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============= 1. DISC/Behaviors: What you see is what you get... Maybe 2. Attitudes and Values - the Key (missing) Component 3. Just a thought... 4. Two Great books at 85% off - Only $3.74 5. Soft Skill Competencies - "DNA of Superior Performance" 6. 5 Habits of Highly Successful Salespeople 7. "Small Business/Tough Questions" 8. WE PAY YOU TO SEND US SUBSCRIBERS ============================== *** Before I get started here, I have a very special offer for you at the end of this section. Make sure you take advantage of it. So, what is DISC, "this Universal Language", and why is it so important to understand? DISC is the language of "How We Act," or our behavior. Research has consistently shown that behavioral characteristics can be clustered together into four quadrants or styles. People with similar styles tend to exhibit specific types of behavior common to that style. A person's behavior is a necessary and fundamental part of who they are. In other words, some of our behavior comes from "nature" (inherent), and some comes from "nurture" (the way you were brought up). The DISC model just analyzes behavioral style; a person's way of doing things. Ok, let's get the D-I-S-C out of the way. But before we do, remember, you are not just one of these letters: D-I-S-C. Everyone, including you, has varying degrees of every characteristic. Ok, now...
"All people exhibit all four behavioral factors in varying degrees of intensity." - W.M. Marston => DISC is an Observable - Neutral - Universal Language <= *** OBSERVABLE *** Everything learned in the DISC language is totally observable. Often, those who have taken the DISC assessment are amazed at the accuracy of the information. By applying the DISC language we stand a greater chance of learning about a person's beliefs, skills and experience, education and training. Make sure you heard me - BY APPLYING THE DISC LANGUAGE. This means applying your knowledge of the DISC language, not that DISC measures ANY of these. In the people business, and we are all in the people business, the DISC language is a powerful tool for increasing communication effectiveness. People do not like to be labeled. Period! So never ever call or think of someone as an I or C or anything like that, everyone is made up of all four qualities. The DISC language, when understood and used properly, is a silent language. A person well trained in DISC shows their knowledge of DISC in the way they interact with others. *** NEUTRAL *** This point is so important that I'm going to treat it like the real estate saying - location, location, location. ~ DISC IS NEUTRAL! There is no right or wrong. Right and wrong is a basis of beliefs and values - NOT DISC "Behaviors." Again, DISC is a neutral language that only describes how we approach problems, people, pace and procedures. Don't make the mistake of NOT hiring or promoting someone because, in your bias opinion, you didn't like their behavior. Their Attitudes and Values are far more important. *** UNIVERSAL *** DISC works in every culture. In every culture studied, the DISC model has been found to be valid. Have you ever encountered someone from another culture who was expressive, animated, outgoing, verbal or "touchy-feely"? Have you ever encountered someone from another culture who seemed to be cool, aloof, and hard to read, introverted or analytical? You bet you have. That's DISC or behaviors at work. That's why we supply our DISC reports in so many languages. ~~~~~~~~~~~~~~> LISTEN UP <~~~~~~~~~~~~~~~~~ If you would like to receive your own DISC report so you can follow along as we go through this, click on the link below. All you have to do is answer 24 quick questions. This should only take you 5 - 10 minutes and your report will be delivered to you via email. So here's that link again: I am also going to give you two extra bonuses. Check them out. With over 19,000 subscribers, we can only offer this to the first 100 people. ~~~~~~~~~~~ Here's a quick recap. DISC does not measure: ~ Intelligence DISC does measure: ~ Behavior and Emotions DISC is: ~ Observable ====================================== Experiences ->Beliefs ->Values (that which we value) ->Attitudes Companies that focus on the success of their people outperform companies who are more focused on the task than the people performing the task. THAT'S A FACT. Really great companies today are spending more time developing their people's potential, realizing that a healthy, motivated workforce leads to a healthy bottom-line. Special attention today is being focused on the "fit of the person with the job." Each individual is unique just as each job or position is unique. If the individual is matched to the appropriate career, job and/or position, then one should expect success to follow. ~ If you value knowledge and the search for truth, how will you survive in a career that doesn't challenge your learning or allow for continuing education? ~ If you value form, harmony, beauty and balance, how will you grow in an environment that is chaotic and unbalanced? ~ If you live by a closed system of principles, will you grow in a company that actively promotes an opposing system of beliefs? ~ If you have a passion to lead, direct, win and control others, wouldn't you be more fulfilled in a career that allows for quick advancement? ~ If you have a humanitarian outlook: a desire to eliminate the pain and conflict in the world, would you thrive in an environment that rewards return-on-investment of time, talent and resources? I just laid the six value clusters discussed in Eduard Spranger's book "Type of Men" in the five paragraphs above. Here are the actual cluster's names. Can you match them up?
