?

Then use Team Dimensions Profile®

• Understand your effectiveness in ‘time mastery’ skills – a more holistic view of time management?
• Discover your strengths and develop new skills in achieving results through twelve key time mastery areas
• Increase productivity?
• Respond to more opportunities?
• Reduce stress of juggling multiple priorities?

Then use Time Mastery Profile®

• Enhance your ability to pick up the close to 70% of all communications that people miss?
• Understand your listening approach and how it impacts your effectiveness?
• Develop different approaches to listening to maximize your understanding?
• Overcome listening barriers and reduce conflict?
• Enhance your or your team’s performance?

Then use Personal Listening Profile®

• Develop new and experienced sales people to identify and focus more on customer needs?
• Develop a sales force that can build strong relationships with their customer/clients by adapting to different customer styles?
• Meet sales targets by developing competencies in the selling process?
• Reducing sales costs by increasing sales call effectiveness?
• Develop your sales people’s understanding of how buying and selling is influenced by styles?

Then use Sales Strategies®

• Manage themselves with more insight and understanding of their impact?
• Manage others by being more adaptable to styles especially in coaching, mentoring?
• Manage their job more effectively?
• Manage their unit’s performance more effectively?
  

Then use DiSC® Management Strategies

Coping & Stress Profile®
Dimensions of Leadership Profile®
I-Sight (equivalent to DiSC, but designed specifically for junior and senior high schoolers)
Personal Learning Insights Profile®

Many of these insight profiles have facilitator kits which include: a facilitator manual (a fully scripted _ day or full day seminar); transparency masters and reproducible handouts. Most include the research and technical backgrounds. Facilitator kits are available for:

DiSC Classic
Personal Listening Profile ®
Team Dimensions Profile ®
Time Mastery Profile ®
Transitions-The Personal Path Through Change

Organizational Insights

Employee Surveys
These surveys can be used to take a snapshot of the organization’s strengths and challenges as seen through the employee’s eyes. By surveying your employee population, some of the factors that you can identify are:

• factors that keep your employees retained and motivated
• factors that employees see as de-motivating
• the strength to which your management populations or leadership population is ‘walking the talk’ of the vision and values of the organization
• the respect and fairness that your diverse population is experiencing
• perceived strengths and weaknesses of a population within the organization
• the level of contribution that employees feel that they are making to the company’s overall success

To ensure change occurs, the following process is generally followed:

• Objectives are clearly defined and communicated
• Confidentiality of responses are agreed to and communicated
• Demographics and ‘cuts’ in data are identified for usefulness (yet honoring the confidentiality promised)
• Communication to the full organization about the survey and the process is completed – what it is and what it isn’t.
• Survey is taken by all level of employees (or the intended population). On-line surveys and a survey going to an objective third party, in general, gets the quickest, most honest and most responses.
• Feedback is given to the leadership group and a process is established for each leadership group member to communicate and gain more input from each of their staff members, and the information from each group is communicated down. This encourages ideas and solutions for change from each level of employee.
• Change ideas are developed mostly from a ‘grass roots’ effort. Action Learning Teams, High Potential Teams or Department Teams can be assigned to these action plans.

360º Feedback as a Leadership Assessment

360º Feedback instruments can be utilized as a powerful analysis of a leadership team, management group, or high potential population’s strengths and weaknesses as a whole. Before designing an educational or training process/curriculum for this group, it would be wise to objectively analyze: 1) what are the future competency or behavioral requirements for this company’s leaders; and 2) through the compilation of individual leaders results in a 360º Feedback Assessment a clear snapshot exists of the current strengths and development areas for different levels and groupings within the organization. By designing a program to address this gap, the time and money spent on the development of the chosen population is more likely to be well spent and show a return on investment.