![]() ![]() Level 1 and Level 2 Certification process. Swan Consulting Group can help you prepare for both To help ensure the complete, accurate and ethical use of the SDI assessments, Personal Strengths Publishing, the creator of the SDI, requires that facilitators complete, at minimum, Level 1 SDI Certification. A detailed discussion will revolve around the various styles of interaction, with experiential opportunities that can be applied immediately in the workplace. In addition to gaining an understanding of their respective styles, each participant will gain an understanding of each of the other participant’s styles. Swan’s SDI-based workshops are designed to dramatically improve workplace communication by providing participants with the SDI’s common language regarding their unique styles of relating to others. This picture of personality makes it easier for people to understand the results and talk about them in a non-threatening, objective manner. Regions of the triangle suggest seven Motivational Value Systems (MVS) based on the locations of the dots and thirteen Conflict Sequences based on the locations of the arrowheads. Participants see their results as an arrow on a triangle and in the context of their group. It is an inventory that identifies each individual’s personal strengths and what motivates him or her under two conditions: when everything is going well and when conflicts or opposition arise. It’s a new level of understanding that enables our clients to communicate more effectively AND handle conflict more productively. At Swan Consulting Group-an authorized partner of -the SDI® (Strength Deployment Inventory) is a fundamental tool we use to help our clients understand their behavior and that of others under two conditions when things are going well, and when in conflict. It has made for very interesting conversations and has opened up communications channels that were not there before.Imagine how much stronger your relationships would be if you really understood what made people tick. As she says, "it is important for me to try and stretch the way I continue to interact with my colleagues to build that relationship and perhaps relate to their strengths more. Therefore, SDI helps Dawn Marie be more intentional about challenging herself to use strengths that she is not as likely to use on a daily basis. ![]() And all leaders need to adapt to different people and circumstances. HUB style leaders are great at hearing multiple opinions and building consensus. ![]() This means she is motivated by flexibility and wants to make sure everyone in her team is included. Now, Dawn Marie and her team make sure that they combine both elements in meetings to give everyone a greater level of comfort when participating and alternate ways to contribute to the meeting.ĭawn Marie also learned that she has a HUB motivation style. The results reflected a combination of both, but the choices fell very much along the team's SDI styles. Everyone was asked for their preference for either a "discussion and sharing format" or a "report back format" for these meetings. The team took a poll when they were evaluating their development team meetings. One way the TSO Development team has put SDI to work is by using it improve their meetings. Relationship-building techniques that you will be able to apply immediatelyĭawn Marie Schlegel, VP of Major Gifts and Donor Relations at the Toronto Symphony Orchestra, is one leader who has found great value in undertaking an SDI assessment.Effective ways to anticipate, prevent, and manage conflict situations. ![]() Ways to influence and motivate your team and colleagues.How your own motivation and values influence your behavior.This insight helps you choose the best approach for engaging people whose thinking and behavior appear much different from your own. With a focus on our Motives, the SDI 2.0 ( click here for a sample) provides a critical connection to a key leadership skill – the “art of influence.” It is easier to communicate with and influence someone when what’s important to them is understood. Relationship building is more than a soft skill, and the SDI 2.0 plays a direct role in helping us relate to others – building our ability to improve dialogue. Using Relationship Intelligence (RQ), the SDI 2.0 provides a common language for understanding what’s important. Rather than focusing on WHAT we do, the SDI 2.0® helps us understand WHY we behave and HOW we relate to each other. SDI 2.0 + Debrief With an Executive Coach ![]()
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