Studies have shown that over 50% of the world's workforce may be in a job, career or position that is not suited to who they are and what they truly value. A study out of California suggested the number could be as high as 90%. Given the business I'm in - I can believe it. I meet so many wonderful people that are just in the wrong job. They got all caught up in making a living and forgot about designing their life. So many people dread going to work. Dread Monday. Look forward to Saturday. Heck, most people start looking forward to Saturday and Sunday when they wake-up Monday morning. That means out of a seven-day week (168 hours), they're only looking forward to two days (48 hours)! That's a shame. Did you know - there are statically more heart attacks on Monday than any other day of the week? If your career is an extension of who you are, you won't have to be motivated or manipulated. You will get up in the morning and want to fulfill your life's work, whatever that is. Why? Because your environment will be providing the "valuing" you need in order to achieve your maximum potential. Look, ethics demand that we assist others in achieving their full potential or that we strive toward a mutually beneficial win/win. The cost of hiring a person who is "miscast" for the job can cost more than ten times their salary. Companies all over the world are starting to realize that an investment in pre-selection assessments can facilitate a win/win for the employee and the company. Moving both towards their goals and redirecting others to a position where a win/win is possible. More on each of the clusters in the October 3rd issue. ==================== "Keep on going and the chances are you will stumble on something, perhaps when you are least expecting it. I have never heard of anyone stumbling on something sitting down." Charles F. Kettering ========================================= This is a STEAL... You get "The Road to Happiness is Full of Potholes" and "Portraits In Courage" both for only $3.74. These two books are selling for $11.95 and $12.99, respectively, other places on the Internet. Here's your SUPER DUPER VALUE Link: ========================================== Soft Skills are the DNA of superior performance. Performance is profoundly affected by the relationship between performers and their managers, coaches and mentors. It is also deeply affected by the relationship between people and the values represented in their work. And, performance is subtly affected by the relationship between people and organizational culture. Our Soft Skill Performance DNA tools and processes are designed to improve organizational performance by strengthening these relationships. We will be taking a look at three major areas:
Each area has its own unique process, but does utilize some of the same soft skill tools and technologies. Our goal will be to identify, prioritize and benchmark performance criteria. Let's take a quick look at some soft skill competency clusters. Here's a list of the top 23 soft skill competencies, NOT IN ANY PARTICULAR ORDER.
In future issues we will discuss each of the qualities, the behaviors associated with each and how to assess soft skills. **** More in the next issue **** ================================
=================================== Q: How can someone (easily) manage an email list of 15, 20, 30K names? A: That's easy - I use an all-in-one package that manages my shopping cart, my online customer database, multiple email lists as well as my affiliate program. It's the best investment of an online system I have every paid. I own several companies (I enjoy multiple sources of income) and I run ALL of them out of one system that I have access to 24/7 from around the globe. That's cool. And it makes money. If you're interested, you can check it out by clicking on the link below: ************** Have A Question? ************** If do you have a specific question, please ask it. Don't be shy. Send an email to: edge_question@cuttsgroup.com I'll do my best to answer it here, space permitting. ================================ That's right. We pay $200 per 1,000 subscribers. Better yet, you do NOT need to recruit 1,000 subscribers before being paid. You'll earn a commission for each individual subscriber recruited. Commissions totaling less than $30 will be rolled-over to the following month. To sign-up, click the link below. ------------> You can earn a 10 - 25 percent commission for referring Allyn for speaking engagements and bulk product sales. Commissions normally start between $850.00 and $1700 depending on your level of involvement. For complete details send an email to: acutts@cuttsgroup.com The Cutts Group partners with clients who are committed to continuous growth. We provide the organizational development, team building, employee selection, executive coaching, and sales training resources our clients demand for measurable results and return on investment. Satisfaction and investment are always guaranteed, always. Competitive Edge, (c)January 2002. Cutts Group, llc. A free bi-monthly eZine with a circulation of 18,786.
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