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Need to be more virtual? Use this tutorial as prework for explaining the DiSC Model and the PPSS General Characteristics Report.
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Last year presented a lot of opportunities to think about ways to deliver training virtually. Here are some tutorials that can be used to improve understanding of DiSC when people are not attending a class. Please feel free to download this tutorial and use it with your clients.
DiSC Tutorial
DiSC Indra Tutorial
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| Inscape Products Aren't Solutions |
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However, they can be used to create solutions if you have the design skills and product knowledge to tailor the solution to your client's needs.
Check out the skill and knowledge development resources available at
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Or attend the DISC Practitioner Master Class.
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| In Next Month's Newsletter |
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A product grid for matching Inscape products to the eight skill gap areas identified by ASTD research
A coaching case study using ED Application Library Workplace Assessment and DiSC Indra to go deeper into role confusion and goal-setting.
Information on the nature of knowledge work performed by WLP professionals and the importance of communities of practice.
More online resources for skill and product knowledge development for DISC practitioners. |
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Pamela Cole
PsychTech Inc. |
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Greetings!
It has been a difficult year for many of us and I'm glad to be embracing a new decade. There is exciting work being done by ASTD in changing the image of the training practitioner to professional status through their CPLP certification program. Personally, I am quite happy to have the new designation of workplace learning and performance specialist as it does a much better job of describing what I do.
I encourage everyone working in the field to review the core competencies and roles for WLP professionals at ASTD Competency Model. The history of the development of the model and detailed descriptions of the competencies are described in Mapping the Future . These ASTD resources give WLP professionals clear guidelines for benchmarking thier skills and planning for ongoing professional development. |
 Good News for WLP Professionals
The Bureau of Labor Statistics Occupational Outlook Report for 2008-2009 has good news for DISC Practitioners. BLS has reported eight trends that have positive implications for the field of workplace learning and performance.
� Solid growth in work and jobs requiring advanced or specialized skills
� Management, scientific, and technical consulting services will grow 78 per cent
� Demand for these services spurred by the increased use of new technology and computer software and the growing complexity of business
� Professional and related occupations will be one of the two fastest growing and will add the most jobs
� Almost three-quarters of job growth will come from three occupations: computer and math occupations; healthcare practitioners and technical occupations; and education, training and library occupations
DISC practitioners with specialized skills in creating workplace learning and performance solutions can be part of 78 percent growth in management consulting services. Do you need to update your DISC WLP skill set? Check out the DISC Practitioner Master Training below.
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Groups of people have unique interpersonal dynamics that can be explored using DISC tools. DiSC PPSS includes a Behavioral Tendency Continuum in the Multiple PPS Report that can be used for facilitating a dialogue about a particular group's dynamics however the group size is limited to 15 people. I find the information more useful when looking at group dynamics and organizational culture if it is displayed in the circumplex map so I use the combined Indra?PPSS map even when DiSC PPSS exclusively.
DiSC Indra can display a group of any size and provides additional, detailed information on groups of 20 and under. A group map gives a quick snapshot of the group culture and the kind of energy that characterized the group. The image below is a snapshot of all levels within three different regional public accounting firms. The information becomes even more revealing when grouped by level (staff accountant, manager, partner).
DiSC Indra also has a continuum of 50 behaviors that can be used for a discussion about what strengths the group displays and what additional development might be necessary for achieving strategic goals.
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Beyond Four: A Master Class for DISC Practitioners |
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Several colleagues have approached me recently about providing some advanced DISC practitioner training based on the work I've been doing for the past five years. My area of interest is in extending and deepening the application of DISC knowledge to improving workplace performance. There are five areas where I see the opportunity for greater depth learning:
- Understanding the 2400 year history of the DISC model and what it means to the applied practice
- The added richness of four becoming sixteen
- Applying the model to self-development
- Applying the model to living, working and relating with others
- Applying the model to performance and managing behavioral expectations
This training will take place in Rhode Island in three, two -day sequentional sessions over the next 12 months. Because the content will build from session to session, continued participation will require attendance at the first session. Enrollment in this small group program will also include participation in an exclusive online community of practice. Practitioners with 5+ years of client experience with DISC may apply for this program. More details will follow in a separate mailing. Contact Pamela if you are interested in attending this training. |
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Missed the Webinars?
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Fortunately, we recorded several of the sessions so you can download the recording and listen on your own schedule. Look for more skill-building webinars in 2010.
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| This year I'm looking forward to collaborating with colleagues and clients to create new solutions so we can all thrive in the shifting sands of our global political and economic reality. The workplace learning and performance professional community has been chartered with the challenge of helping individuals and organizations bridge the ever-widening skill gap. I believe we have worthy work ahead in helping organizationss determine what skills they need to be competitive, what gaps exist in the competencies of their workforce and what learning strategies can be used to develop the necessary skills to meet their strategic goals.
Sincerely,
 Pamela
Pamela Cole
PsychTech, Inc. | |
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