What You Should Know About DISC Certification

(This article was first published on PeopleyKeys, and has been adapted for this publication.)

Curious about unraveling the secrets of human behavior? Lifeskills Institute’s DISC certification offers the key. In the realm of personal development and organizational growth, DISC certification stands out as a valuable credential for professionals seeking to enhance their understanding of human behavior and improve workplace dynamics. Whether you are an HR professional, a coach, a manager, or simply someone interested in personal development, gaining DISC certification can provide you with essential tools and insights. Here’s what you need to know about DISC certification.

Understanding the DISC Model

DISC is a behavioral assessment tool that categorizes human behavior into four primary personality types: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each type has distinct characteristics:

  • Dominance (D): Focuses on results, is driven, and enjoys challenges.
  • Influence (I): Prefers social interactions, is persuasive, and thrives on enthusiasm.
  • Steadiness (S): Values consistency, is patient, and seeks harmonious environments.
  • Conscientiousness (C): Emphasizes quality and accuracy, is analytical, and values structure.

Who Usually Seeks to Become DISC Certified?

DISC certification is pursued by a diverse group of professionals across various fields. The common thread among them is a desire to improve interpersonal communication, team dynamics, and leadership skills. Here are some of the key groups who typically seek DISC certification:

  • Human Resources Professionals: HR professionals often seek DISC certification to enhance their ability to manage talent, resolve conflicts, and improve team dynamics. The insights gained from DISC can help in recruitment, employee development, and creating a positive work culture.
  • Managers and Team Leaders: Those in leadership positions pursue DISC certification to better understand their teams and foster more effective communication. By recognizing different personality types and communication styles, managers can tailor their approach to motivate and engage their team members more effectively.
  • Coaches and Consultants: Professional coaches and business consultants use DISC certification to provide more tailored advice to their clients. The DISC framework helps them assess client personalities and design personalized development plans, improving client outcomes.
  • Sales and Customer Service Professionals: Salespeople and customer service representatives benefit from DISC certification by learning how to adjust their communication styles to better connect with customers. This can lead to improved customer relationships and increased sales effectiveness.
  • Educators and Trainers: Teachers, corporate trainers, and instructional designers use DISC certification to better understand their students or trainees. This knowledge helps them create more engaging and effective learning environments by addressing the diverse needs of their audience.
  • Organizational Development Specialists: Professionals focused on organizational development seek DISC certification to drive cultural change and improve organizational effectiveness. They use DISC to align teams, enhance collaboration, and implement strategic initiatives more successfully.
  • Entrepreneurs and Business Owners: Business owners and entrepreneurs pursue DISC certification to build stronger teams and enhance their leadership capabilities. Understanding DISC can help them hire the right people, manage conflicts, and create a more productive workplace.

Benefits of DISC Certification

The benefits of acquiring certification in DISC are quite extensive. Through DISC certification, individuals gain a comprehensive understanding of human behavior, equipping them with invaluable tools for personal and professional growth. Here’s a few ways how:

  1. Enhanced Self-Awareness: Understanding your own DISC profile can help you identify your strengths, weaknesses, and areas for development.
  2. Improved Communication: Knowing the DISC profiles of others can lead to more effective communication by tailoring your approach to match their style.
  3. Conflict Resolution: DISC insights can help in resolving conflicts by understanding the underlying behavioral motivations of different parties.
  4. Team Building: Facilitating better teamwork by appreciating the diversity of personality types and leveraging individual strengths.
  5. Leadership Development: Empowering leaders with the skills to manage and motivate their teams more effectively.

Professional Certification Programmes

The certification process is simple and transformative, and we have four certification programmes that you can venture into:

  1. Certified Behavioral Consultant (CBC): Easy to understand and quick to apply, that’s what is often said by our participants. Get your professional DISC certification, gain an in-depth understanding of yourself and others, and be equipped to help others understand themselves better. Highly effective for developing self-awareness, team building, and enhancing communication.
    Upcoming Runs: 20-21 June, 26-27 Sep, 24-25 Oct, 12-13 Dec 2024
  2. Certified Advanced Behavioral Consultant (CBC) Course: Dive deeper and go beyond DISC, explore three other psychometric assessment tools to discover your thinking orientation, work values, and inner motivation and passions. Highly recommended for senior leadership, HR professionals, and consultants who are seeking to elevate their expertise.
    Upcoming Runs: 18-19 Jul, 28-29 Nov 2024
  3. Certified Career Coach (CCC): With the DISC assessment as a foundation, this program offers a remarkably holistic approach towards career coaching through effective frameworks, powerful coaching tools and techniques, and case-studies with role-playing scenarios.
    Upcoming Runs: 4-5 Jul (FULL), 12-13 Sep, 7-8 Nov 2024.
  4. Certified Stress Management Consultant (CSMC): Improve your employees’ quality of life while increasing their output. It’s possible with effective stress management. This certification will train managers to be consultants, helping their team maximise output while improving their quality of life.
    Upcoming Run: 1-2 Aug 2024

All programs cover comprehensive learning modules on the DISC theory, interpretation of results, and practical applications. These courses provide the fundamental knowledge of DISC theory, how to apply it using the DISC personality system, and DISC graph interpretation based on real case studies.

