#talentmanagement


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3 Lessons on Dominant Leadership From 3 Case Studies

 JUJITSU The Head of major Government Agency complained that his second in command was wearing on his nerves because of the constant second guessing and challenging of his decisions.  I recommended that the Head should identify a unique, clearly defined, and trackable area of responsibility and assign it to his second in command.  If the responsibilities were effectively …

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Critical Thinking and Conflict Management

Conflicts are inevitable. They are a natural part of navigating life’s unfolding events. As you reflect on this, be mindful that conflict may be external and internal. “Bad hair day” and “Getting up on the wrong side of the bed” are phrases that confirm the impact of internal conflict.  USING CRITICAL THINKING TO MANAGE CONFLICT  …

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4 Ways to Make Sure Your Next Hire is Not a Misfit

There is great deal of concern among employers about the frightening pace at which people are leaving their jobs. Work to replace some of them will have to be ramped up. Alas, another pitfall awaits organizations. It is the tragedy of a BAD HIRE. Less than one-third of persons engaged using traditional recruitment and selection …

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Why There Needs To Be a Different You in 2022

Could you commit murder? In the movie “The Push”, Psychological Illusionist Derren Brown uses social pressure to convince ordinary, decent, real-life individuals to become increasingly socially compliant until they commit murder. Have many of us have lost our objectivity because of social pressure? Can socialization and corporate culture strip us of our capacity to think …

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3 New Year’s Resolutions For Your DISC Style

The new year is upon us! It’s time to make resolutions and set goals for the future. But before you rush in, take a moment to consider your personality type. When deciding on resolutions, it’s important for each person to think about what will work best with their DISC behavioral style (Dominant, Inspiring, Supportive or …

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How Silence Messes Up Teamwork Plus A 4-Step Solution

What if the complainers are not your biggest problem? What if silence has deafened your ears to serious underlying issues? What if suffering in silence is masking serious discontent? Beneath S-Style Behaviour In our DISCerning Model of Communication, S-Style behaviour is represented as “Reserved/People-oriented”. Features include a willingness to overlook issues with the philosophy that …

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