DISCy Chicks – Détails, épisodes et analyse

The DISCy Chicks walk you through all twelve of the Driving Forces and where the pain points may exist, from a motivational standpoint. An example is about the motivator about relationships with others. The Altruistic motivator is all about being of service to others, being helpful. Their pain point can be their sensitivity to so many people being in need. How can they help ALL  these people! Then there is the intentional motivator. They are motivated to reach out to others for a purpose, not just to be friendly or helpful. Their pain point is when things get too bogged down in the conversations they choose to have with others. They would rather get what they need and move on. 

We hope you find this podcast helpful! 

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In this week's  DISCy Chicks Podcast meeting, hosts Martha Forlines and CindyJacoby welcomed guest Karen Nutter, who shared her experience with using the DNA competencies for job benchmarking to hire the best candidates, as well as succession planning. Karen shared the experience she has had in identifying someone to be a successor for her own business. One insight she had was that she and her successor complement each other really well. 

The main focus of the podcast is succession planning, where Karen emphasized the significance of TTI assessments and competencies in hiring and coaching, providing insights from her own experiences. The discussion also introduced Karen's Problem Solving Checklist tool, highlighting its application for coaching and client acquisition while stressing the importance of understanding driving forces for job satisfaction and for a good fit for the role her clients are trying to fill.

DISCyChick Podcast Video on FaceBook

DISCyChicks.com

BizHelp Consulting- Cindy Jacoby

Martha Forlines

Karen Nutter- CBK Advising

Join Cindy and Martha as they recap Season 6 of the DISCy Chicks- The employee lifecycle. The season follows the employee from candidate to leader and how the Trimetrics DNA assessment can serve you for years and years.

Enjoy!

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Job benchmarking enables successful hiring and onboarding
Join the DISCy Chicks now to hear how the job benchmarking process and assessments enable you to select perfect additions to your team! The data the Gap report gives to you makes that difference. Based on the job profile you and your subject matter experts created, a list of behavioral interviewing questions are created in your report. These questions require your top applicants to give testimony about their behavior and driving forces (motivations) that create success for the role. Then it's up to you to listen carefully to see if they truly have the qualifications to best fit the role. 

Cindy and Martha also share how this same tool fits into your best practice onboarding process. Sharing the outcome of their DISC Success Insights report and Gap report with the new employee and their manager enables both parties to understand how to best communicate and work with each other on day one! 

We welcome you to listen in on this powerful podcast, designed for your success! 

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Cindy and Martha walk you through the benchmarking process in order to understand the value of two reports you can use to make your best hiring decisions. 

The first report is called the gap report, which compares your candidates' assessment results  to the job profile report created from the benchmarking process. The report identifies where your candidate is within the benchmark profile and where there is a "gap" in your candidate's profile compared to the benchmark. Remember, there is no PERFECT candidate! Use this data along with the information from your interviews and a candidate's resume to make a hiring decision. 

The second report is called a comparison report that is used when you have two or more candidates being considered for the same job. This report compares and contrasts all candidates, side by side,  within the benchmark profile. Once again you get to choose who you think is the most qualified using the comparative data in the report. 

We have posted samples of these two reports in the resources tab on our website, DISCyChicks.com. Contact us directly via our website if you'd like more information about the job benchmarking process!

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The DISCy Chicks admit that while DISC is our go-to assessment, we also use a companion assessment  that beautifully complements the DISC behaviors assessment ...the 12 Driving Forces. This assessment measures a person's hidden drivers or what intrinsically motivates a person in life.  Is it pursuit of knowledge, helping others, making money or one of the remaining nine drivers?  Understanding what compels us to get out of bed as another step towards self awareness.  Realizing that others are likely motivated by different conditions, great leaders learn the key motivators of employees and candidates they are considering hiring. This assessment is used by Cindy and Martha in the job benchmarking process to ensure candidates are the right fit for the role and for the culture of your company as well as team building sessions. 

Listen as they walk you through all twelve of the driving forces. There are four primary motivators that truly "drive your bus" every day concerning decisions and choices you make. Then there are four situational driving forces that you use when you need them and lastly there are four indifferent motivators that you really don't care about! 

Whether you are selecting new employees or using this tool for teamwork, it enables a good job fit and improved communication and understanding of others among your team!  Another use of the tool is also for onboarding new employees with their manager, so they understand themselves in the context of their job and understand the behaviors and motivators of their manager and vice versa for the manager! 

We'd love to get your feedback on FaceBook about the 12 Driving Forces. 

