Teams function best when there’s a high level of trust among the members. Building trust in the workplace requires buy-in from each individual on the team. However, trust on a team starts with the manager. Managers can model trust by demonstrating vulnerability and setting clear expectations.
A new resource on our learning hub offers managers 10 strategies for building trust in the workplace, considerations for virtual and hybrid teams, and insight into how self-awareness fuels trust-building.
The 5 behaviors of a cohesive team—trust, conflict, commitment, accountability, and results—remain the same across environments. But on virtual teams, they can show up in different ways. That means leaders must show up in different ways, too.
A: DiSC does not measure specific skills, aptitudes, or other factors critical for a position; it describes one’s natural work behavior patterns or styles. That's why DiSC profiles are often used as part of the onboarding process, but are not recommended for pre-employment screening.
There’s no strong relationship between DiSC style and job success. Nor is there one DiSC style that’s best suited for a job type. Both job satisfaction and success are determined by many factors in addition to the personality traits DiSC measures.
However, some jobs do have a higher number of people with similar styles. This is only a modest trend and may only indicate that more people choose or are hired for that profession. For example, you might see several i or iD styles in your sales department. That might mean more i/iD styles go into sales, or that your hiring agents have a bias toward that style for sales.
As the Everything DiSC Manual puts it, “Although DiSC is not expected to be a strong predictor of occupational choice, certain occupations are expected to have characteristics that would be more enticing to people with specific DiSC styles compared to other DiSC styles.”
Your DiSC profile can’t tell you what career to pursue, but it can help you clarify what you might enjoy about different professional environments (e.g., stability, autonomy, collaboration, novelty). Reviewing your DiSC profile can remind you where you get your energy and what your core motivators and stressors are.
New: Monthly Catalyst™ webinar March 6 and the first Wednesday of every month at noon/12 p.m. Central Time (Chicago/Winnipeg) | 6 p.m. London.
Discover the features available in Catalyst and see the platform in action. Learn how to get your learners set up in the platform and discuss any questions you have with one of our DiSC experts. Register here »
Unleash the Power of Teamwork: a virtual showcase March 13, 11 a.m. Chicago/Winnipeg | 5 p.m. London
Presented by Wiley. Learn how the Five Behaviors® model teaches participants the critical behaviors and interpersonal skills needed to be effective team players. Each attendee will receive a complimentary Five Behaviors Personal Development assessment.Email us to register »
Chatstorm
When asking a question in a virtual training, whether icebreaker or content-related, try the chatstorm method on occasion: Have learners type their answers in chat but hold off on hitting send. Ask for a signal from each learner that they are ready, then have everyone hit send at the same time. This method can help avoid groupthink and ensure that each person gets to answer.
