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Business leaders: secrets of personality profiling

Business Leaders: Secrets of Personality Profiling!

Have you ever had a discussion with a client, employee or vendor that just didn’t click? Would you like to know how to communicate with people in business and in your personal life, regardless of how different their personality is?

A few years ago, I was introduced to the subject of personality profiling. By understanding the four different personality types, you can significantly increase understanding of board members, employees, and even your family. You will
experience amazing results. The personality profiling system is called DISC testing.

The letters DISC stand for the four prominent personality types. All people fit into this scheme in one way or another, and are usually a combination of a least two of these types. These types are as follows:

High D stands for dominating.
High I stands for influencer.
High S stands for steadiness.
High C stands for compliance.

Let’s first take a look at how to use DISC testing to develop a team, and then study how to use this system to communicate more effectively with prospects and clients to really enhance your abilities in any endeavor.

Most property managers and some company or board presidents will find that they fit into the High D category. If you are a High D, you’ll be the driving force in your company. You are the leader. You are the quarterback of the team. You are innovative and organized. You want quick results. You want everything abbreviated, because you have the ability to quickly assess a situation and make a rapid decision.

Although all these are outstanding qualities, you, (High D’s) have to remember that Rome wasn’t built in a day. Just because something has been discussed, it doesn’t mean that the task is immediately accomplished by waving a magic wand. You need to learn to be more patient and to listen more often. Most importantly, you need to realize that the rest of the people in your world are trying frantically to keep up the rapid pace you have set for yourself.

If you are just a bit friendlier, and make an effort to compliment your staff on a job well done, it will go a long way in gaining their trust. They will then feel more comfortable in approaching you with new ideas, or with problems they may have

Let’s take a look at high I. The high I personality, or the influencer, is a very social person. I find that many great sales people fall into this category. They are the master net-workers. They are charming and upbeat, with loads of team spirit, and are instinctively great communicators. This is the type of person who is motivated by popularity and acceptance.

Give the high I on your team lots of interaction with clients and prospects in order to fulfill their social needs. They need to be able to interact and socialize—this is very important to them.
The High I typically lacks organizational skills, and will need help from the high D on your team in this area. They will also motivate others towards the common goal.

They are the cheerleaders on the team. They are the people who work the room at a cocktail party, and often walk out with fifteen to twenty business cards. These are the people who are at various events at CAI, MHA, Twin West, etc.

Let’s examine the high S. The high S person is noted for loyalty. These are the team players. These are the people who have an amazing ability to add a personal touch that sets the team apart from their competition.

As long as the High S has a clear understanding of the business model, they will carry it out with extreme devotion, because they crave a stable environment to work in.
They are characterized by their ability to maintain deeply loyal relationships, because they are motivated by safety, security, and recognition of that loyalty

However, if the high S has a disagreement with others on the team, watch out! They will be inclined to hold it inside, since they don’t like conflict or sudden change.

To complete our tour of the four personality types, let’s look at the high C. High C personalities are the analytical problem solvers of the world. They border on being compulsively meticulous. I’m sure you have most likely had clients along these lines.

High C’s have the ability to offer creative solutions to complex problems, because they deal well with facts and calculations. This is your classic engineer. At the same time, they are inclined to focus so much on the hard data that they omit the human factor. They can over think the situation, and quite literally make a mountain out of a molehill. When you need a solution that requires close attention to detail, the high C will strive for perfection, and will set an excellent example for the team to follow.

You may find that their attention to detail slows things down too much. This is especially true if you are a high D. The high C likes to work at a snail’s pace, while the high D is running 100 miles per hour. C’s are the folks you dread in the homeowner association; because they are nit-picking every single detail and they cause you lots of headaches.

By testing yourself and your team members, you can gain insight into why certain people click, and how to approach each other with the most favorable outcome in mind.

I have provided you with a cursory DISC test. This test will enable you to assess someone in an initial conversation. This is not a supplement to a DISC test—the full test is in excess of 100 questions. However, there is a way to be relatively sure of someone’s personality profile by just asking yourself a couple of questions:

Question #1: Is this person more assertive, or more reserved?

Question #2: Is the person more logical, or more emotional? This question may take a few more seconds of conversation for you to answer, since it is a bit more difficult to determine the answer.

Let’s imagine that a new prospect named “Tom” calls to talk with you about the possibility of hiring your property management company. During the conversation, you ask yourself the first question about Tom, “Is he assertive or reserved?”