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Join us this week as we interview Dana Cain, Director of Finance and Accounting for JES Holdings, a fully integrated real estate development business (that is a client of Martha's). Dana shares her story of becoming a finance and accounting leader and how she intentionally utilizes DISC Behaviors and Driving Forces in managing her team and relationships across the JES organization. 

Listen to some of her examples of applying this DISC tool to her selection and hiring process within her own department as well as introducing her leadership team and staff to DISC with teaming sessions that Martha facilitated over the past several years. This has enabled improved communication among her team members and has given her leaders tools to manage their employees performance on a day-in-day out basis. If an issue arises with an employee, they reach for their copy of the employee's DISC report to prepare for a constructive coaching conversation. 

Do you or your organization need help with leadership development, team building or selection and hiring? Listen to Dana's testimony, then reach out and contact us at discychicks.com !!

Swim with the DISCy Chicks as we dive into the job benchmarking process. Together we cover step by step the benchmarking process using the DISC Behaviors and Driving Forces assessment. Below are the primary steps of the job benchmarking process: 

The Who?

• Human resources professionals
• Key executives in the business
• Hiring Managers
• Recruiting firms 

What roles?

• High turnover roles
• Brand new roles
• Where there are departments with the same or similar roles
• Key roles in the organization - professional roles and key leadership

The How?

1. Brainstorming session with three to four subject matter experts that are actually doing the job.
2. Facilitate the discussion around the key accountabilities for the job- the reasons the job exists
3. Prioritize the accountabilities from most important to less important and how much time they spend doing these key accountabilities
4. Using these key accountabilities have the subject matter experts to take the DISC Behaviors and Driving Forces assessment for the job...not themselves. The results indicate the behavioral and motivational profile that increases the opportunity for a job and culture fit for the role.  
5. TTISI (our vendor) then consolidates the results so the optimal profile for the role is produced. Now we are ready for our clients screen and interview candidates and typically have the top two people to complete their own assessment that is compared to the job profile. A gap report is created to compare and contrast the candidates so the manager can make their best hiring decision. 
6. Other collateral benefits is the job data collected enables HR or the hiring manager to create, with pinpoint accuracy,  the job description as well as create precise job ads that attract the right people in the marketplace. Not to mention once the optimal candidate is hired the assessments can be used as part of the onboarding process for the new employee and their manager. 

So, listen to the experts talk through the many, many benefits to you hiring managers about job benchmarking!

Visit our website to download valuable resources that help you bring assessments to your organization!

We are delighted that Josh Hickock, CEO of Work Empowered was able to join us and share some of his career coaching secrets on how to  get noticed and land the perfect job.  Josh spent the first 15 years of his career as an executive recruiter in the banking and finance world. Eventually after years of feeling unfulfilled with that work, he decided to give up selling people on taking jobs and now he coaches successful professionals and executives on how to make the best and most fulfilling career moves they can-- even with the turmoil in the job market today! 

One of the first steps Josh takes with his coaching clients is to complete the DISC Behaviors and Driving Forces assessment. It's when they truly understand themselves that he is able to coach them about a more purposeful, fulfilling role that's waiting for them in the market place. In his previous life as a recruiter, Josh also used job benchmarking with his clients that yielded high quality candidates that were the right fit for the positions as well as the culture of the company.  

Not only does Josh share some secrets to getting noticed and stand out from the crowd, but invites our listeners to a free, live webinar on the topic,

Resources for you!

• Josh's webinar link: Create My Work
• Josh's  website link: Work Empowered
• Cindy's website: BizHelp Consulting
• Martha's website: MarthaForlines.com
• DISCy Chicks website: DiscyChicks.com
• DISCy Chicks on Facebook: DISCy Chicks Facebook Page 

Avoiding Bad Hires in Your Business

The DISCy Chicks understand the pain of miss-hiring! Listen in as they define a bad hire,  why it  happens and the hidden and not so hidden costs of hiring mistakes.  They reveal the collateral damage these mistakes have on your business.  Get the guide "1 assessment used 6 ways in hiring"

This week's session is the prelude to upcoming sessions on how assessments can be a valuable tool when hiring.  Did you know  job benchmarking enables you to have powerful interviewing and selection tools for you and those that hire others in your business?  

The Chicks also have special guests joining us this month to speak to the power of improving your selection and hiring skills and abilities through job benchmarking and the use of assessments. 

Stop your pain...listen and learn from Cindy and Martha!

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