The DISCy Chicks kick off season 8 with a session on dealing with conflict. Hey, conflict is a normal in the workplace, so we thought we'd address it head on!

Cindy and Martha started with a quick review of what DISC is for those listeners new to our favorite assessment. We dive into styles that are basically opposite of one another, like a high Dominant and a high Steady. First of all pace is very different for that high dominant (fast paced) and the high Steady (slower paced). A high steady can feel very overwhelmed by how aggressive a Dominant can show up! The truth be known, a dominant typically does not adapt their style do the employees that are different from their own way of showing up! The high steady is very relationship oriented, while the dominant is not so much.

We then go to the high Influencer and the high Compliant, again two opposites styles. The high influencer is trying to get an employee to their point of view, talking and persuading. The high Compliant is looking for details, which is not a strong suit for an influencer. So basically they are not giving each other what they are wanting and needing. This definitely can become contentious!

Next, we discuss a high Influencer and a high Steady. The good news is the are both relationship oriented; however their approaches are quite different. As you listen to our discussion,you will understand that the high Influencer energy can be too much for the high Steady pace and energy, resulting in conflict, which the Steady is not comfortable with.

Next up is about how a high Dominant and a high Influencer communicate. The high Dominant is all about the results, and sees people as a means to an end for those results. The Influencer is more sensitive and wants to make sure the people are on board and have what they need to accomplish those results. These two styles have very different approaches to how they lead their team.

Lastly, we address the High Steady and the High Compliant. Their pace is very similar, and their approach to communication is different. The Compliant is looking for accuracy and perfection, and typically may not communicate their needs to others, as the tend to be more self-reliant. The high Steady is gentle and can be as though row as the high Compliant, and the differentiator is they really care about their employees.

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The Driving Forces Stress Responses

The DISCy Chicks speak to how stress can affect each of us based on our primary motivators. Cindy and Martha have talked about the importance of understanding what drives and motivates us in our personal and professional life. The six domains of the Driving Forces are as follows: Knowledge, Utility, Power, Methodologies, Surroundings, and Others. We encourage you to watch our video on Facebook or listen to our podcast at DISCYCHICKS.COM, as we cover a lot of ground in this recording. If we look at the domain of Knowledge, we share with you how those that have Intellectual as a one of their top two motivators, under stress they may tend to suffer from burnout because of their need to gather so much information, which can be stressful. The other Knowledge driving force is instinctive, which is to seek information when they need it. The stressor for people with this motivator is to feel overextended just to stay current with the information they need.

We break it down like this for the other five domains of Driving Forces. Remember, gaining more self- knowledge can enable you to better manage your stress in your personal and professional life.

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In this week's DISCy Chicks Podcast meeting, hosts Martha Forlines and CindyJacoby welcomed guest Karen Nutter, who shared her experience with using the DNA competencies for job benchmarking to hire the best candidates, as well as succession planning. Karen shared the experience she has had in identifying someone to be a successor for her own business. One insight she had was that she and her successor complement each other really well.

The main focus of the podcast is succession planning, where Karen emphasized the significance of TTI assessments and competencies in hiring and coaching, providing insights from her own experiences. The discussion also introduced Karen's Problem Solving Checklist tool, highlighting its application for coaching and client acquisition while stressing the importance of understanding driving forces for job satisfaction and for a good fit for the role her clients are trying to fill.

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In this latest episode of the DISCy Chicks Podcast, hosts Cindy Jacoby and Martha Forlines introduce the Trimetrics DNA assessment, outlining its foundational sciences: DISC Behaviors, Driving Forces, and 25 Competencies used in most professional roles, with a focus on leveraging competencies for effective hiring and employee development. They explore the 25 identified competencies, emphasizing the significance of aligning these with DISC Behaviors and Driving Forces to enhance organizational fit and development of your workforce. The discussion includes interpreting assessment results, understanding actual competency levels, and the role of DNA Competency assessments in coaching and employee development.

