Turning Talent
into Performance
 May
1800 768 569
Friend,
With Easter and Anzac Day now behind us,(and no Labour Day holiday insight
yet this year) the Talent Tools & Training Team are busy preparing for EduTECH
. It has been quite sometime since I was last involved in exhibiting at a large (we expect around
4000 participants) congress, and quite frankly, I had forgotten how much preparation is required.
We will a lso be launching
FinxS
at the congress, so if you are coming to
EduTECH this year you will find us at Stand 22, near the stage area, and be one of first to experience
the psychometric power of FinxS.
The Talent Lab, the
Consultancy & Research arm of Talent Tools, has a new post this month.
The
post looks at the affects of the issues outlined in the article below, Conflict
and Matrix Management, on the employees' Extended DISC Personal Analysis profiles. It demonstrates
the power of the Personal Analysis report as an organisational diagnostic tool.
Designing specially tailored reports using FinxS
As we work with FinxS, we become more impressed with the flexibility
of the programme. It is ideal for designing reports for specific purposes or specific industry groups
and allows us to select competencies relating to the exact role from  an enormous database
measuring in the hundreds.
An example of this is a report that focuses on Sales styles utilising
competencies that an employer would look for in choosing a sales person. Keeping in mind the different
styles required for specific sales roles, we can produce a report
that relates directly to the requirements
of the organisation.
Let’s look at an example of a report that focuses precisely on
the core competencies required for sales people involved in selling the company’s specific product.
It is a good example of the process involved in designing specific style reports.
There
are literally hundreds of competencies to choose from in designing FinxS reports. The database is enormous,
varied and continues to grow with client demand.
A knowledge of THE behavioural styles is useful
in the design, but it is not necessary to have been trained in FinxS to determine the core competencies
required to identify potentially successful candidates or existing employees who may be suited to the
role. Additionally, the process can identify what support existing sales people may need to
exceed their sales targets. We would be delighted to provide any assistance you may need to do this for
your recruitment activities.
Additionally, the process can identify what support existing s ales people may need to exceed their
sales targets.
The process is quite simple.
You need to determine the
attributes of a successful sales person. This can be done by reviewing the Extended DISC Personal Analysis
report of the company’s star sales people, or by identifying the competencies required with
reference to the job description.
Then competencies are selected from (or added to) the
FinxS competency database and uploaded to the tailored report.
Branding of the report,with
the company’s mission statement, logo, pictures and slogans is easy and gives the report the required
corporate “feel”.
It is a simple inexpensive process, and providing there are reasonable
volumes involved can be completed at no cost to the client.
Upcoming FREE Webinar - How to navigate your EDOS (Extended DISC
Online System) Account
This 45 minute webinar will take you through
your EDOS account.
Register
now and learn how to:
-
Download or email reports directly from the system
-
generate reports with the Present Siutation and/or Interview Questions
-
generate the additional pages
-
setup a job comparission and generate a report
with the comparision
-
use a customised/branded template
-
Set-up a new access code
-
for a specific client
-
for a specific
type of report
-
Order more passwords
-
Order points online
-
Change the default settings
-
Q & A
This webinar will
be presented by Sharon Hudson on Thursday, 16 May 2013 at 12 noon Brisbane time
To attend this webinar register
here now!
Join the webinar on the day or copy and paste this link: http://www.anymeeting.com/WebConference-beta/default.aspx?ip_ek=TalentTrg1
and enter the Guest Access Code: 851 1340
Monthly Article
Matrix management evolved to enable organisations to deal with more complex issues.
While it can be effective at improving information distribution and managing multiple aspects of product
distribution, matrix management can also lead to increased conflicts.
Research typically
points to several conflict sources including ambiguous goals, uncertainty regarding decision making rights,
and mixed employee loyalties.While conflicts may be natural in matrix settings, they do not have to lead
to dysfunction.