Applying DISC in the Workplace

Once certified, you can apply DISC in various professional settings:

  • Human Resources: Use DISC to enhance recruitment processes, employee development, and performance management.
  • Coaching: Assist clients in understanding their behavior and achieving personal and professional goals.
  • Sales and Marketing: Tailor sales strategies and marketing messages to match different customer personality types.
  • Education: Help students understand their learning styles and improve classroom dynamics.
  • Leadership: Equip leaders with the skills to manage diverse teams effectively.

Without a doubt, DISC certification is a powerful tool for anyone looking to improve their interpersonal skills, enhance team dynamics, and foster a positive workplace environment. By understanding and applying the DISC model, certified professionals can make significant contributions to their organizations and personal growth. If you’re considering becoming DISC certified, take the time to research and choose a program that meets your needs and sets you on the path to success.

Register for Lifeskills Institute’s Certification programmes: https://lifeskillsinstitute.sg/registration/


At Lifeskills Institute, we believe deeply in the power of understanding people better. Let’s partner in making a lasting transformation for your team and organisation! Call us at 6346 1455 to find out more about our certification programmes and organisational solutions.

©Published by Lifeskills Institute Pte Ltd


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How Nice Leaders Become Angry

(This article was first published on Table Group. Written by Patrick Lencioni)

Anger is a funny emotion.  No, check that.  It’s not funny.  It’s angry.  But it is often strange and hard to understand.  That’s especially true when otherwise affable or thoughtful people become leaders and start to exhibit anger more and more frequently.

Anger provokes the people being led to question what they thought they knew about their leader—CEO, department head, principal, pastor—and it often causes leaders, themselves, to wonder whether they’ve suddenly given in to the dark side of power.  It’s all pretty awful.

What’s particularly strange and ironic about this is that in many cases—and I say this from experience—unintended anger on the part of leaders is actually the result of a tendency to want to be, you guessed it, too nice.

So many leaders begin their tenures determined to be more likable and beloved than the leaders they’ve worked for in their careers.  And this is where the problem starts.  In their less-than-conscious pursuit of approval, they withhold criticism for a missed deadline here, and overlook a poor decision there—all in the name of empathy and reasonableness.  Over time, the people who work for the leader naturally start to worry a little less and a little less about the consequences of making mistakes until one day, a slightly larger screw-up occurs, and the leader blows a gasket.

The magnitude of that blown gasket seems so out of proportion to the mistake itself, because people don’t realize it is actually a function of all the mistakes that were overlooked in the past.  It’s as though the leader is saying, “how could you people not appreciate all those other times that I let you off without saying anything?!”

Trust me.  I’m sad to say that I know what I’m talking about here.  And then things can go from bad to worse when the kind-hearted leader feels an onslaught of guilt, which is especially painful given his or her private commitment to being nicer than other leaders.  One might think that this guilt would cause the leader to calm down and back off, and sometimes that happens.  But sometimes it exacerbates the problem, like gasoline on a fire.  “How could you people put me in a position to have to get angry and feel so guilty?!” I think many of us can relate to this in our roles as parents.  (“I said I would never get angry at my children, and here they are making me be angry!”)

In most cases, leaders can recover from these painful moments through genuine ownership of and repentance for their behavior.  But if they don’t understand the underlying reason for their unintended and uncharacteristic outbursts, it can become a painful pattern.

The solution to all this isn’t that ridiculous piece of advice, “don’t get so mad.” It’s like telling a person in the midst of anxiety to “stop worrying.”  Instead, leaders who find themselves getting angrier over time, need to understand that their feelings are not actually the problem.  In fact, there is nothing wrong with having those feelings; they are often a sign that something is wrong and needs to be addressed.  It’s how a leader deals with those feelings that needs to change.