You notice that he asks lots of questions, and is very forthcoming with information about what his wants, needs, and concerns are. You don’t have to draw information out of him because he is telling you what he wants. You notice that he’s taken control of the situation, and you are having a tough time getting a word in. This means he is assertive.

Since a D and an I are assertive, you’ve determined that Tom is either a high D or a high I, and you are now working within the top half of the quadrant only. An S or a C would be much more reserved.

You then ask yourself, “Is Tom more emotional or more logical?”

He often uses the phrase, “I think.” (instead of “I feel”) He takes time to evaluate his options and to crunch numbers. This leads you to believe that Tom is a logical thinker. The two logical thinkers are high D and high C. However, since you’ve already eliminated high C by asking the first question, we’ve identified Tom as a high D.

Once you’ve established a prospect’s personality type, you have a better understanding of how they process information. This understanding is key to communications.
Let’s continue with Tom. You’ve figured out that he is a high D. You can know put to use your knowledge of the high D personality type. You know they don’t want to take too much time out of their busy day to speak with you. They want things to happen quickly, and they are fast decision-makers. You need to be brief, to the point, and as efficient as possible.

On the contrary, if you have a high I, things are different. On the grid, we have an assertive person who is emotional. With a high I, you want to take some time to ask about their personal interests. You want to ask what they did last weekend, and about their family. Get social, because they relate to that. When you have future appointments with them, be sure to schedule extra time to accommodate their need to chitchat for an extra ten minutes. These touches aren’t to manipulate a person, but to honor them by communicating in their preferred fashion, even if they aren’t aware of what that is.

Let’s say you’ve determined that this person is a high S. Now we are looking at the bottom-right corner of the grid, which represents reserved and emotional. You need to win the trust of a high S. They are loyal team players. If you can make them feel a part of the team, they will champion your cause to the degree that they will be an additional sales rep out in the field.

Don’t be too aggressive when you speak with a high S, because they need to absorb information at their own pace. You must provide them with solutions that speak to their needs of security and stability. They are very family-oriented.

The final personality type you might run into is the high C. Quite frankly. C’s can be the most difficult people to work with. (Except my wife, who is perfect in every way.) They are very logical and very reserved. They are going to be low-key, and have a long thought process. A high C doesn’t want to listen to a fast-talking person. Deliver information at a slow pace, and deliver facts only. They don’t operate on emotion. These people do very well with spreadsheets.

When receiving a referral from someone familiar with DISC, I might hear: “This person is a high C.” I immediately know that this person will need time to determine whether to work with me, and that they will want to see the numbers in detail. They will also ask lots of specific and detailed questions that I’ll need to be prepared to answer.

In conclusion, working with members of your extended team in utilizing this process is very helpful. The best part about this is that the client wins. They are being treated in the way that works best for them.

Publisher’s Directions: This article may be freely distributed so long as the copyright, author’s information, disclaimer, and an active link (where possible) are included. Disclaimer: Statements and opinions expressed in the articles, reviews and other materials herein are those of the authors. While every care has been taken in the compilation of this information and every attempt made to present up-to-date and accurate information, we cannot guarantee that inaccuracies will not occur. Steve Hoogenakker will not be held responsible for any claim, loss, damage or inconvenience caused as a result of any information within these pages or any information accessed through this site. Steve loves his wife Teri Hoogenakker and their kids, Paul Hoogenakker, Kirsten Hoogenakker and Gerrit Hoogenakker very much.

This article written by Steve Hoogenakker of Taylor Made Landscape. Steve has 20 years in leadership and management. He can be reached at Steve@Landscape.Pro.

Despite the need to keep earning and the desire for many people to launch new careers, many of us feel the need to keep a low profile in times of financial uncertainty – playing our cards close to our chest, maybe waiting until the storm blows over before we invest our money in new ventures

Despite the need to keep earning and the desire for many people to launch new careers, many of us feel the need to keep a low profile in times of financial uncertainty – playing our cards close to our chest, maybe waiting until the storm blows over before we invest our money in new ventures. Serious consideration must be applied to starting any new enterprise but it’s actually a fact that a time of financial downswing can represent an opportune time own a franchise. Franchises represent safety in an uncertain world and have long enjoyed their standing as business models that consistently fare better than ‘start from scratch proprietor-managed businesses. It is shrewd for anyone wishing to be their own boss to go for renowned brands instead of setting up self-governing concerns – especially now. People show a propensity to be noticeably self-protective of their money and are more wary of spending it sensibly during a recession. They feel more comfortable obtaining merchandise and services from trustworthy businesses whose names they are familiar with.

