Jan 25, 2016

7 Tips to Managing Millennials in Manufacturing


Pat Dean is the Director of Recruiting at Advanced Technology Services and he gives 7 tips on how to manage Millennials in manufacturing. According to the his article, the 7 Best Ways To manage Millennials In Manufacturing are as follow:


  1. Let Millennials collaborate
  2. Let them work while on the go 
  3. Offer training and development opportunities
  4. Set clear career paths
  5. Be open to integrating new technology
  6. Create a mentoring program
  7. Give Millennials a purpose
The most important thing to do as a manager of a Millennial is to get to know them. They are well studied and eager to learn when the manager or mentor takes an interest in them. Use Pat Dean's 7 tips to help you adapt your managing style to fit the Millennial's work style.

Jan 19, 2016

7 Essential Leadership Traits!


What essential leadership traits should every leader possess?

According to the 7 Essential Leadership Traits for 2016, by Don Trone, Mary Lou Wattman and Steve Branham, the traits are as follows:
  1. Courage
  2. Purpose
  3. Passion
  4. Alignment
  5. Adaptability
  6. Accountability
  7. Resilience
As 2016 begins, leaders have already seen many changes within their organizations and industry and need to apply each one of these traits in order to deal with their challenges. Please share your challenges that you have faced and what traits or solutions you used to overcome those challenges. The best kind of learning are actual challenges and solutions that your peers faced, just like the articles uses the Apollo 13 CO2 scrubber challenge.

Jan 13, 2016

7 Workplace Communications Sins


Have you fallen victim to these 7 Deadliest Communication Sins by Skip Weisman?

1. Lack of specificity
2. Lack of respectful rebuttals
3. Lack of focus on desirable behaviors
4. Lack of immediacy
5. Lack of appropriate tone & body language
6. Lack of focused attention
7. Lack of directness & candor

By Resources Unlimited

Jan 5, 2016

5 Barriers that Kept Microsoft from Beating the iPhone!

Does your company's changes fail on a consistent basis?

Many companies fail at change because the company does not take into account the organizations culture. The organizations culture includes both the business side and the company's emotional side of the decision. According to Professor Quy Huy article, Five Reasons Most Companies Fail at Strategy Execution, Microsoft failed at beating the iPhone not because of lack of resources but because of its organizational culture.

Huy's identifies 5 barriers that most companies face when dealing with change. 

1. Mistrust and low sharing of useful and timely information
2. Low receptivity to effortful change
3. More talk than action, then misaligned action
4. Mechanistic action
5. Complacency

The key to success in any change within an organization is a good plan of action and an even better culture. To build a better culture, a company needs to figure out how to communicate with each other and DISC provides that common language between all employees. 

Dec 29, 2015

Happy New Years! Can You Identify the Friends DISC Style?


To start the New Year off right, Resources Unlimited has identified each of the DISC styles of the Friends cast while they pick their New Year resolutions. Our challenge to you, is can you identify the following DISC styles:

Chandler
Joey
Monica
Phoebe
Rachel
Ross

Good Luck!

By Resources Unlimited

Answers: Chandler: I, Joey: ID, Monica: CD, Phoebe: IS, Rachel: S, Ross: CI

Dec 15, 2015

Attitude Check!

As John C Maxwell said,

"People may HEAR your words, but they feel your ATTITUDE."

This quote rings so true in the DISC world. Many times people use DISC as their tool to assist them in communicating to others, especially those that have a different DISC style. However, sometimes the tool does not work as expected because their attitude is not in check with their words and approach. So the next time, you try to use DISC be sure to check your attitude before your approach.

By Resources Unlimited

Dec 10, 2015

Ripple Your Leadership with DISC

Has your company incorporated leadership skills from Chris Hutchinson book, Ripple: A field Manual for Leadership That Works?

If not, Kevin Kruse wrote a great article entitled, How to 'Ripple' Your Leadership summarizing Hutchinson's three step process to Ripple Your Leadership. 