Here’s the best advice I can give for addressing that.  Leaders who are beginning to feel the initial signs of anger or frustration or deep disappointment, need to stop and say something subtle to their direct reports like, “Hey, I’m starting to feel angry/frustrated/deeply disappointed here.”  Putting it out there and letting people hear it and begin to deal with it, is precisely what will prevent a leader from having to display it.  And it gives people the opportunity to change their behavior or performance rather than be on the receiving end of an irrational tirade.

The only way that a leader is going to be able to do this is if he or she realizes that being perceived as nice or lenient is actually—and I mean this—selfish.  It’s about them.  Or us.  Or me.  Rather than wanting to be seen as nice, choose instead to be fair and firm and clear. And self-controlled. People appreciate those qualities a lot more than nice, anyway.


At Lifeskills Institute, we believe deeply in the power of empowered leadership and cohesive teams. Let’s partner in making a lasting transformation for your team and organisation! Call us at 6346 1455 to find out more about our programmes and solutions, like The Five Behaviors of a Cohesive Team.

©Published by Lifeskills Institute Pte Ltd


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Behavioural Tendencies of Workers in the Healthcare Industry in Singapore

Empowering Singapore’s Healthcare Heroes for the Future

We are thrilled to share with you Lifeskills Institute’s latest white paper where we analyse the DISC behavioural profiling of over 1,000 healthcare professionals, based on IML®, the Institute for Motivational Living, developers of the PeopleKeys® DISC system.

The white paper uncovers insightful information of their shared strengths and possible areas for greater support, and reveals how we can partner with them to be adaptable, embrace the latest innovation, and deliver excellent care.

Singapore’s world-class healthcare system faces rising demands, from varying policies to an aging population that threaten its sustainability. Get your FREE download of our white paper and read more about:

  • The dominant identity profile of Singapore’s healthcare workforce
  • How to build effective teams in the face of challenges
  • Strategies to form a strong and empowering environment for healthcare professionals

“In the fast-paced world of leadership, understanding and celebrating the unique differenceswithin your team is paramount. Envision a world where each team member operates withintheir strengths, propelling innovation and collaboration to new heights.”

— PeopleKeys® (The Official DISC™ Provider in DISC Assessments for over 35 years,and the largest provider of custom behavioural assessments.)

Download the White Paper:

Behavioural Tendencies of Workers in the Healthcare Industry in Singapore


Let’s partner in making an impact! Call us at 6346 1455 to find out more about our programmes and solutions.

©Published by Lifeskills Institute Pte Ltd


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Adaptive Leadership: 6 Ways to Thrive in an Era of Change

(Article originally published on Zenger Folkman) 

We are immersed in an era of unprecedented change driven by rapid technological advancements, the surge of artificial intelligence, and extensive digitalization. The world is becoming increasingly interconnected through globalization while simultaneously grappling with significant challenges like climate change, dynamic social movements, and profound political transformations. We need adaptive leadership.

These shifts are reshaping the very fabric of our professional and personal lives, influencing not just the nature of work but also when, where, and how it’s performed. In this context, leaders are finding that traditional approaches are no longer sufficient. To thrive and steer their teams effectively in this fluid environment, a radical transformation in leadership behaviors and strategies is imperative.

Adaptability has become the cornerstone of effective leadership, ensuring resilience and success in a world marked by constant change.

The Growing Need for Adaptable Leadership

Zenger Folkman’s study offers a compelling insight into the critical role adaptability plays in modern leadership. Utilizing a comprehensive 360-degree assessment, this study evaluated adaptability alongside 59 other key behaviors for 6,333 leaders, each assessed by an average of 13 raters.

The findings are striking and paint a clear picture of the impact of adaptability in leadership. Leaders who ranked low in adaptability had an overall effectiveness at a mere 16th percentile. In stark contrast, those who excelled in adaptability soared to the 90th percentile in overall leadership effectiveness. This dramatic disparity underscores adaptability as not just a beneficial trait but a transformative one.

Perhaps most intriguing is the study’s revelation about employee engagement. It found a direct correlation between a leader’s adaptability and the engagement level of their direct reports. This aspect of the study highlights adaptability as a pivotal factor not only in enhancing a leader’s effectiveness but also in fostering a more dynamic, committed, and motivated workforce.

In essence, Zenger Folkman’s research doesn’t just quantify the importance of adaptability; it vividly illustrates it as a cornerstone of effective leadership and a catalyst for creating an engaged and high-performing team.

What are the Characteristics of Adaptive Leaders?

When comparing the most adaptive leaders, we found they tended to be younger, slightly more likely to be female, and slightly more likely to be middle-level managers than top-level managers.  Analyzing this data, we discovered six capabilities that enabled them to be more adaptable. We believe that for leaders desiring to be more adaptable, leveraging these capabilities would provide significant benefits.

