Managing in Today’s Workplace Participant Guide

March 21, 2018

Facilitated by:

Sue Gordon

Senior Human Resources Consultant

Building Leaders for Performance Results

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Learning Objectives and Agenda

Learning Objectives: Learn about the DiSC® model and the Everything DiSC® Workplace™ Map. Identify your style and explore the priorities that drive you during your workday. Discover the similarities and differences among the DiSC® styles and use the DiSC® model to

understand and work more effectively with those you supervise and work with. Understanding how to effectively work with the millennial generation. Develop tips and strategies for building more effective relationships to work more effectively

with one-on-one and team interactions.

Agenda Introduction Personal Characteristics Activity Workplace DVD & Group Discussion Styles Group Activity People Reading & Actions Working with DiSC Styles Supervising the Millennial Generation Insights and Actions

Quick DiSC® Cards

1. Color / Trait:_________________________________________________ 2. Color / Trait: _________________________________________________ 3. Color / Trait: _________________________________________________ DiSC® D – Dominance Motto DiSC® i – Influence Motto DiSC® S – Steadiness Motto DiSC® D – Conscientiousness Motto

DiSC® Styles in the Workplace

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Take notes on what you learn from the video.

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People Reading Guide

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Dominance - High D’s want others to be direct, straightforward, and open to their need for results. Be sure to make communication brief and to the

point respect their need for autonomy be clear about rules and expectations let them initiate action show your confidence in them stick to the topic Let them show independence Eliminate time-wasters Be prepared for blunt, demanding approaches seemingly lack of empathy seemingly lack of sensitivity little need for social interaction

Communicating By Style

Influence - High I’s want others to be friendly, emotionally honest, and to recognize the high i’s contributions. Be sure to approach them informally be relaxed and sociable let them verbalize thoughts and feelings keep the conversation light provide written details give public recognition for individual

accomplishments use humor Be prepared for • attempts to persuade or influence others • a need for the limelight • overestimation of self and others • overselling ideas • vulnerability to perceived rejection

Steadiness - High S’s want others to be relaxed, agreeable, cooperative, and appreciative.

Be sure to be systematic in your approach provide a consistent and secure

environment let them know how things will be done show sincere appreciation show their importance to the

organization let them adapt slowly to change Be prepared for friendliness to colleagues and

supervisors resistance to change difficulty identifying priorities difficulty with deadlines

Conscientiousness - High C’s want others to minimize socializing, give details, and value accuracy. Be sure to provide clear expectations and deadlines show dependability demonstrate loyalty be tactful and emotionally reserved allow precedent to be a guide be precise and focused value high standards Be prepared for discomfort with ambiguity resistance to vague or general information desire to double-check little need for affiliation with others

© Inscape Publishing

DISC Management Action Plan

Employee Name: _____________________ Employee DiSC® Style: _________ Meeting Purpose:

_______________________________________________________________________

_________________________________________________________ Based on this employee’s style how will you approach the meeting to increase your effectiveness when interacting with this employee?

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

____________________________________

When do you plan to meet with this employee? _______________________________________________________________

FOLLOW UP / DEBRIEF:

After the meeting, - How did it go? What went well? What did you find challenging?

What would you recommend doing differently next time?

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Identify an employee that you are able to meet in the next two weeks. Some possible reasons to meet may be to provide some feedback, delegate a project or task, follow up on some work. Use the People Reading Guide to determine the employee’s style.

Choose Your Coworker Exercise

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Working with the DiSC® Styles

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11 Tips for Millennial Management 1. Provide structure. Reports have monthly due dates. Jobs have fairly regular hours. Certain activities are

scheduled every day. Meetings have agendas and minutes. Goals are clearly stated and progress is assessed. Define assignments and success factors.

2. Provide leadership and guidance. Millennials want to look up to you, learn from you, and receive daily feedback from you. They want in on the whole picture and to know the scoop. Plan to spend a lot of time teaching and coaching and be aware of this commitment to millennials when you hire them. They deserve and want your very best investment of time in their success.

3. Encourage the millennial's self-assuredness, "can-do" attitude, and positive personal self-image. Millennials are ready to take on the world. Their parents told them they can do it—and they can. Encourage—don't squash them or contain them. They're always looking to provide input and ideas. Encourage them to voice their thoughts and opinions.

4. Take advantage of the millennial's comfort level with teams. Encourage them to join teams and provide a work environment that stresses teamwork. They are used to working in groups and teams. In contrast to the lone ranger attitude of earlier generations, millennials actually believe a team can accomplish more and better—they've experienced team success.

5. Listen to the millennial employee. Your millennial employees are used to loving parents who have scheduled their lives around the activities and events of their children. These young adults have ideas and opinions and don't take kindly to having their thoughts ignored. After all, they had the best listening, the most child-centric audience in history.

6. Millennial employees are up for a challenge and change. Boring is bad. They seek ever-changing tasks within their work. What’s happening next is their mantra. Don’t bore them, ignore them, or trivialize their contribution.

7. Millennial employees are multi-taskers on a scale you’ve never seen before. Multiple tasks don’t phase them. Talk on the phone while doing email and answering multiple instant messages—yes! This is a way of life. In fact, without many different tasks and goals to pursue within the week, the millennials will likely experience boredom.

8. Take advantage of your millennial employee’s computer, cell phone, and electronic literacy. Are you a Boomer or even an early Gen-Xer? The electronic capabilities of these employees are amazing. The world is wide, if not yet deep, for your millennial employees.

9. Capitalize on the millennial’s affinity for networking. Not just comfortable with teams and group activities, your millennial employee likes to network around the world electronically. Keep this in mind because they are able to post their resume electronically as well on web job boards viewed by millions of employers. They intermingle on sites such as Facebook and LinkedIn and rate your company at Glassdoor.com. Sought after employees, they are loyal, but they keep their options open—always.

10. Provide a life-work balanced workplace. Your millennials are used to cramming their lives with multiple activities. They may play on sports teams, walk for multiple causes, spend time as fans at company sports leagues, and spend lots of time with family and friends. They work hard, but they are not into the sixty hour work weeks defined by the Baby Boomers. Home, family, spending time with the children and families, are priorities. Don’t lose sight of this. Balance and multiple activities are important to these millennial employees. Ignore this at your peril.

11. Provide a fun, employee-centered workplace. Millennials want to enjoy their work. They want to enjoy their workplace. They want to make friends in their workplace. Worry if your millennial employees aren't laughing, going out with workplace friends for lunch, and helping plan the next company event or committee. Help your long-term employees make room for the millennials.

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Insights and Actions – Partner Exercise

What are three things you can implement from today’s training to be a more effective supervisor in today’s workplace?

Discuss with a partner and plan a follow up to discuss successes!