- Producer24/09/2017Are Interviews a good way to hire the right people in an organisation?I love this question as it highlights every blind spot, that turns a deal breaker for the new talent to survive in an organisation. However, is Interview a good way to hire ? Yes you have the best of the processes to filter talent initially on the...
- Producer17/09/2017The Risks of MisinterpretationThe discussions on my last buzz were quite enriching, challenging and provocative to our minds. The need to see below the surface of human DiSC profiles was highlighted very strongly by Harvey Lloyd In one of his comments he mentioned that a D...
Comments20/09/2017 #80 Cyndi wilkinsWhen the dog bears it's fangs, it is best to throw them a bone;-) A little trick I picked up during my days as a letter carrier up on 'Rottweiler Ridge!' LOL!
All kidding aside...I find that when someone else's behavior is really niggling at me I have to stop and ask MYSELF... why??...Perhaps they are reflecting something to me that I need to re-examine within myself;-)19/09/2017 #78 Harvey Lloyd#74 I was a late bloomer in my communications skills. I either was on top of the situation or below the situation. Depending on strength of people involved. I had a long journey of self actualization and understanding the flow of conversation and its dynamics are based on what the intent was in the beginning.
Not much different in structure than a game of chance. With each role of the dice or segment of conversation we move the intent across the board. Initially it was about getting intent to full birth as i wanted. This didn't work out well, because it established a win-lose concept. People smarter than me were able to use that to their advantage within a very subliminal game.
Adding to the inventory of communications the Meyers-Briggs profile and the concept of Win-Win or No Deal really set my journey on a whole new path. From individual opportunities it became a sea of opportunities that we selected, worked through and moved on to the next.
There is no winning and loosing only movement between opportunities.
I am glad you hired yourself, i am not so sure i would hire me sometimes:) But i am a tough interviewer. I told myself i was going to tell mom you weren't playing fair in the interview. So i usually do wind up hiring myself.19/09/2017 #77 Harvey Lloyd#71 I am afraid you got my late night response, which usually tends to be more sarcastic than meant to be. Given today's education climate of competition, to some degree, we must discuss the impacts of competition.
Competition may obtain a result but there are consequences when this competitiveness is unrelenting. Competition establishes guidelines of success, pecking order and ultimately offers us a filter of perception when we walk out of the university. My definition of competition is really not between students but more the competition we create in our heads of comparison of success, between peers, professors and expectations of parents.
When experience meets these newly minted minds it gets rebuffed because they have the physical/mental trophy's of success. My youthful bliss was no different. I was just lucky as i had few people/mentors who helped me see the bliss in a way that i didn't just shutdown and run into the woods.
Today our youth are struggling with merging their intellect into a very experiential world. With any thought to what we are asking of them we can gain a sense of their dilemma.
I believe, as the experienced people, our job is to pass on what we have learned overlooking the, maybe, misguided charisma of knowledge.19/09/2017 #76 Ali 🐝 Anani, Brand Ambassador @beBee#73 on the contrary @Louise Smith. I love your honest comments for many reasons. A very important one is your authenticity. You don't color your words and is always referring to your own experiences. Your comments have authenticity which I enjoy immensely. Please keep on commenting.19/09/2017 #74 Louise Smith#56
This is based on your Influence and knowing that within influence we want to be understood- " make sure we can accurately reflect back to you, your POV." What is the reason for this? Can't believe I asked this question !
"Thanks for playing along. I do want to express though, success comes through many channels of emphasis. No letter is better or worst than another. Its only when we get in that proving ground of a letter that we get sidetracked from our purpose."
Yes it's a case of part to whole vs whole to part.
YES "This is not an accuracy thing as much as a preparedness thing. I read about the job interview process and how to be prepared, i don't see this as being much different. WIth the exception that if you missed the mark in assumptions the process allows for discussion while you regain your POV."