1. Inspires and Motivates: Consider the CEO of a successful startup who, despite the pressure to meet targets, prioritizes team inspiration. This leader holds monthly creative brainstorming sessions, encouraging innovative ideas and recognizing individual contributions. Their approach not only drives results but also fosters a culture of motivation and creativity.

2. Valuing Diversity and Differences: Imagine a project manager who actively seeks opinions from team members of different cultural backgrounds and expertise. This leader creates a forum where every voice is heard and valued, leading to innovative solutions that would have been overlooked in a more homogeneous setting. This approach underlines the importance of diversity in driving adaptability and innovation.

3. Relationships are as Important as Results: Picture a sales director who balances target achievement with team well-being. They organize regular team-building activities and one-on-one sessions to understand and support their team members’ professional and personal growth. This balance between achieving results and nurturing relationships results in a loyal, motivated team.

4. Collaboration Culture: Envision a tech company where departments are encouraged to collaborate on projects, breaking down silos. This environment, fostered by adaptive leaders, leads to a synergy that not only enhances productivity but also fosters a sense of unity and shared purpose.

5. Coachability: Think of a leader who, after every major project, seeks feedback from their team and acts on it. This openness to feedback not only improves their leadership skills but also sets a precedent for a culture of continuous improvement and open communication within the organization.

6. Trust: Reflect on a scenario where a leader trusts their team to manage their workload without micromanagement. This trust empowers employees, giving them the freedom to innovate and take ownership of their work, leading to a more dynamic and proactive workplace. Building an organization based on trust empowers and encourages employees to act because there is trust between each person and their leader.

In each of these examples, the core characteristics of adaptive leadership are not just theoretical concepts but practical, actionable strategies that bring about real change in an organization’s culture and effectiveness. This approach to leadership acknowledges the complexities of the modern workplace and harnesses the collective strength of diverse, motivated, and empowered individuals.

Becoming a More Adaptable Leader

As we traverse through changes that touch every facet of our lives, cultivating adaptability offers a beacon of resilience and innovation. In an era where the specter of artificial intelligence looms large, it’s the adaptive individual who embraces this technology as a powerful ally, transforming potential threats into opportunities for growth and enhancement in their roles.

This mindset is the hallmark of a leader who is not just surviving but thriving in the face of change.

As you reflect on your journey, consider deeply how each of the six identified behaviors can elevate your adaptability. Embracing these traits is more than just a strategy; it’s a commitment to continuous evolution and personal growth. By integrating these behaviors into your leadership style, you position yourself to navigate the challenges of today and anticipate and adapt to the unknowns of tomorrow.

-Joe Folkman

This article first appeared in Joe Folkman’s LinkedIn Newsletter, “Leadership Psychometrics.”

Make a greater leadership transformation! Call us at 6346 1455 to find out more about our Zenger Folkman programmes including The Extraordinary Leader, Elevating Feedback, and The Extraordinary Coach.

©Published by Lifeskills Institute Pte Ltd


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6 Tips on Changing an Unhealthy Work Environment with DISC

6 Tips on Changing an Unhealthy Work Environment with DISC

(Article originally published on PeopleKeys) 

Are your employees or teams feeling perpetually stressed? Do you notice a lack of open communication within your organization? Have you been experiencing a higher than normal turnover rate? If so, these are clear indicators of an unhealthy work environment. The good news is that you have the power to initiate positive change and create a more harmonious and productive workplace.

In this blog, we will guide you through actionable steps to address and transform the negative dynamics within your organization, allowing you to cultivate a healthier and more fulfilling work environment. Let’s embark on this journey together and unlock the potential for lasting success.

  1. Understand the DISC Model: Familiarize yourself with the DISC model, which categorizes individuals into four main personality types: Dominance (D), Influence (I), Steadiness (S), and Compliance (C). This will enable you to gain insights into the unique characteristics, strengths, and communication preferences of each type, helping you better understand your colleagues.

    While certification in DISC is not a mandatory, managers, HR professionals, and coaches often choose to complete the course to deepen their understanding of administering and interpreting DISC. This training allows them to effectively apply the DISC model and maximize its benefits in their respective roles.

