In This Issue

* A Note from The DISC Wizard
* Feature Article –Trust vs. Accountability – Which leads to better performance?
* Assessment of the Month – Brand NEW Team Behavioral Reports
* Teleclasses & Workshops

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A Note from The DISC Wizard

A challenge that most business owners and managers struggle with is striking a balance between trusting people to do their job and holding them accountable when they don’t.

I’ve notice that based on our own experiences, and personality and attitude toward people in general, we inherently lean one way or the other. Trust comes easily to some; not to others. Accountability seems easier for some; but really difficult for the rest.

Today’s article talks about the challenges of finding that balance and some resources that might help you – no matter where you find yourself.

Nancy (a.k.a. The Wiz!)

Feature Article - Trust vs. Accountability...

...Which leads to better performance?

It seems by reading the latest management books that there is a wide variety of opinions and theories on how to get the most from your people, what the culture of the workplace should be, and how to secure the future of your enterprise.

Even though we know that the sole purpose of a business is to turn a profit (unless you happen to be a non-profit), most of us also wouldn’t mind it being a relatively nice place to spend a third of our lives.

IS YOURS A “SWEATSHOP” CULTURE?
Maybe you’ve had the experience of working in a place that held people accountable (through intimidation, micro-managing, or some other negative force) but showed very little trust. If so, it was probably a stifling environment with very little room for enthusiasm, creativity, or ambition. You probably dreaded Mondays, lived for Fridays, and counted the days until retirement.

In cultures where there is little trust, employees…

Conceal their weaknesses and mistakes
Hesitate to ask for help
Hold grudges
Exhibit passive-aggressive behavior
Actively or passively resist directives

Managers in this type of environment say “so what, at least they are doing their job.” The problem is that is the most they will ever do. You won’t get any more effort but the bare minimum required to keep their job. And when you aren’t watching – watch out! Employees who work in this type of “sweatshop” environment have no problem with sabotaging the organization as soon as managerial eyes aren’t on them.

ARE YOU WORKING IN A COUNTRY CLUB?
On the other hand, perhaps you’ve had the rare experience of working in a place that trusted their employees without holding them accountable to any results. Rules were lax, structure was non-existent, and forget about meeting goals. These places are a blast to work in. People love each other, love their managers, and love coming to work. And why not? It’s like a country club!

A culture where there is little accountability…

Employees miss deadlines and goals repeatedly
Has too little turnover – as low performers will stay and hide
Managers resort to over-rewarding just to get required performance
Ultimately punishes those who are performing and rewards those who aren’t

Managers in this type of environment say “so what, happier people do better work.” Problem is they aren’t doing any work or at least not any work that leads to results. In these organizations, effort is recognized but actual results aren’t measured. This leads to missed commitments, deadlines, and goals. Organizations like this don’t often last long as they aren’t sustainable.

So the question is how do we strike the balance between Trust and Accountability? Have you ever heard the Proverb “there is nothing new under the sun?” This balance of trust and accountability has been addressed many times before.

In Stephen Covey’s book “The Seven Habits of Highly Effective People,” he shares a model for delegation that includes trust and accountability. In his story “green and clean,” he tells a story about assigning his seven-year-old son the job of keeping up the lawn. He didn’t tell him how to do it, only the outcome that he wanted. His son committed to the outcome and Stephen waited expectedly for the lawn to shine – green and clean.

Only that didn’t happen. A few days passed and he noticed that his son hadn’t touched the lawn. When he asked his son about the state of the yard, his son, knowing he had not kept his commitment, started to cry. “It’s so hard, Dad!” What’s so hard? Stephen thought to himself. You haven’t done a single thing.

But he did know what was so hard – self management, self supervision, self accountability.

While Mr. Covey was correct – that trust is the highest form of human motivation – it doesn’t preclude the necessity to hold people accountable. And by delegating the outcomes you want but not the “how”, you show that you trust your people to use their capabilities, resources, and creativity to deliver on their accountabilities.

SO WHERE DO YOU FALL ON THE SPECTRUM?
While many books have been written on the topics of trust and accountability, there are three in particular that I highly recommend. Which will be most helpful to you depends on where you think you are on the spectrum.

Is yours an accountability and results based culture that tends to over-manage but under-lead? You may want to check out Stephen M.R. Covey’s “The Speed of Trust”. As he proposes, it is the one thing that changes everything – including bottom line results.

Is yours a trust-based culture but in spite of you treating your employees very well, you’re not accomplishing your goals and objectives? Dan Kennedy’s “Ruthless Management of People & Profits” would give you the “kick in the butt” you need.