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            It is nevertheless a time for caution: Tempting though it may be to put money into a into a franchise with a famed fast food company, for example, the overblown price tag related to doing so often proves unaffordable for many investors. The prudent investor will ask themselves if fast food outlets are going to experience a rise in sales during a recessional period, or will turnover drop? Probably these businesses will notice their sales figures falling, as people determined to economise opt to forgo little luxuries like take-out dinners. Even though the larger recognized groups are attractive to certain investors these corporations, despite their size, can’t always guarantee affluence for the franchisee.

            Automobile dealership franchises also seem to offer very rewarding opportunities, but the auto industries are also forecast to see less consumer activity in the near future. So many people will decide to keep their old car on the road instead of buying new.

            So don’t be lured by these high-priced franchises – take into consideration the more modestly priced alternatives. This is very important for those who wish to invest in a franchise and launch a new career for themselves during a recession.

Being confident about what type of franchise to acquire can make the difference between a sink or swim situation in today’s climate.

            Industries that need high priced real estate locations, bespoke apparatus or a large volume of supplies to function will require considerably high investments from the budding franchisee. Putting large sums into any business throughout a time of financial slump can be compared to committing all your eggs to one basket – and doing so even if you you’re not sure the basket can take the strain. It’s risky, to say the least.

            Secure opportunities for investment are consultancy franchises, Internet or online businesses. These franchises are very reasonably priced, they can be managed with ease and lend themselves to being smoothly operated as home-based businesses. This is an immense advantage as key tax bonuses can be incurred by those who use their homes as their workplace.

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            WSI is an Internet consulting company which offers international franchises. They service small and medium business with professional technological resolutions – their purpose being to enhance their clients’ web presences, engender custom and improve sales and earnings.

Numerous businesses these days want to move with the times and aspire to make money from internet activity and WSI has an anticipated increase in patrons in recessional years, whereas the larger corporations, aforementioned, will evidently expect a drop in sales.

            It’s simple to become a consultant for WSI, even newcomers to the world of technology can submit an application as complete tuition and back up is a primary part of the company’s franchise package. The franchise fee is also modest. At just $49,700, this is one of the most reasonably priced business opportunities to be had at this time. High returns can be yielded from a low investment.

Often, as leaders within an organization, you are asked to lead a team of people in a certain direction and you do so to the best of your abilities

Often, as leaders within an organization, you are asked to lead a team of people in a certain direction and you do so to the best of your abilities. But then, you get a call from the powers that be requesting that you change the direction your team is headed and to do it quickly. This can be a very tough position to be in. After all, your team has probably spent a lot of time, effort, and energy on the previous project and now they instantly need to switch gears. Frustration will quickly seep into the minds of your team members.

So how can you communicate with your team in such a way that it will diminish any frustrations or concerns? You can accomplish this if you simply relay, relate, and rally. 

Relay: First you obviously will need to relay the message to your team. Be direct when you relay the message. There is no need to “huff and puff” out your personal frustrations with the decision when you share it with your team. If you show your own frustration, you open the door to a whole mess of complaints and whines from your team. You are the messenger; relay the message clearly and concisely. Also, be as neutral as possible when sharing the message. You don’t want to fall into the trap of bad-mouthing the person who made the decision or make them out to be the bad guy. Don’t play the “victim card” either. Yes, you and your team have to deal with the consequences of the decision, but painting you and your team out to be the victims of the evil higher-ups will not get you anywhere. Your team will quickly take your emotional lead, so be aware of your tone and attitude. 

Relate: Once you have shared the decision with the group, now you can relate to their feelings. This does not mean that you open the flood gates by saying, “Oh, I know how you guys are feeling. I can’t believe they’re doing this to us. I mean, who was the idiot who came up with this idea? Do they know what we have put into this project already?” This kind of talk will only create more anxiety and stress for you and your team. Instead, let your team know that you understand what they’re thinking and feeling by relating it to a previous, outside situation. That means you should share a story about a time in your life when something similar happened, when you were forced to take an unexpected turn. You felt what they are feeling now, but everything turned out okay in the end. It is best if you can choose a story about a similar situation but is not about your current company. This way you are able to relate to their feelings by describing a past situation without sounding like you’re being passive aggressive to your current employer. 