You can laugh about this - I have only done 5 job interviews in my whole life ! (excluding part time jobs when at uni)
The first was for my original teaching deaf children job but there was a shortage and I had the top practical marks so it was fait accompli !
The second was for my next teaching Japanese to High school students. The 2nd person on the panel was a HPE teacher and knew nothing about Language Teaching!
The last 3 were for a job after I graduated from Psyc with various NGOs.
I got one as an interviewer for prospective foster parents for children with high trauma & disability.
It was not really relevant & I didn't renew my contract after 3 months.
That's the good thing about going into my own private practice. I interviewed myself & of course I got the job !
Hopefully that's it !19/09/2017 #73 Louise Smith#68 @Ali 🐝 Anani, Brand Ambassador @beBee You never have to worry about my comments I will always try to frame them positively or neutrally.
Please let me know if any distress you !
Also please do not concern yourself with response time, you don't need that kind of extra stress. Also I am very patient!
"You do make me think and I have a lot to do having just read your super comments. " SNAP !19/09/2017 #71 Ali 🐝 Anani, Brand Ambassador @beBee#70 this is a challenging reply @Harvey Lloyd. The best theory is an applied theory with experience. Also, where is the wisdom in refusing experience without listening to the reasoning first? On what basis the young generation based their perceived wisdom? .this is another topic worthy of debating.19/09/2017 #70 Harvey Lloyd#66 Not sure if they are not listening as much as ideas or thoughts from dinosaurs just can't be relevant.
I believe this has to do with perceived wisdom vs experience wisdom
A book can teach a lot except, experience delivers application of theory in the real world under pressure.18/09/2017 #65 Harvey Lloyd#58 #61 I am afraid what @Robert Cormack refers to is beyond the DiSC system. DiSC makes the assumption you want to communicate more effectively.
I am afraid we live in a stereotyping world where things, situations and people get wrapped up in a label. Once in the label it's hard to break out.
Mr. Cormack carries the competitive dater label, really wanting to hear the end game when he finds the one. Transferring out of that label will leave many broken hearts behind.
- Producer14/09/2017Visualized LeadershipThe last few days have seen me engaged with a wave of email exchanges with Harvey Lloyd on many topics related to using the DiSC Profile in leadership, negotiations; reverse thinking, risk handling and team-building. All commentors on my last...
Comments22/09/2017 #141 Ali 🐝 Anani, Brand Ambassador @beBee#140 your comment is one of the driving reasons that triggered my mind to come up with a modified DiSC graph @Joanne Gardocki. In a weeks tjime I shall publisg this work. Yes it is not the same to be high or low on D for example. The two have different behaviors. I hope the modified graph will show this fact.17/09/2017 #140 Joanne Gardocki#134 "D" Decisive from DiSC inventory would equate to (PtC)Competitor and using anger/threats as a means to control. @Ali 🐝 Anani, Brand Ambassador @beBee when you mention a "D" that is motivated by survival may "bite" if touched, I believe we have crossed over to a DiSC "I" type, (PtC) Predator, that is motivated by Fear and operates from survival mode.17/09/2017 #137 Joanne Gardocki#134 @Ali 🐝 Anani, Brand Ambassador @beBee, the discussion with Stephen Willis was part of an e-mail conversation discussing some questions I had about PtC types and concepts. I will paraphrase the original.
