Personal Development

DISC Self 360

Description:  With the DISC 360 online assessment, get the fascinating insight of how others perceive you on your own personalized, color-coded E-Graphs. You might be quite surprised because people frequently see themselves differently than how others see them. With The DISC 360 Observer Assessment, you can acquire a unique 360 degree view of yourself by inviting an unlimited number of Observers within the next 30 days to complete a DISC 360 Observer Assessment on you, as they see you. For more INFO and a sample report CLICK HERE.

EQ Emotional Intelligence

Research indicates that the greatest part of success lies in applied emotional intelligence. EQ has twice the power of IQ to predict performance. It is a better predictor than employee skill, knowledge, or expertise. It creates the ability to relate positively and constructively in both personal and professional settings. Emotional Intelligence may be defined as the awareness of feelings; ability to define them; recognition of their causes; and the controlling of these emotions to elicit optimal effectiveness. The major core skills are perception, understanding, definition, application, and management. These skills are vital to both intrapersonal and interpersonal engagement. Individual, team and organizational performance all improve with development and enhancement of these abilities.

“In the fields I have studied, emotional intelligence is much more powerful than IQ in  determining who emerges as a leader. IQ is a threshold competence. You need it, but it doesn’t make you a star. Emotional Intelligence can.” —– Warren Bennis

Emotional intelligence can be learned and improved. Effective training and coaching create enhanced performance at all levels. By implementing a coherent growth plan throughout an organization, significant improvements can be made. This growth is measurable and sustainable. The EIQ system produces the organizational climate and culture of peak performance and long term success.

The EIQ-2 System provides a comprehensive platform for development from individual performance through organizational excellence. This system provides a comprehensive set of tools that form an integrated learning experience.

EIQ-2 is focused on targeted results. It provides for high value, ease of application, return on investment and a multi-disciplinary approach designed to engage and involve learners at all levels. Customized support, professionalism, consulting, coaching and training assure unparalleled achievement.

Listening Effectiveness

Many experts believe that we retain only about 20% of what we hear. Listening becomes a real challenge, then, if we are trying to relate to others effectively or trying to do our job well. The average person can think four times faster than they talk or hear another person talking; this gives the individual 45 seconds in every minute for their mind to drift off and think about anything other than what the other person is saying.

Listening skills are a vital part of the oral communication process. As an active and attentive listener, you learn to hear what people are really saying. Good listening requires energy – we hear the speaker, we select information, we interpret information, and we respond in just a few seconds.

Working at being a good listener is just as important as making your ideas understandable to others. Most of us think of listening as a passive activity where we take in information sent by others. But active listeners are good at concentrating on the communication process (their own process and that of the other person). Active listeners are simply good concentrators.

Everyone understands the importance of good listening. At work, listening is important to our performance and the quality of our efforts. If we fail to hear instructions correctly, mistakes can cost time and money. If we fail to listen to clients’ complaints, our organization will lose business. Like skills for any other competency, listening skills need to be practiced in order to be mastered.

This Listening Effectiveness assessment will help you understand more about your relative listening skills. Research has shown that there are seven competency areas measured in the LISEP that contribute to good (or bad) listening. These are:

  • Predisposition/Temperament
  • Creating a Conducive Climate
  • Showing Positive Interest  
  • “Reading” the Speaker
  • Empathizing
  • Paying Attention and Concentrating
  • Understanding and Reflecting the Message

The first of these (Predisposition/Temperament) is different than the other six because it has an impact on all the other categories: An individual commitment to want to listen and a belief that listening is critically important are directly related to Predisposition and Temperament.

When you become an effective listener, your personal relationships will improve, more prospects will ask to become your customers, and your leaders will find ways to promote and reward you!

Time Management

If your bank credited your personal account with $480.00 every morning and then cancelled whatever part of the amount that you failed to use by 5:00 or 6:00 P.M., what would you do? Draw out every dollar and cent, of course!

Well, Time is like that bank: Every morning, we are each credited with 480 minutes in an eight hour work day, and 1,440 minutes in a 24-hour period. Every night, our “time bank” writes off as lost whatever we have failed to invest in a good purpose. It carries no balance forward and allows no overdrafts. Each new day, it opens a new account with us, and each night it burns the record for the day.

If we fail to use the day’s deposit, the loss is all ours. There is no going back, no drawing against tomorrow. We must live in the present—on today’s deposit. Invest in it to get the utmost in health, happiness, education, and service, and anything else that is valuable to you.

The Time-Management Effectiveness Profile has been designed to help individuals make the most of their time-bank investment. As such, it is intended to provide a useful way for the individual to rate themselves in a number of competency areas widely considered to be relevant to managing time well. This questionnaire is divided into seven segments that constitute an overall time-management “profile.” These are:

  • Predisposition/Temperament 
  • Preparation 
  • Organizational Ability 
  • Stress Management 
  • Delegation 
  • Managing Interruptions 
  • Results

Protect your priorities and most valuable asset: Time!

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