  2. Assess the Current Environment: Conduct a DISC assessment of the current work environment. This involves analyzing the predominant personality types present in the team or organization. Identify any imbalances or conflicts arising from these different profiles, which may contribute to an unhealthy work environment.
  3. Promote Communication and Understanding: Encourage open communication and understanding among team members. Organize team-building activities, workshops, or training sessions focused on DISC. Help individuals understand their own profiles and the profiles of their colleagues to foster empathy and effective communication.
  4. Foster Flexibility and Adaptability: Emphasize the importance of flexibility and adaptability within the work environment. Encourage team members to understand and appreciate the diverse perspectives and communication styles of their colleagues. This will help in reducing misunderstandings and conflicts, creating a more harmonious workplace.
  5. Provide Personalized Support: Recognize that each DISC profile has different needs and motivations. Tailor your management approach to accommodate the unique requirements of each team member. For example, individuals with a D-style profile may thrive in a challenging and goal-oriented environment, while S-style profiles may prefer stability and support.
  6. Address Conflict Proactively: Actively address conflicts or tensions that arise within the workplace. Utilize the insights gained from the DISC model to facilitate constructive discussions and problem-solving. Encourage team members to express their concerns, while providing guidance on effective communication techniques to resolve conflicts.

DISC is a valuable tool that can be used in conjunction with other strategies to help create a healthy work environment. Whether you are a small business or on the Fortune 500, fostering a culture of respect, trust, and collaboration is essential for long-term success.

Make a greater impact! Call us at 6346 1455 to find out more about our DISC+ Programme and Professional DISC Certification Courses.

©Published by Lifeskills Institute Pte Ltd


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Mastering Leadership: The 7 Essential Traits of Emotionally Intelligent Leaders

Mastering Leadership: The 7 Essential Traits of Emotionally Intelligent Leaders

Mastering Leadership: The 7 Essential Traits of Emotionally Intelligent Leaders

(Article originally published on PeopleKeys) 

In the dynamic landscape of the modern workplace, emotional intelligence (EQ) stands as a cornerstone for effective leadership. Beyond the technical prowess and cognitive abilities, a high level of emotional intelligence is now a prerequisite for those eyeing leadership roles. As noted by psychologist Daniel Goleman, “The most effective leaders… have a high degree of what has come to be known as emotional intelligence.”

Let’s explore the symbiotic relationship between leadership and emotional intelligence, including seven key qualities that define leaders with exceptional EQ:

  1. Empathy: Empathy, distinct from sympathy, is the bedrock of emotional intelligence. Leaders with high EQ understand the feelings of their team members. By looking into the root of emotions, emotionally intelligent leaders can navigate challenges and steer towards solutions. A simple “How are you doing today?” can create a ripple effect of understanding and support.
  2. Motivation: Beyond management, leaders should inspire. Motivation is the fuel that propels a team towards surpassing goals. A leader’s passion becomes contagious, fostering a work environment where individuals are driven to excel. Implementing reward systems further catalyzes motivation, acknowledging and celebrating achievements.
  3. Self-Awareness: Self-awareness is the compass for effective leadership. Tools like PeopleKeys’ 4D assessment can illuminate strengths and weaknesses. Acknowledging limitations empowers leaders to take proactive steps for improvement. Seeking feedback and daily reflection are essential practices for cultivating self-awareness.
  4. Appreciation: Recognizing and appreciating employees’ efforts builds a culture of value and acknowledgment. Leaders who express appreciation inspire loyalty and contribute to elevated workplace morale. A simple congratulation or acknowledgment of a job well done goes a long way in fostering a positive work environment.
  5. Self-Regulation: In moments of conflict or tension, emotionally intelligent leaders exhibit self-regulation. Rather than reacting impulsively, they remain calm, express options, and work towards positive resolutions. Mastering emotional control not only enhances leadership in the workplace but extends its benefits to personal life.
  6. Personable: Being personable is a leadership superpower. Taking the time to connect with employees on a personal level builds trust and rapport. Leaders who engage in genuine conversations outside of work create an environment where individuals feel seen and heard. Asking open-ended questions and showing genuine interest enhances social and listening skills.
  7. Realistic: While aspiring for excellence, emotionally intelligent leaders embrace realism. Setting achievable goals provides clarity and fosters an environment where team members can thrive. Acceptance of imperfection encourages creativity and a culture of learning from failures.

For those aspiring to cultivate emotional intelligence, the journey begins with self-awareness. PeopleKeys’ 4D report can help by serving as a valuable starting point with its in-depth behavioral insights. Remember, understanding oneself lays the foundation for comprehending and leading others effectively.

Make a greater impact! Call us at 6346 1455 to find out more about our DISC+ Programme and Professional DISC Certification Courses.