Or if you’re not sure where you fall on the spectrum but have a sense that trust leads to accountability and results (and you’d be right), I would recommend “The Five Dysfunctions of a Team” by Patrick Lencioni.

All these books are available at Amazon.com and come with my highest recommendation.

WANT TO USE ANY OF THE INFORMATION IN THIS ISSUE OF MY EZINE IN YOUR E-ZINE OR WEB SITE? You can, as long as you include this complete blurb with it: Certified Behavioral Analyst Nancy Roberts, founder of iNsights and "The DISC Wizard", publishes the bi-weekly DISC Wizard Ezine. To subscribe, go to www.discwizardonline.com.

Brand NEW Team Behavioral Report

The most effective teams have members who understand themselves, as well as each other. The TTI Success Insights® Team Behavioral Report not only defines team dynamics, but also guides team members to leverage behavioral knowledge for increased success.

By understanding the keys to communicating with others based on behavioral styles, team members can become more effective and increase overall productivity. The results of the team report will also identify the strengths of each team member to be sure everyone is in a position to contribute to team success with their fullest potential.

The TTI Success Insights Team Behavioral Report will help you detail the strengths, weaknesses, problem-solving abilities, communication preferences, and potential areas for conflict within each of the behavioral styles represented by the team. By recognizing, understanding and appreciating these factors, the team can achieve increased productivity and overall team cohesiveness.

For more information on the Brand NEW Team Behavioral Report, send me an email at info@discwizardonline.com. Or call 888.347.2949.

To view a copy of the NEW Team Behavioral Report, follow this link: http://www.discwizardonline.com/docs/teambehavioralreportexample.pdf

Teleclasses & Workshops

The DISC WIZARD Teleclass…

TOPIC: " How to Achieve Your Most Important Goals in the New Year "

DATE: TUESDAY, December 2, 2008, 4:00pm EST
(3:00pm CST, 2:00pm MST, 1:00pm PST)

WHO SHOULD ATTEND: Anyone who has set New Year’s Resolutions in the past and not achieved them.

Most people have goals. Weight loss, more money, better relationships, more time spent on things that are truly important to us. These are things we promise ourselves we will change every year. Yet year after year, nothing changes.

On this call, we will discuss several critical strategies absolutely necessary to reaching your goals. You will learn:

The number one reason most people don’t reach their goals
The biggest mistake you might be making that is sabotaging your efforts
How to set goals effectively for your DISC style
What you need to stay motivated all year long!

The monthly teleclasses are now a part of my DISC Wizard Apprenticeship Program. I am offering a 3-month trial membership for FREE. Along with the teleclasses, you will receive a copy of the brand new DISC Wizard Gold letter – the ultimate resource for DISC users and practitioners.

To check out this new program, please go to www.discwizardonline.com/ApprenticeshipProgram or call 888.347.2949, x1006 for more information.

*See* you on the call!

DISC Certification Workshop...

You Become the Expert Behavioral Analyst thereby eliminating your organization's biggest human resource challenges! With DISC Wizard Certification – you become the expert – no longer needing to rely on outside consultants and trainers to interpret the results.

If you’re not yet familiar with DISC behavioral analysis and reports, you need to be. These are on-line reports that give you more information on a candidate, employee or manager than you might learn in 6 months of working with them! For more information, go to www.discwizardonline.com/disccertification.

Alert! Brand New Certification Program that will change how you work with people forever...

Now You Can Learn The Secret
to Understanding Why
People Do What They Do!

Ever since the study of psychology began, people have been trying to understand and make sense of human behavior. Others actions don’t always make sense to us and we may find ourselves wondering “Why on earth do they do that?”

If you’re a user of the DISC behavioral assessment (or Myers-Briggs, Kolbe, or any other behavioral tool) it was probably a great relief when you learned about different styles or types of behavior. It gave you a way to relate to people and begin to categorize HOW people act.

But as you continued to use the DISC tool, you may have noticed something was missing. To read more, go here: www.discwizardonline.com/valuescertification.

About the DISC Wizard

My name is Nancy Roberts and I am the Original DISC Wizard and President of iNsights, a consulting and coaching business. As a consultant, trainer, and business owner myself, I help organizations get to the heart of performance – motivation and behavior.

I have been certified in DISC for over eight years and it’s been the number one tool requested again and again by my clients. I’ve continually been impressed by the impact it has had on individuals, teams, and organizations.

When I didn’t have the time to personally keep up with the growing demand, I created Train-the-Trainer options. Now I spend my time educating others to use this tool to provide the solutions their organizations need.

If you have any questions, please contact me at info@discwizardonline.com or call 888.347.2949, x1501.