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============= 1. Why Should I Learn DISC Anyway? 2. Attitudes... Give Me a Break 3. Just a thought... 4. Soft Skill Competencies... Just Fancy Words 5. 5 Habits of Highly Successful Salespeople 6. WE PAY YOU TO SEND US SUBSCRIBERS ================================== You don't have to. You could just sit on the sideline like 95% of the population and let others design your life for you. When you get right down to it... there are only two types of people in the world... ... Those that design their own life - Those that allow others to design their life for them. Those that say they can - Those that say they can't. Those that do - Those that don't. Those who are in the game - Those who are on the sideline. Where Are You? Understanding DISC and behaviors will give you the ability to gain - Greater Commitment and Cooperation from Others. Understanding DISC will allow you to - Build More Effective and Dynamic Teams. Understanding DISC will allow you to - Resolve and Prevent Major Conflicts. Understanding DISC will allow you to - Gain Greater Endorsement. And gaining endorsement is one of the most important things you can do in business today. I pulled this out of the dictionary -
Gaining endorsement is vital to you and your company's growth. And trust me, if you lose endorsement, it's a killer. Look at what has happened to Martha Stewart and countless others over that last year. Gain Endorsement - that's what I'm working toward on every sales call I make. I'm not trying to sell the client - I know if I can gain their endorsement, their trust, their respect... that they will buy from me regardless of price. So you see, understanding DISC and behaviors better be at the top of your list. What are some areas that impact your endorsement and how can understanding DISC help? Let's look at a few. ** Position ** An individual's position affects their endorsement. Presidents of countries and companies alike gain a certain amount of endorsement simply because of their position as president. ** Appearance ** Appearance greatly affects endorsement. People notice the way you dress, your stationery, briefcase, eye contact, handshake and the way you walk. Anything a person "sees" either positively or negatively affects your endorsement. ** Beliefs ** Your beliefs impact your level of endorsement either positively or negatively. Look, a person who does what they say and says what they will do - will naturally develop greater endorsement than the person who is "wishy-washy." ** Competence ** Your technical ability will impact your endorsement. Specialists in a given field are those who have gained endorsement and people turn to to solve problems. Organizations around the world look for those who can motivate people, transforming a good team into a great one. ** Oral Presentation Skills ** You can have two people give the identical lecture or seminar, one will be dull and boring, the other succinct and dynamic. They can use the very same words - but the one that was succinct and dynamic will gain the endorsement. And then there's: ** Feedback ** Feedback is the giving, receiving and acting upon various forms of information. The ability to give effective feedback (one-on-one) greatly impacts your endorsement. Look, Position can be EARNED. The other five elements impacting endorsement can be LEARNED. Learning the DISC language can greatly assist you in the areas of values, people, relationships and oral presentation skills. DISC is very powerful in one-on-one communication. So why should you stick it out and learn DISC? Because doing so will make you even more successful than you already are. Pretty simple. ~> More To Come November 7th <~ =============================== Q: To start - where do we get our attitudes and values? A: Through Nurture and Nature. Experiences =>Beliefs =>Values (that which we value) =>Attitudes Again, here are the value clusters we will discuss.
We are going to look into five areas of each value cluster. Then, once we have been through all five areas, we will come back and tie them together. The five areas we are going to investigate are:
Ok - let's start with "Theoretical." A) World View of Theoretical B) Goal of Theoretical C) Passion of Theoretical D) Characteristics of High Theoretical cluster E) Overextension of Theoretical ==================== "If we are not responsible for the thoughts that pass our doors, Charles Newcomb ================================== Identify, Prioritize and Quantify Performance Criteria In the September issue we listed these 23 Soft Skill categories. For your benefit, I have listed them again.
Let's start with the one at the top- ** Leadership ** Achieving extraordinary business results through people. Qualities: ~ Inspires others with compelling vision ~ Takes calculated risks for the sake of principles, values or mission ~ Builds trust and demonstrates integrity with noticeable congruency between words and actions (they walk the talk) ~ Demonstrates optimism and positive expectation of others ~ Delegates appropriate responsibilities and authority ~ Involves people in decisions that effect them ~ Addresses performance issues promptly, fairly and consistently ~ Makes decisions to avoid or alleviate the negative consequences for people ~ Demonstrates loyalty to constituents Many, many hiring managers have a tendency to hire fast for skills and fire slow for attitude. Yet, these same managers face the challenge of trying to define attitude relative to performance. We have turned this around. We coach hiring managers to hire slow basing their criteria less on hard skills and more on Soft Skill Behavioral Interviewing, but only after we have identified, prioritized and quantified the performance criteria needed for the position. Here are a few interview questions one might use specific to Leadership qualities. ~ If you have held a leadership position in the past, draw the organizational chart above and below your position to illustrate the scope of your leadership responsibilities. ~ Give me a specific example of when you inspired and motivated a person or group with your vision. ~ Tell me about a time when you significantly improved the performance of a team who reported to you. ~ Specifically, how did you motivate the top performers? ~ What techniques did you use with the poor performers? ~ What actions did you take to improve poor performance? ~ Describe your leadership style. ~ Tell me about a time or situation when you were able to maintain the trust and commitment of your team after having to make or implement a decision that negatively impacted them. ~ Give me an example of when you took a significant risk for the sake of your principles, values or mission. ~ Describe a situation when you failed to obtain the commitment, dedication or trust of your team. ~ What, if anything, would you do differently? *************************** A great way to collect feedback from others could be through a discovery 360-survey process. I have a number of questions that we use when developing a discovery 360 feedback process that relate specifically to leadership. If you are interested, email me directly at: acutts@cuttsgroup.com **** More in the next issue **** ================================
==================================== 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 19,825.
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