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My companies weren’t scalable (at the time, I had no idea what that word even meant). I wanted to be an autonomous owner but didn’t have the tools or knowledge to do that. When my wife, Joan, and I went to Sandler’s headquarters in Baltimore, you’d think it would’ve been an eye-opening revelation for us both. But after sitting down with Sandler’s leaders, I told Joan I didn’t think there was any way we could do it. I was too busy. It was Joan who said, “You cannot not do this.” Joan has been instrumental in the success of Sandler Training. When she told me we had to seize this opportunity, I was surprised. She is a very retiring, kind, and humble person, but when it’s needed, she can also bring the heat. To me, one specific moment illustrated her driven nature. When she was the president of the National Association of the Remodeling Industry (NARI) the vice president came up to me one day and said, “You know what I love about your wife? She can tell you to go to hell, and you’ll enjoy the trip.”
While the decision we made would change our lives forever, how we came to it was far from customary. To find out how the story continues, tune in next month. You’ll learn all about our unorthodox beginnings and why I had to carry a roll of duct tape with me at every sales meeting.
–Jim Stephens
EXTENDED DISC BEHAVIORAL ASSESSMENT WHAT CAN THIS TEST DO FOR YOUR COMPANY?
S. A person with a high S score is considered patient, loyal, team-oriented, and relaxed. These are the steady relators: They are reserved or tense, their emotions are the hardest to read, they are fine being in a group if there is no conflict, and their biggest fear is change. C. A high C score is indicative of someone who is a perfectionist, accurate, systematic, restrained, and careful. They are the compliant individuals in an organization: logical, risk-averse, and calculated. They’re driven by project completion and interested in facts, and their biggest fear is criticism of their work. from which you can have a productive dialog with people. From there, you can unearth problems and find resolutions that generate a great working relationship. If you’re interested in learning more about Extended DISC, head on over to our blog and check out episode 132 of our podcast entitled “How to Succeed at Uncovering Pain Using DISC.” Taking the DISC assessment levels the playing field and helps you build a platform
Behavioral tests are becoming standard practice for many growing companies. Their popularity is growing at such a rapid rate that the sheer number of options can make you dizzy. Their rise in use isn’t by mistake. These evaluations are an invaluable tool for improving a company’s internal and external communications. INTERNAL COMMUNICATION By understanding a person’s natural tendencies and how they interact with their co-workers, you can improve the overall standard of communication. The ability to work better together will help teammates reach meaningful conclusions more efficiently and effectively. When you reach a mutual consensus internally, it reaps rewards externally. EXTERNAL COMMUNICATION How you engage individuals outside your company’s network is important to the success of your team. How people see you can give you a better sense of what adjustments are necessary to affect change in business transactions. A fundamental understanding of your own personality can
also give you a better feel for how other people want you to communicate with them, whether they are reserved or active, and whether they are project-oriented or people-oriented. The DISC assessment provides you with one of four results explaining your natural and adapted communication style. We use the Extended DISC model. Read through our quick breakdown and take a guess at where your natural style falls. D. An individual with a high D score is often described as self-reliant, a risk taker, realistic, competitive, demanding, or domineering. These are the organizational drivers: dominant, direct, and to the point. They are active communicators, and their biggest fear is being taken advantage of. I. Someone with a high I score may be referred to as emotional, influential, sociable, impulsive, confident, and enthusiastic. These are the influencers: outgoing, engaging, and social. They want everyone to have fun, and their biggest fear is social rejection.
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