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Ask just about anyone whether if would score very differently than their spouse or significant other on a personality test, and the answer will overwhelmingly be, “Yes!” As the cliché goes, opposites attract. However, when I ask DISC training participants if they are as attracted to their opposites at work as they are in their personal lives the answer is inevitably, “Not a chance!” What accounts for this difference in approach? Why are we attracted to our opposite in our personal relationships but wary of our opposite in professional relationships? Here’s one answer: Opposites attract when you’re in a good mood., Read More

Wednesday, July 29, 2015 2pm – 3pm ET Most instructional design models don’t include performance consulting or enough emphasis on measurement to deliver results consistently. Training professionals resist the idea of being put into “order-taking” roles, but many have a hard time moving beyond this approach to find a more comprehensive, results-based approach. It can be challenging to include consulting and measurement on top of your already busy schedule of training development. What training professionals need is one streamlined process that helps weigh their priorities to determine what really must be done in order to achieve real business results. Developed, Read More

It’s often said that two heads are better than one, so imagine what can be accomplished with three or even an entire team? Greater power is unleashed when a team is united to get the job done, especially if there is synergy among its members. Synergy has been defined as the creation of a whole that is greater than the simple sum of its parts. It comes from the Greek word synergos, meaning “working together”. With the head-down, task-oriented culture that we experience in most workplaces, it is tempting for team members to make decisions independent of the team. It, Read More

Wednesday, July 22, 2015 2pm – 3pm ET You may be a great accountant. That doesn’t mean you’ll be a great manager of accountants. And yet, that’s the system the business world was built upon. Basically, if you were good at what you did, you were promoted to something you weren’t good at doing. And we wonder why we developed so many workplace challenges? In this light-hearted, but tool-packed webinar, we’ll look at the skills managers really need, we’ll laugh at the ways we’ve been developing managers by eliminating their common sense, and we’ll discover real world ways to develop, Read More

The HRDQ Style Model is an accurate and accessible model of Personality Style, based on an individual’s levels of assertiveness and expressiveness.  It defines four styles (Direct, Spirited, Systematic, and Considerate), that describe sets of natural behavioral tendencies. These styles reflect all aspects of our behavior and they represent both effective and ineffective choices.  Once we’ve developed an appropriate awareness of our own behaviors, we can resolve to choose more effective actions.  We can start by finding out which personality style we exhibit. The HRDQ Style Series offers eight personality assessments that target different aspects of work-life.  By examining some, Read More

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