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These case studies provide real-business
situations where these assessments played a key role in the
change that occurred.
Challenge
A manager in a communications company
was having many complaints brought against her from vendors
and peers on her communication style and unresponsiveness
to issues. This caused strained relations with internal and
external customers as well as vendors. Manager was placed
on 90-day probation.
Solution
A one-on
one coaching relationship was started with the manager
to help her gain new awareness and insight into her communication.
The DiSCŪ - PPSS report was done, this enabled the coachee
to gain greater awareness of her communication behaviors and
its impact on others. This was followed-up by the Listening Profile where the coachee was objectively able to view her
weaknesses in communication as well as gain greater insight
into others.
The insight provided from these two assessments revealed potential
blind-spots and provided the insight she needed to make changes
in her communication behavior.
Result
The probation was lifted in 60
days. Tension was eased and customers as well as vendors commented
on the improved behavior. A 3-month follow-up was completed
and the manager is still doing well and has had no more complaints
brought against her.
Team Instrument Used
DiSCŪ PPSS and Listening Profile
Challenge
A company was going through a rapid
growth spurt. There had been new leaders hired and some replaced.
Group dynamics between them was strained and roles were not
clear.
Solution
A one-day workshop was presented
around the DiSCŪ profile. Leaders gained insight into their
own behavior as well as that of the team. This increased awareness
allowed them to better understand each other and redefine
roles based more on individual strengths.
Result
Relations among the team members
were greatly improved, which had a direct increase in the
productivity of the team.
Team Instrument Used
DiSCŪ PPSS and Management Development
360 degree instrument
Challenge
Manager had complaints against
him from subordinates and his supervisor felt he was ineffective
at some of his duties.
Solution
One on one coaching was initiated.
The on-line DiSCŪ profile was used to surface some behavioral
awareness. This was followed up by the Management Development
360 degree instrument. As a result of the 360, the client
was able to see first hand how others perceived him and how
this was impeding his effectiveness. This gave him the objective
view he needed to better understand his behaviors and work
on them. Through coaching he was able to better understand
his behaviors and gain tools to make constructive changes.
Result
The same 360 degree instrument
was administered at the end of the Coaching relationship with
all of the same raters. The result was an across the board
improvement on every competency. Long-term follow up showed
greatly increased profits plus more engaged staff.
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PRODUCTS
