"The growth and development of people is the highest calling of leadership." - Harvey S. Firestone
A personal map that defines why we do the things we do, how we make decisions, and the way we deliver those decisions into the world.
When people operate from their natural strengths they are more fulfilled and more effective. The best route to personal and professional development is to identify the ways in which an individual most naturally thinks, feels, and behaves, then build upon or strengthen those talents.
Our Individual Development Series coaches you and your employees on building natural strengths while fighting the obstacles that block performance. The key is to starve the performance blockers as you discover and feed the natural strengths.
The greatest potential for improvement and greatest return on investment through this series lies in critical information obtained from the three reports listed below. Using this information, we will work with individuals to identify both strengths and blockers to performance, resulting in:
- higher productivity
- employee engagement
"All that is valuable in human society depends upon the opportunity for development accorded the individual." - Albert Einstein
This measurement identifies the action steps an individual will take as they prepare to execute or implement their critical thinking decisions. It is their "personal agenda" that defines and supports what they feel is important and will try to manifest in their lives.
This measurement identifies how an individual will communicate, share or deliver their motivated critical thinking decisions to others. It answers the questions, "How assertive, outgoing, patient and precise will this person be as they share their motivated critical thinking with others?"
This measurement identifies the ability to perceive core issues, craft a workable solution and effectively implement it within the structure of the organization using the available resources - always within a person's area(s) of expertise. It is the single most powerful measurement.
Our performance tools are described below. Contact us at DBeard Consulting, LLC for further explanation and assistance.
This report presents the relative framework and hierarchy of the 7 basic workplace drivers/motivators that we feel compelled to satisfy as we attempt to make "our good, better, and best decisions." The strength of each workplace driver provides an indicator of the energy and effort we are likely to expend in order to accomplish our assigned goal(s) and objective(s) in a way that also satisfies our strongest workplace drivers while subordinating our lower scoring one(s).
The 7 Workplace Driver Report show us HOW WE PRIORITIZE OUR PURSUITS. We tend to view options that reflect our higher scoring drivers as important and subordinate other options that do not.
Think of the 7 Workplace Drivers as insightful measures that reflect, contribute and influence our overall decision making pattern by revealing each driver's relative weight or influence i.e., we are often forced to satisfy one driver at the expense of another. In fact, there is a type of workplace driver synergy or interactive dynamic that can occur that can either amplify or mitigate the impact of a specific driver. For example, a very high economic driver and very low altruistic driver may cause a person's actions to reflect a strong amplification of the higher scoring driver.
This report measures your relative strength of the 7 Human Workplace Drivers. They are:
- Aesthetic - a drive for balance, harmony and form.
- Economic - a drive for economic or practical returns.
- Individualistic - a drive to stand out as independent and unique.
- Political - a drive to be in control or have influence.
- Altruistic - a drive for humanitarian efforts or to help others altruistically.
- Regulatory - a drive to establish order, routine and structure.
- Theoretical - a drive for knowledge, learning and understanding.
Understanding the relative strength of your 7 Workplace Drivers will assist you to understand why you place your attention on some things and why some other things are not so important to you. It will also assist you to understand and appreciate that people are different and that being different is not "more or less than..." it's just different."
Workplace Drivers/Motivators contribute to and exert influence on BEHAVIORS. They can be considered somewhat of a hidden contributor because they are not always readily observable. Understanding the hierarchy and relative strength of your workplace drivers will help you to understand WHY you prefer to do what you do.
To View the Report Click Here
Part of the Expanded DISC report includes a DISCstyle Assessment that measures observable human BEHAVIORS. What do we mean by behaviors? Think of them as the delivery vehicle we use to transmit our ideas, concepts and most importantly, our decisions to other people. The DISC model has been used over 50 Million times and hasbeen found to be very accurate in its ability to reflect how we prefer to interact with others. Please understand that like ingredients in a cake, everyone possesses some degree of each of these 4 primary behavioral factors. The intensity of each factor and how they combine and interact with each other defines and power of our unique overall behavioral style.
The table of contents for our Expanded DISCstyles Report is shown below.
Introduction to the DISCstyles Expanded Behavioral Report
To View the Report Click Here
PART I - UNDERSTANDING YOUR OWN BEHAVIORAL STYLE
- General Characteristics
- Your Strengths: What You Bring to the Organization
- Communication Tactics for others to use with YOU [Do’s and Don’ts]
- Your Ideal Work Environment
- Perceptions, Stressors, and Tactics (create less conflict & more harmony)
- Behavioral Descriptors: Your Natural Style
- Behavioral Descriptors: Your Adapted Style
- Keys to Your Motivation and Management
- Potential Areas for Growth and Improvement
PART II – Using the DISC Tools to Improve your Relationships
- Know Yourself; Know Your Associates - 3 Steps to Improved Relationships
- How to Modify Your Directness and Openness
- The Key Characteristics of each of the 4 Styles
- Tactical Understanding for each of the 4 Styles
- How to Adapt to the 4 Different DISC Behavioral Styles
- Natural Tensions and Disconnects between Styles
PART III – Individual DISC scores and Integrated Behavioral Diamond Graphs
- DISC Graphs [Natural & Adapted]
- Integrated Single Plot Behavioral Diamond [Natural & Adapted]
"The Bus Concept "NET TALENT" scorecard will forever change the game!"
Dr. Hartman’s most prolific graduate student Wayne Carpenter has spent the past 30 years translating Dr. Hartman's "How the employee business brain works technology that enables our clients to accurately COMPARE any candidate's Predictive Performance to their specific benchmark(s) with mathematical precision.
This tool uses sophisticated validated performance algorithms to measure and compare the Quality and Quantity of the Clarity, Personal Bias/Focus and Balance of the candidate’s thinking abilities to the needs of the job as defined by the benchmark and then creates a “Predictive Performance Scorecard” that plots the candidate's job fit score. This comparative (degree of job fit) information is presented via our easy to read Performance Dials that shows you with scientific certainty where the candidate scores using one of our 4 major Performance categories:
Low Risk/Strong Fit for the job (Consider this an "A Score")
- Situational Risk/Good Fit for the job (Consider this a "B Score")
- Conditional Risk/Marginal Fit for the job (Consider this a "C Score")
- Real Risk/Poor Fit for the job (Consider this a "D Score")
This revolutionary predictive scoring system virtually removes the guesswork from the selection process and gives you the objective scientific measurements what you want and need to use along with your review of the education, experience, track record and interviewing results of the candidate(s). This process will dramatically reduce expensive hiring errors and allow you ability to align the talent in your organization with your strategic business plan.
The Bus Concept Scorecard is the "Missing Ingredient" you'll want to use in order to get the right people on your bus and then put them in the right seats. Actually putting the right people in the right jobs will rocket you ahead of your competitors. It is simpler than you might think and the cost makes it a no brainer.
Contact us for your complementary demo.
This is the cornerstone of the Bus Concept system. It enables our clients to accurately compare any candidate or incumbent to the performance needs of a specific job.
Performance Zone reports can be generated against generic jobs such as:
- Tactical Mgt/Mid Level Manager
- Customer Service
- General Employment