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Succession Planning - Continued

In the latest DISCy Chicks Podcast, Cindy and Martha talk about the all important process of succession planning. They recognize the significance of this subject for small businesses that they both work with. The reason it is so important is to keep this business thriving if the owner is no longer available to run the business. They delved into key steps in succession planning, emphasizing talent assessment and identifying the most vital roles in the business. It’s better to include only key people in this process, due to the sensitivities of these discussions. The DISCy Chicks mention the use of their assessments to evaluate possible candidates for this important succession planning process, including the ability to compare internal and external candidates.

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Succession Planning

In the latest DISCy Chicks Podcast, Cindy and Martha talk about the all important process of succession planning. They recognize the significance of this subject for small businesses that they both work with. The reason it is so important is to keep this business thriving if the owner is no longer available to run the business. They delved into key steps in succession planning, emphasizing talent assessment and identifying the most vital roles in the business. It’s better to include only key people in this process, due to the sensitivities of these discussions. The DISCy Chicks mention the use of their assessments to evaluate possible candidates for this important succession planning process, including the ability to compare internal and external candidates.

@bizhelpconsulting

@marthaforlines.com

The DISCy Chicks Website

Episode Overview:

In this episode of the DISCy Chicks podcast, hosts Cindy Jacoby and Martha Forlines dive deep into the world of emotional intelligence from a physiological perspective. They explore what happens to our bodies when we experience stress and how the brain’s emotional center, the amygdala, can hijack our ability to think clearly.

The hosts break down the concept of the amygdala hijack, explaining how it impacts our reactions, decision-making, and overall emotional well-being. They share practical insights on how understanding the physiological responses to stress can help us regain control during emotionally charged situations.

In This Episode, You Will Learn About:

• What is emotional intelligence?
  Cindy and Martha discuss the basics of emotional intelligence and why it's crucial for both personal and professional success.
• The role of the amygdala
  What happens when the amygdala (the brain’s emotional center) takes over? Understand the concept of an “amygdala hijack” and why it makes us react impulsively.
• Stress response
  The physiological changes that occur in the body when we are under stress, including increased heart rate, shallow breathing, and muscle tension.
• Fight or flight response
  How the body prepares to fight or flee in moments of stress and why this response may not always be helpful in today’s world.
• The impact of an amygdala hijack
  How the fight-or-flight response interferes with our ability to think critically, leading to reactive behavior and emotional overwhelm.
• Practical strategies for emotional regulation
  Cindy and Martha offer strategies for recognizing when an amygdala hijack is happening and how to regain control of your emotions, including mindfulness and grounding techniques.

Why You Should Listen:

If you’ve ever found yourself reacting emotionally without thinking, this episode is a must-listen. Understanding the physiology of emotional intelligence can help you manage stress more effectively and navigate challenging situations with greater emotional resilience.

By the end of this episode, you’ll have a better understanding of how your body and brain react to stress, and practical tools to help you maintain emotional balance even when the pressure is on.

Connect with the Hosts:

• Cindy Jacoby: BizHelp Consulting or FaceBook
• Martha Forlines: Belief Institute or FaceBook

Subscribe & Share:
Enjoyed this episode? Don’t forget to subscribe and share it with your friends and colleagues! Tune in next week for more insights into how to harness the power of your mind and emotions.

Stay Connected:

• Follow the DISCy Chicks podcast on Facebook
• Visit our website: DISCyChicks.com

Thanks for tuning into this week’s episode of the DISCy Chicks podcast!

DISC Behaviors is an enabler for improved communication and collaboration for your teams. The DISCy Chicks review what DISC Behaviors is all about. The Influencer and Steady styles are relationship oriented and the Dominant and Compliant are more task and data oriented. Martha shares that one of her clients is fully integrating DISC in the whole organization, so everyone can speak the same language across the organization.

Another point is that styles that are very different from each other have the potential for conflict. This enables people to understand where the differences are occurring and how to work through these differences. Through conflict discussion, some of the best decisions can be made for the organization.

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