©Published by Lifeskills Institute Pte Ltd


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Self Awareness

The Power of Self-Awareness

Self AwarenessUnleashing Your Managerial Potential: The Power of Self-Awareness

In today’s dynamic workplaces, leading a team effectively requires more than just mastering management best practices. One of the most impactful and potent secret leadership weapon is self-awareness. A study by Zenger Folkman (2011) revealed that leaders rated high in self-awareness were 17% more likely to be rated as highly effective by their teams.

By understanding their own strengths, weaknesses, values, and communication styles, managers unlock a gateway to maximising their team’s efficiency and unlocking their collective potential.

“A workplace that encourages self-awareness is an environment where the most productive, curious, and innovative people thrive.” – Neil Blumenthal

Imagine a conductor, attuned to every instrument’s strengths and limitations, effortlessly harmonising them into a powerful symphony. In the same way, self-aware managers become maestros of their teams, fostering collaboration, trust, and results beyond the sum of individual efforts. Let’s delve into the transformative power of self-awareness and explore how it empowers managers to build high-performing teams.

Supercharge Your Strengths

Recognising your strengths as a manager empowers you to delegate effectively, maximise your team’s potential, and achieve remarkable results together. Identifying your strengths will equip you with sharpened leadership skills, and it even helps you better manage stress and stay focused, ensuring you’re present and supportive for your team. Time management becomes effortless when you understand what tasks energise your team, allowing you to delegate effectively and optimise your team’s workflow. Ultimately, you become a valuable leader, contributing your unique skills and fostering a high-performing team.

Communication That Connects

Crystal clear communication is the cornerstone of effective leadership. Self-awareness helps you articulate your vision and expectations with precision, avoiding misunderstandings and building trust. Recognising the communication style of yourself and every individual in your team will allow you to connect better with your team members. Even delivering feedback becomes constructive, promoting individual growth and a positive team environment. Communication transforms into a bridge, building trust and strengthening relationships with your team, ultimately boosting morale and engagement.

Knowing Your Tools When Triggered

Leading a team comes with its share of challenges. Self-awareness helps you identify your triggers and develop effective coping mechanisms for stressful situations. It fosters self-compassion, allowing you to navigate challenges with composure and support your team effectively. Recognising your values and purpose as a leader provides a strong anchor during turbulent times, keeping you motivated and resilient. Self-awareness equips you with the tools to weather the storms, emerging as a stronger and more adaptable leader, inspiring your team to do the same.

Building A Stronger Bond

Self-awareness is the key to unlocking a team’s potential. By understanding yourself, you can authentically interact with your team members, fostering deeper connections and trust. Recognising your own biases opens your mind to appreciating individual strengths and creating a more inclusive team culture. You’ll become adept at navigating group dynamics, resolving conflicts effectively, and empowering your team to collaborate at their best.

“Who looks outside, dreams; who looks inside, awakes.” – Carl Jung

Unlike being self-absorbed, self-awareness fuels your personal growth and allows you to connect with your team on a deeper, more impactful level. Remember, it’s a continuous journey, not a destination, filled with constant learning and exciting self-discovery. Here’s to taking a deep dive into understanding who we are, in order that our team may have clarity, confidence, and courage to follow in our direction.

One of the most powerful tools to grow self-awareness is the DISC personality profiling tool. Learn more about its implications within your team and how it is pivotal to unlocking the full potential of your team and harness the remarkable power of the DISC model to build an empowered and cohesive team. Call us at 6346 1455 to find out more about our DISC+ Programme and Professional DISC Certification Courses.

©Published by Lifeskills Institute Pte Ltd


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Using DISC to Improve Employee Engagement

(Article originally published on PeopleKeys) 

Working collaboratively with diverse personalities can be a challenging task, but it’s also incredibly rewarding when approached with the right mindset. While communication barriers are often cited as sources of conflict, it’s important to recognize that ineffective communication and a lack of empathy for different perspectives can lead to even greater issues.  

This is where the DISC communication style can play a transformative role. By embracing the principles of DISC, managers and team members can proactively prevent and address conflicts, understand communication preferences, tailor team dynamics, and foster a sense of unity that transforms individuals into a cohesive team. 

The DISC model categorizes individuals into four distinct personality styles, each with its unique approach to work, thought processes, and communication: 

Dominant Personalities 

Those embodying a dominant D style are natural leaders who thrive on taking charge.  

Empower them by entrusting them with multifaceted projects that allow them to lead and innovate. As they detest routine, ensure they’re engaged through task rotation. Recognize their accomplishments with awards or accolades, motivating their drive for success. 

Influential Personalities 

Influencers with the I style thrive on social interactions and creative endeavors.  