The model I find most helpful is viewing relationships or interactions as energy exchanges. Any four quadrant model has participants using lower energy emotions in win/lose power struggles with others. I draw parallels between Power through Collaboration, DISC inventory and concepts on control dramas from a book series, The Celestine Prophecy, by James Redfield. Collaboration and liquid leadership are being modeled in video games and children’s movies (Inside Out (2015), Dinosaur (2000)), lending support, in my option, to the conclusion we are at an evolutionary crossroads.17/09/2017 #136 Joanne Gardocki#135 Thank you, @Harvey Lloyd , Servant Leadership does sound like a good fit for a fifth element. I just read this post to LinkedIn http://www.pdx-consulting.com/leaders---top-tips-from-dolphins-blog.htm which has a quardrant model and talks about dolphin characteristics in leadership. Dolphin strengths include empathy, open, creative, visionary. The model is missing a forth "lower" form as I would place dolphin on the ascendended Servant Leadership. The article references a graphic that "shows a snap shot of advancing growth mindset worldviews (or evolving styles of consciousness). They come from research by Frederic Laloux and Ken Wilber (also referred to by others simply as spiral dynamics)."17/09/2017 #135 Harvey Lloyd#132 I am unfamiliar with the PtC concepts and discussions. Given your question though i would propose that yes, a fifth element has emerged. Servant Leadership. This concept embodies the whole of leadership through serving with guided influence based on the broader principals of corporate responsibility (Internally and Externally).
Humans are the caretakers of organizations. Some leaders "take control" but control is elusive as you view the dynamics of an organization. I believe the popularity of personality profiling has gained review because our servant selves don't like what we see when the controlling leader herds creativity down a stifling path.
Servant leaders harness the best of humanity in each of their team members. I agree when we discuss the collaborative leader as the best. I see this as a view from the outside looking in. The word collaborative does explain what we observe.
From an personal discipline though, i would call it servant leadership as a personal paradigm. This results to collaborative opportunity.
Your question has extended the thought process and made me think. Thanks.16/09/2017 #132 Joanne Gardocki@Ali 🐝 Anani, Brand Ambassador @beBee, thank you for the innocent graph that pulls together complex issues. A few month ago I wrote Stephen Willis in the Power through Collaboration(PtC) group on LinkedIn with similar connections of DiSC profiles with the five PtC Types: Competitor, Preditor, Enslaver, Cooperator and Collaborator. There are an incredible number of parallels with four quadrant models. I am wondering if you are seeing an "ascended" fifth take shape in your discussions and musings? May your musings take you to places of wonder and back again to share with our world.16/09/2017 #131 Cyndi wilkins#128 Thank you for your kind assessment of my profile @Harvey Lloyd...I will work very hard to live up to that;-) In this I also agree...
"But more often than we expect its not really a power grab as much a scream of self preservation. To feel safe in a work or social environment, each of us require different signals. Also an environment i find safe can become very unsafe when i include my family."
You can bet your boots on that...How many people are easily manipulated when the well-being of their families is threatened. Most of us I'd imagine.
And I love your comment on Phil;s buzz...
"The skill of empathy can be deployed, but until we believe that we all share a journey and believe in each other it will be difficult to exact success from the
And to you @Ali 🐝 Anani, Brand Ambassador @beBee...thank you for allowing me to share a link to my buzz here...I would not do that without invitation;-)
https://www.bebee.com/producer/@cyndi-wilkins/respect-simplicity-and-humility#c616/09/2017 #129 Ali 🐝 Anani, Brand Ambassador @beBee#125 very true your comment is @Lisa 🐝 Gallagher. @Harvey Lloyd and I are trying to understand more how best to relate the WPD factor to the DISC profile. Some profiles are very logical for example and to find a way to awaken their passion is one of the issues that we are looking into.16/09/2017 #128 Harvey Lloyd#113 @Cyndi wilkins Your comments would state that you are probably a high S within the DiSC profile. I share that letter with you. With D being my dominate letter.
So this is something we share as being vigilante in identifying folks who destabilize and environment, no matter how they do it. I would want to note it is the motivation of the power grab/destabilizing, as i see it, that requires investigation before determination. I agree with your comments surrounding the sociopath power grabber.
But more often than we expect its not really a power grab as much a scream of self preservation. To feel safe in a work or social environment, each of us require different signals. Also an environment i find safe can become very unsafe when i include my family.
My larger point in the DiSC discussion is that we have the tools to discern whether we are dealing with pathological power grabs or if we are dealing with self preservation. A secondary point would be that we can help folks in the area of self preservation and reduce their stress levels and increase their creativity. Again, though, it would be difficult for me to assist the person who i have measured as a power grabber, so i must investigate.