Rally: Lastly, you want to rally your team into feeling better and more proactive towards the new change. You do this by laying out the next action steps in a positive manner. You also want to use a concentrated amount of “we statements”. This means that instead of saying, “So all you guys need to do is….” or “And your next steps are simply….” You should rather say, “So all we need to do is….” or “and our next steps are simply…” This way you are keeping a strong sense of “team” within the group rather than separating yourself from the team. 

Facing a quick and sudden change within an organization can present many difficulties and quite a few headaches for a leader. However, if you use the relay, relate, and rally method, your stress level and frustrations will diminish because you’ll have your team in gear and on your side.

A new product, the absence of the concept, it is difficult to wake up consumer awareness of potential heart desires, limited in the current competitive market share in the face of excessive homogenization of products has severely constrained its growth pace, this is like the red sea strategy blindly limited space in this already competitive market, but think of how to further expand the blue ocean strategy

A new product, the absence of the concept, it is difficult to wake up consumer awareness of potential heart desires, limited in the current competitive market share in the face of excessive homogenization of products has severely constrained its growth pace, This is like the Red Sea strategy blindly limited space in this already competitive market, but think of how to further expand the Blue Ocean Strategy.
About the concept of products, generally refers to the unique concept of consumption with the market prospects and unique original new products. Its introduction, must be based on market-oriented basis, through rigorous scientific investigation and thoughtful analysis of a comprehensive trade-off, consumers must be clear objectives and be able to meet the objectives of consumer demand, and must investigate the market potential and market capacity. Haier Group CEO Zhang said that the premise of creating a market is to create the concept, is particularly incisive.
Take the ceramic industry is often regarded as a model of the appliance industry study, the Haier launched the DC high frequency pairs of fresh air, the first in the industry introduced a new concept of the Trinity. TCL air conditioner is about “the long-term energy saving is the real” rate of energy standards for new, first proposed the differentiation of “high life” concept. Changhong air conditioner is to spend 50 million and two three-strong hand in the insurance giant, to create a domestic appliance industry and the insurance industry, “shelf life + insurance” set a precedent for joint marketing. Galanz air conditioning is another way to focus light to create high-end air-conditioning. Oaks as the air conditioning industry price war initiator, it is where there is a price war, where there Oaks.
Thus, the household appliances their unique advantages are very clear, also has put forward the concept of the market and targeted persuasive. Seen in this light, as a concept product, meaning it has its own unique expression and extension of technology, in addition to highlighting their advantages through differentiation, but also from a human perspective to the consumer side of our core competitive advantages to challenge opponents to conquer new territories and gain greater market share.
In general, the concept of products in addition to its own unique characteristics, the need can be provided with the core interests of the point, it needs to lay a few cards the following:
First, the market to adapt to a license. In terms of the concept of product compared to other products, targeted strong point of the core interests, to stimulate demand, stimulate buying interest, from the character speaking, it should be determined by the consumer market and the ability to personalize to meet consumer demand, while there sufficient market potential and future of space can be continuity.
Second, the market leader in card. In recent years, endless variety of products, some companies lack core technology, often flocked to race to the bottom of homogeneous products compete for limited market prices down to the sea, in order to survive, some play “technology licensing” Some play the “marketing brand”, and some play “service brand”, “experience card” so numerous, in fact, as there is nothing new, the concept of a personalized product should have the market forward, in time and timing ahead of competitors or the market has not yet appeared. Introduced the concept of such products, companies gain market opportunities to win the first position. A typical example in this regard is the introduction of Hainan Yangshengtang series of innovative products.
Third, market innovation card. As we all know, due to brutal competition in the market continue to pressure the homogeneous products of living space, so the concept of product promotion a success after the formation of consumer trends, usually found in a large number of followers. Business concepts or technologies must be able to set up barriers to prevent competitors follow-up beyond, the concept of sharing the results and benefits of products to ensure that their products can become the biggest beneficiary of the concept.
Fourth, the market brand extension. In addition to a concentrated focus on the core interests of the spots, the long-term market development is concerned, should have the brand-oriented extension of context, specifically, is the ability to project a concept product line extension as a concept, a concept product group, which expand the concept of product portfolio and enhance overall competitiveness.

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