1. Decide What Matters Most: Identify your values and lead with clarity and empathy around those values.

2. Chart Your Own Course: Establish a clear personal vision for your life with an end goal in mind. Begin working towards that goal everyday.

3. Know Where You're Awesome: Know your strengths and weaknesses to your benefit. If you do not know how to find your strengths and weaknesses, use a DISC profile that will identify them for you.

This is Hutchinson's three step process to Ripple Your Leadership. 

Dec 1, 2015

Using Personality Test to Hire and Employee Development



Over the Thanksgiving break, an article by Kristen Criswell, came across my desk entitled, Using personality Testing to Fill Positions and develop Employee Strenghts which addressed some of the uses of personality assessments within a tire shop. In this article, Criswell talks about the using DISC and Myers-Briggs assessments as part of the hiring process and for employee development

Resources Unlimited cautions companies on using Myers-Briggs and DISC assessments as part of the hiring process due to the recent Target case. That being said, certain DISC assessments may be used as part of the hiring process and Resources Unlimited would recommend using a DISC assessments that is researched, nondiscriminatory, validated, and has an adverse impact study proving these qualities. When a tire shop or any company uses these DISC assessments as part of the hiring process, they tend to have great success in retaining their new hires. Regarding Myers-Briggs assessments, Resources Unlimited would not recommend using this assessment as part of the hiring process as it is geared toward employee development.

Criswell also addresses assessments for employee development which both DISC and Myers-Briggs have exceled in historically. According to Criswell's article, "DISC profiles help increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems; facilitate better teamwork and minimize team conflict; develop stronger sales skills by identifying and responding to customer styles; manage more effectively by understanding the dispositions and priorities of employees and team members: and become more self-knowledgeable, well-rounded and effective leaders.” On the other hand, Criswell states, “Myers-Briggs assumes that people naturally select personality preferences. The testing does not indicate real or potential effectiveness in career, school or personal life, but rather shows how any individual sees the world.” As you can see both DISC and Myers-Briggs assessments can be effective in employee development.

I hope this tire shop can help you understand the benefits of using personality test within the workplace as DISC assessments have helped Resources Unlimited improve its team work.


Nov 25, 2015

Happy Thanksgiving!


From the Resources Unlimited Team!

Can you identify the DISC personalities at Thanksgiving Dinner?

1. The individual who serves the food:
2. The individual who carves the turkey:
3. The individual who leads the blessing:
4. The individual who sets the table:


Answers: 1-S, 2-D, 3-I, 4-C

Nov 11, 2015

Can Behaviors and Motivators Help Pick Stars?

According to the article, Are Companies Any Good at Picking Stars, many companies are having difficulty picking candidates or employees with "high potential." The people interviewed in this article reflected on their personal experiences regarding the search for high potential candidates to hire or employees to promote. Each interviewee struggled to find success from their past experiences in the process they used to find these individuals.

Can assessments help a company pick their next star successfully?

Resources Unlimited recommends changing the question to can assessments help a company fit the employee to the the right job? In Resources Unlimited's opinion, this is possible using the individuals personal Behaviors and Motivators. When using the Behaviors and Motivators assessments to place an individual in a job, the individual will naturally be motivated to do his or her job based on their personal driving forces. In addition, the individual's natural behaviors will be exploited by the job which will reduce his or her stress. Do you think that an employee whose behavioral strengths are required of them everyday and the job naturally motivates will be a high potential employee? 

We believe the answer is yes. If you agree, then your company needs to use assessments to help fit people to the right job rather than trying to define your employees "high potential." Every person has high potential when they are doing what they love to do!

Oct 30, 2015

Does Your Company Have A Simple Language To Understand Each Person's Personality?


Within Resources Unlimited, our common language is DISC. The DISC language has helped each person within our organization to better understand themselves and their co-workers personality. Understanding a person's personality, builds a culture with open communication lines and sincere enjoyment. In addition, the DISC language will reduce the companies people conflicts which every employer and manager's dream. So the question is, can you speak the DISC language?

By Resources Unlimited