Some conflicts can be prevented by leaders taking time to clarify the
organisation’s larger goals. This can help prevent confusion over which goals take precedence,
as well as how to deal with confusion that may subsequently arise. A similar approach can
address who owns the right to make which decisions; and how disagreements over decisions can be managed.
While some conflicts can be managed in advance, issues will still arise. Differences are
a part of life and can actually benefit groups when they are managed effectively. To do this an
organisation using matrix management will want to train its managers to see conflict as a natural part
of doing business and as a potential source of creativity and improved decision making.
This requires creating norms for handling conflicts as they arise and developing constructive communication
skills that managers can use to search for solutions instead of persons to blame.
The question
of mixed loyalties can be harder to resolve. Does an employee owe more allegiance to a project team
or to their functional department? This issue not only can cause confusion for the employee but
it can also create dissension within a team. Although it would be nice if the problem didn’
t exist, it often does.
One approach for leaders to take is bringing people from both
groups together to stress the superordinate goals of the organisation. This can help create a sense
of unity and loyalty to the bigger organisation.
While conflict is inevitable, it can be
managed and can lead to better results when leaders take time to clarify issues and stress unity of purpose.
Our
Becoming Conflict Competent course workshops help people improve communication skills and
processes that are crucial to engaging conflicts effectively. The course provides opportunities
to safely practice techniques to manage emotions, discover the root causes of conflicts, and develop creative
solutions to address them.
In-house
& Public Workshops
From Extended DISC Profiles this month
Case Study: How Extended DISC methodology was used
to increase sales
One of our consultants completed a training programme for the sales
team of a large manufacturer who has been using Extended DISC over the last couple of years in their recruitment
process. The organisation was therefore aware of the accuracy and reliability of Extended DISC reports
and was receptive to the suggestion by our consultant that the sales team could benefit from a better
knowledge of Extended DISC methodology.
Each
member of the sales team completed the on-line questionnaire and received their Extended DISC Personal
Analysis Reports before attending the training. The training program was based on one of our standard
PowerPoint presentations designed for “Sales and
Communication” training and was conducted
over a six hour workshop.
Workshop content:
-
Some
background on Extended DISC
-
Understanding the four basic behavioural styles (D, I,
S and C)
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Interpreting their own reports to really understand themselves
-
Identifying the behavioural styles of customers
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Communication and the
various styles
-
Listening and the various styles
-
Adjusting our
styles - How to sell to the different styles
-
Factors that motivate the buying decisions of the various styles
Immediately
following the training, there was a noticeable improvement in communication
between the individuals
and the overall morale of the team. They appeared to be more focused, and the sales manager has reported
to our consultant that sales immediately
increased by some 11% in the first month
and that increased level has been surpassed in the second month by another 1.5%.
As a result
of this exercise, the company has now included the Extended DISC System as a core element in their training
programs.
So what is the ideal behavioural style for a sales person?
Everyone can sell, however, each style does have natural attributes enabling them to succeed
in specific situations. Extended
DISC can help find the right people for the specific task.
-
For tough competition,
direct one-off selling, and price
-
competition, choose a person with “D” characteristics
-
For abstract products, relationship selling, and new
-
account opening, choose
a person with ”I” characteristics
-
For a long term process, serving an existing
customer base, and after sales service,
-
choose a person with “S” characteristics
-
For technical selling, information providing and an expert role, choose a person with “
C” characteristics.
This training package is available to Talent Tools
trained Extended DISC Accredited Consultants & Trainers free of charge this month.
To
order yours email
us or call 1800 768 569.
Extended DISC® Accreditation Training
To learn more about what our
Talent Tools can do for you,
your team or organisation, or
to become accredited
in any of our Tools, please
email
or call us at Talent Tools on 1800 * 768 * 569
Have a sensational month in the
organisational sandpit, and we look forward to hearing from you very soon.
Cheers,
Sharon & Team Talent Tools.
"When teams know how to play well together in the organisational sandpit they build
exceptional sandcastles"
Hudson 2005.
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