Acknowledge their accomplishments through positive feedback and praise. Collaborative projects where they can harness their persuasive abilities are ideal. Public recognition in the form of fun accessories like patterned socks, ties, or hats can reinforce their sense of achievement. 

Steady Personalities 

Individuals embodying the S style excel as team players and detest conflicts.  

They’re adept at enhancing repetitive processes. Assign them group projects that align with their preference for cooperative environments. They’re often champions of continuous improvement initiatives; their dedication can be celebrated through a collective photo collage showcasing their harmonious teamwork. 

Compliant Personalities 

The analytical C style appreciates structure and thrives when presented with data-driven decisions.  

They might overanalyze details but their precision is invaluable. Entrust them with projects that demand meticulous organization and attention to detail. Encourage their growth by assigning tasks that expand their expertise, offering them a chance to shine. 

Elevating Team Dynamics 

Recognizing and accommodating these personality traits within your team can catalyze their success as an integrated unit. Aligning team members with tasks that leverage their strengths fosters a positive atmosphere and bolsters team morale. It’s imperative to include team-building activities that encourage bonding. Collaborative challenges offer an avenue for connection, aiding the evolution of an environment that thrives on teamwork. 

In conclusion, understanding the DISC personality styles and their implications within your team is pivotal to unlocking their full potential. By tapping into each member’s strengths and preferences, a harmonious workplace culture can be cultivated. Through fostering engagement and aligning tasks with personalities, you’ll harness the remarkable power of the DISC model to build an empowered and cohesive team. 

Make a greater impact! Call us at 6346 1455 to find out more about our DISC+ Programme and Professional DISC Certification Courses.

©Published by Lifeskills Institute Pte Ltd


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Executive Coaching

Coaching Leadership and Leadership Coaching: What’s the difference?

Executive Coaching
Executive Coaching

Both these terms are often used interchangeably. However, these are distinct concepts that play unique roles in shaping you into effective leaders.

We delve into the nuances of Coaching Leadership and Leadership Coaching, highlighting their differences and emphasising their significance in the realm of personal and professional growth.

Coaching Leadership

Coaching Leadership is a leadership style characterised by your emphasis on cultivating a coaching mindset within your team.

In this approach, you assume the role of a coach, guiding your team members towards self-discovery and personal development.

The primary focus is on unlocking individual potential, fostering a culture of continuous learning, and empowering your team members to take ownership of their growth.

Here are some key characteristics of Coaching Leadership:

  • Empowerment, not Control

Coaching leaders prioritise empowerment over control. You believe in the capabilities of your team members and aim to facilitate an environment where individuals feel empowered to make decisions, take risks, and learn from their experiences.

  • Active Listening and Feedback

Effective communication is at the core of Coaching Leadership. You actively listen to your team members, providing constructive feedback to facilitate their growth.

The emphasis is on creating a two-way communication channel that fosters understanding and collaboration between you and your team members.

  • Questioning for Reflection

Coaching leaders often use questioning techniques to encourage self-reflection. By asking thought-provoking questions, you can guide your team members to explore their thoughts, motivations, and potential solutions independently.

  • Growth Mindset

As a coaching leader, you adopt a growth and developmental mindset and view challenges as opportunities for growth.

You support your team in overcoming obstacles, fostering their resilience and positive attitude towards learning.

Leadership Coaching

On the other hand, Leadership Coaching is a professional service that current and aspiring leaders seek to enhance their leadership skills and achieve specific goals.

It involves a one-on-one relationship between a trained coach and a leader, focusing on personalised development plans and strategies for achieving professional objectives.

Here are some key characteristics of Leadership Coaching:

  • Personalised Approach

Leadership Coaching is tailored to your specific needs and goals as a leader.

Your coach would work closely with you to identify your strengths, weaknesses, and areas for improvement, creating a customised plan for your professional development journey.

  • Goal-Oriented

The coaching process is goal-oriented, with you and your coach setting objectives and defining measurable outcomes together.

Whether it’s improving your communication skills, navigating the latest organisational challenges, or enhancing your decision-making, your coaching journey should ultimately be directed towards achieving tangible results.

  • Accountability

Leadership Coaching involves a level of accountability. Your coach should hold you responsible for your commitments and actions, ensuring that the strategies you agreed on with your coach are implemented.

This accountability fosters a sense of responsibility and discipline in your approach as a leader as well.

  • Skills Enhancement

While Coaching Leadership focuses on your ability to coach others, Leadership Coaching aims at enhancing your specific leadership skills.

