Online Webinar 2019 - Live Webinar Effective Communication Strategies Using DISC as Your Powerful Leadership Guide

OverView
The DISC model is a very practical and user-friendly theory of human behavior. It creates a common language and a framework to better understand ourselves and others. It is completely non-judgmental with no good or bad categories, or high or low scores. Used with an assessment tool, it identifies individuals’ behavioral styles. There are no right or wrong answers with DISC questionnaire, as it is not a test.
DISC assessments measure how employees respond to rules, the environment, other people, and problems and challenges. The goal of the assessment is to determine which behavioral traits motivate employees so workplace communication styles can match the motivating factors, for a best fit.
The DISC assessment identifies employees’ relative comfort levels, or preferences, among each D, I, S, and C style. While employees generally have one dominant style, the other behavioral styles play a role too. Someone may be highly steady and dominant, meaning they respond to both challenges and the environment, and are less affected by rules, procedures, and the influence of others.
Session Highlights
DISC model: what it is and is not
DISC map and its 2 primary spectrums for understanding human behavior
4 main styles of DISC and their attributes, behavior under pressure, behavior in fear, and communication styles
OAR method to identify the styles in others
Quick and easy-to-spot identifying behaviors
Practical guidelines for modifying your hard-wired behaviors to attain success in communication and relationships
Why Should you Attend
While there are other behavioral and communications-style tests out there, many consider DISC the best pick for workplaces. Specifically, it focuses on interpersonal communications, whereas the Myers-Briggs personality test focuses on how people process information internally. Thus, DISC is a more practical tool for use within the workplace.
While there are many tools for employee assessments, DISC stands apart because it is accurate, flexible, and intuitive.
Once you are familiar with DISC, you can see the behavioral styles at play and find blends and variations (no two influencers are exactly the same). You can even guess at someone's DISC style by observing their behavior in interviews, reading their emails, or seeing the end result of a work project. Because you can readily spot DISC types (as compared to Myers-Briggs, for one), it's a great took for using even when you are stressed, tired, angry, or on a tight deadline.
Who will Benefit
Leaders of companies, departments, and work groups
Training and development professionals
Executive coaches
Leadership and communication practitioners
Human resources professionals – all levels
Team leaders and project leaders
Change management professionals
Anyone who wants to improve their communication skills and interpersonal relationship skills
Speaker:
Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.