We are talking a very few interactions before we discern the motives. Now once we identify the motives have at it in what ever course of action seems appropriate. I am afraid these days in the hype of media we tend to label and act. Frankl advised us, there is a gap between stimulus response and, we should use it to form our own opinion. Media is working hard with their polarization and labeling to close the gap, so we might agree and by the soap powder from their advertisers.16/09/2017 #127 Harvey Lloyd#122 I have given your question some thought and it is a good question. I believe we may start with WPD within a cycle of proactive processes. This is often met with some push back as others give immediate thought to ideas. This has the effect of diminishing our WPD and causing us to stop. So this brought the question forward how do some continue to hold on to WPD within adversity? Real or perceived.
Following this line of thought i believe i would answer your question by stating that WPD is a result. WPD is the result of many cycles of empathetic execution of goals and roles within life whereby you pushed through on small items. With each item growing in complexity that you have applied WPD.
The shield of faith grows around WPD as the scale of goals grows. One of the major bastions of great leaders is they believe in their people, goals and abilities. WPD is met with resistance but the cycles of success have created a defense system around the excitement.
All this to say that DiSC is one of the defense weapons we can utilize personally to protect our WPD when executing around our goals. Through understanding communications we may be able to reduce the impact of comments by others to simple misunderstanding and proceed with WPD.
The better we communicate in a goal oriented environment, the more cycles our WPD will survive. The more cycles, the more faith/confidence our WPD will mature in to.16/09/2017 #126 Lisa 🐝 Gallagher#59 Thanks so much for sharing my last buzz @Ali 🐝 Anani, Brand Ambassador @beBee, sometimes I get notifications that state "So and so and 3 others shared your buzz," but I may not know who the others were. I was in a nostalgic mood last night. It's a good place to be!16/09/2017 #125 Lisa 🐝 GallagherYou made many valid points @Ali 🐝 Anani, Brand Ambassador @beBee. You buzzes always amaze me because you mind is very deep. Without curiosity, I don't think I would enjoy life. It can lead us down paths we may have never dreamed of. Never lose the child within :)16/09/2017 #122 Ali 🐝 Anani, Brand Ambassador @beBee#120 thank you @Savvy Raj for commenting with such positive spirit. I equally happy that your observation is consistent with mine in that we practiced here the true effect of feedbsck comments.
Yes and it is amazing when we make others feel our curiousity to learn and to accept differences how discussions progress. The discussions here exemplify the value of leading with WPD factor prevailing.
You bring a new question to my mind. Even though it may sound trivial, but delving into it shows it is not. I hope you, @Harvey Lloyd and all great commenters here would consider it. To what level high level WPD leaders would need to know about the DiSC profile of his/her team members?16/09/2017 #121 Ali 🐝 Anani, Brand Ambassador @beBee#119 you truly remind us of the basics that we tend to forget @Deb🐝 Lange, Brand Ambassador @beBee. Curiosity and fear. I have just commented on the latest buzz by @Cyndi wilkins and she too brings these two factors in her buzz. Please Cyndi provide the link to your buzz as it is not easy to do now as I am using mobile phone.
Fear deprives us of curiousity. Even a fearful child shall be less creative and imaginative child that is allowed to experiment playfully his curiousity as your grandson is allowed to do Deb.
Your comment also reminds me of a previous comment here by @Harvey Lloyd in which he attended to the fact that D people may act sometimes because of thei fear.
We need to "Trust our emotions". To what extent can we do this if we act out of fear?
You bring many new thoughts and I am happy that you joined the discussions Deb.
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HR Manager8K buzzes
A Human Resources generalist, manager, or director plays a wide variety of roles in organizations. Depending on the size of the organization, these HR jobs may have overlapping responsibilities. In larger organizations, the HR generalist, manager, and director have clearly defined, separated roles in HR management.