This could include communication skills, conflict resolution, strategic thinking, or any other competency relevant to your role and goals as a leader.

Coaching Leadership is a leadership style that permeates the entire team, fostering a coaching culture within the organization. Leadership Coaching, on the other hand, is a targeted, individualised process designed to hone specific leadership skills and achieve predetermined goals.

Both concepts are invaluable in the professional development landscape, and successful leaders often find a balance between adopting Coaching Leadership as a leadership style and seeking Leadership Coaching to refine their skills.

Adopting both approaches can lead to transformative leadership, creating resilient, empowered teams and driving sustained business success.

Discover how you can be a Coaching Leader, or how you can embark on a personalised Leadership Coaching journey today.

Want to add coaching to your leadership journey? Call us at 6346 1455 or find out more about our Certified Career Coach workshop here.

©Published by Lifeskills Institute Pte Ltd


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5 Signs Your Organisation is Ready to Embrace a Coaching Culture

The question on every business leader’s mind today is: “How can my organisation adapt, innovate and stay competitive?”

One powerful strategy to achieve this is by adopting a coaching culture – one that fosters continuous learning, a growth mindset, and self-improvement among employees, ultimately driving better performance and results.

But how do you know if your organisation is ready to embrace such a culture?

We explore five key signs that indicate your organisation is poised for the transition:

1. Your (fellow) leaders are committed and supportive

The first and perhaps most critical sign that your organisation is ready for a coaching culture is the commitment and support of you and your fellow leaders.

Leadership plays a pivotal role in setting the tone and direction for any cultural shift within an organisation. When leaders not only endorse but actively engage in coaching, it sends a powerful message throughout the organisation.

Leaders who are committed to coaching understand that it’s not just a one-time intervention but a continuous process. You value the development of your team members and are willing to invest time and effort to help them grow.

In a coaching culture, leaders act as coaches themselves, guiding their teams toward achieving their goals and fostering an environment of trust and collaboration.

2. Your employees (or peers) want to engage in self-improvement

A coaching culture thrives when all employees are eager to engage in self-improvement. This self-motivation is a driving force behind the success of coaching initiatives.

When your employees recognise the value of coaching and activel seek opportunities to grow and develop, it indicates a readiness for a coaching culture.

Encourage open dialogue within your organisation to gauge employees’ interest in coaching and self-improvement. Conduct surveys or hold discussions to understand their aspirations and needs. If you find a high level of enthusiasm for personal and professional growth, it’s a positive sign that your organisation is primed for a coaching culture.

3. Your team already has a growth mindset

A growth mindset is a key ingredient for a successful coaching culture. When people believe in their capacity to learn and improve, coaching can have a profound impact. A growth mindset encourages individuals to embrace challenges, learn from failures, and continuously seek opportunities for development.

Assess your team’s mindset by observing how they react to setbacks and challenges. Are they open to feedback and willing to adapt? Do they view obstacles as opportunities for growth?

If your team members already exhibit these characteristics, it’s a clear indication that they are ready to benefit from a coaching culture.

4. Your organisation’s goals and objectives are aligned

A coaching culture should align seamlessly with your organisation’s goals and objectives. When coaching is integrated into the fabric of your business strategy, it becomes a powerful tool for achieving those goals.

Alignment ensures that coaching efforts are not isolated but are directed toward driving the organisation forward.

Evaluate your organisation’s strategic priorities and assess how coaching can contribute to achieving them. Identify specific areas where coaching can make the most significant impact, such as leadership development, team performance, or employee retention.

When your coaching initiatives align with your broader goals, it becomes a catalyst for success.

5. You already have a good L&D programme

A solid foundation in learning and development (L&D) is another telltale sign that your organisation is ready to embrace a coaching culture.

Effective L&D programs are designed to facilitate skill development, knowledge acquisition, and continuous learning. These programs often incorporate coaching as a valuable component.

Examine your existing L&D programme to see if coaching is already a part of it or if it can be easily integrated. If your organisation values employee development and invests in providing resources and opportunities for growth, it’s a strong indicator that a coaching culture will be well-received and can build upon this existing commitment.

As your organisation seeks to thrive in today’s uncertain climate, adopting a coaching culture has become a strategic imperative.

As long as your organisation ticks most, if not all, of the above 5 points, it is high time to start embracing a coaching culture.

Let us help you turn your leaders into certified coaches who’ll nurture a coaching culture within your organisation.

Want to add coaching to your leadership journey? Call us at 6346 1455 or find out more about our Certified Career Coach workshop here.

©Published by Lifeskills Institute Pte Ltd


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