hbdi

In this episode of Dr. B Show, Dr. B is joined by Rod Colon, a highly experienced career consultant and executive coach. He is passionate about providing hope and guidance to students, professionals, and executives in their career journeys. With over 25 years of experience, Rod has helped countless individuals manage their careers as a great enterprise. He holds a BA and MBA from Georgian Court University and is the founder of Rod Colon Consulting.

Rod shares his insights on managing your career as a great enterprise. He discusses his journey from working in human resources at J.P. Morgan to starting his own practice. Rod emphasizes the importance of being the CEO of yourself and leveraging your skills and network to succeed. He also highlights the significance of diversity, equity, and inclusion in organizations and how it can lead to increased revenue. Rod provides practical advice on reprogramming biased thinking and creating a sense of belonging in the workplace.

KEY TAKEAWAYS

• Being the CEO of yourself means taking ownership of your career and leveraging your skills and network.
• Diversity, equity, and inclusion are essential for organizations to thrive and increase revenue.
• Reprogramming biased thinking starts with awareness and reflection on our own biases.
• Creating a sense of belonging in the workplace leads to better team performance and results.

QUOTES

• "For me, everything that I do is always in gear to being the CEO of me, how can that individual best leverage running this great enterprise of themselves." - Rod Colon
• "The key is to be aware of our biases and reflect on why we think and feel a certain way." - Rod Colon
• "When you have senior leadership buy-in and sponsorship, the rest of the organization will follow suit." - Rod Colon
• "Diversity, equity, and inclusion are not just the right thing to do, they lead to better teams and better results." - Rod Colon

You can learn more about Rod Colon in the links below.

• LinkedIn: https://www.linkedin.com/in/rodcolon/

If you’re listening to the Dr. B Show Podcast, please subscribe, share, and we’re listening for your feedback. You can also learn more about Dr. Jairo Borja at http://borjaconsultinggroup.com/.

This episode of the Live Better Sell Better Podcast features William Ballance, CEO at Lavender. The Herrmann Brain Dominance Instrument (HBDI) divides people into four quadrants: Action, Vision, People, and Data. Each quadrant represents a different aspect of decision-making.

You can structure your messaging to target all four quadrants or use personality assessments like DISC or OCEAN to determine an individual's decision-making pattern. Depending on an individual's personality, they may focus on different quadrants, which can lead to different decision-making patterns, and therefore a different messaging.

HIGHLIGHT QUOTES

Appeal your messaging to a prospect’s personality type - William: "If you're going after someone who's action-oriented, you want to drive them into that decision and remove any sort of friction in that decision. For someone who is more vision-oriented, they are the big-picture thinkers, they’re very high on openness. You want to inspire them in that decision-making. You can see this a lot with Nike commercials, Just do it. Like you look at those commercials and you're like, I can do anything."

You can find out more about William in the links below:

• LinkedIn: https://www.linkedin.com/in/wmb1/
• Website: https://www.lavender.ai/

Connect with KD in the links below:

• LinkedIn: https://www.linkedin.com/in/kddorsey3/
• Patreon: https://www.patreon.com/insidesalesexcellence

Live Better. Sell Better. is sponsored by our proud partner:

Rocket Reach | rocketreach.co

In January 2020 Sam Parker “Inspire your people,” encouraged leaders to take a weekend challenge to ‘listen more and speak less’. The rules were:

• No talking over people.
• No finishing their sentences.
• No cutting someone off mid-sentence with “Sorry to interrupt…”
• More listening.
• More taking a breath before you talk & after the other person has finished speaking.

On completing the exercise people reported they discovered more than you have before e.g. what was important to others, what type of words people used most and the variety of ways people used to influence others or make their point of view known.

Inspired by that listening exercise and a 'leadership on the run' podcast listeners request, episode 16 unpacks the DiSC framework and talks you through the behaviours to watch for and the responses you can use to make it easier for you to  communicate with a greater variety of people within your workplace. 

The DiSC framework (registered trademark of Willey Inc) provides the basis for this conversation.

DiSC is a framework that categorises sets of behavioural preferences into 4 domains. Understanding these domains and their specific communication needs will provide you with the knowledge to adapt. mould and change your own communications to ensure each of your team members is easily able to comprehend your message.   

Dominance, influence, steadiness and conscientiousness are the four categories.

1. Dominance –people who display dominance in their communications prioritise and value: results, action and challenge. Communicate with these people by providing solutions, being direct, giving them just the facts. Speak quickly – don’t repeat yourself and keep the discussion in the big picture scenario….no minor details. They hate to lose and hate feeling vulnerable.

2. Influence – people who display influence in their communications prioritise and value: action, enthusiasm and collaboration. 

To communicate with these people be enthusiastic, display loads of positivity and energy. Ask them for their ideas and let them express their views and solutions – do not interrupt them. They like big picture scenarios and social or collaborative approaches to solution finding e.g. brainstorming in a meeting. They hate being ignored, disapproved of or losing influence.

3. Steadiness – people who display steadiness in their communications prioritise and value: collaboration, giving support, stability and loyalty. To communicate with these people be polite, calm and deliberate. Never be confrontational. Be sure to let them know your expectations, of them, prior to participation in any project. Let them know the group decision then ask how they could help out. Be personable, they hate conflict and would be horrified if they offended anyone. They are not so fast to come on board when there is a change.

4. Conscientiousness – people who display conscientiousness in their communications prioritise and value: accuracy, quality and correctness. They want to show their expertise and to produce quality work. To communicate with them verbalise all the facts and details, or show patience, persistence and diplomacy as they verbalise all these details for you. Minimise small talk. These people find it difficult to make quick decisions, delegate or compromise for the good of the team. They would prefer not to join in the workplace social events.

There are  other frameworks that you can use to improve communications with people within your team e.g. MBTI, HBDI, OPQ. 

If you wish to learn more contact us at www.LNC.com.au

Are you struggling to form a team and curious what influence team dynamics?
Alan Clayton, roaming mentor of SOSV took us through a journey on team building, diversity and people development. Having worked with over 700 startups analysing the relationship between founders and how a diverse set of founders attribute to the future success of the company, Alan provided us some deep insights into the important elements on building and maintaining a functioning team.

Feel free to leave a comment and start a conversation with us! If you have an ideal guest whom you would like to listen to, please let us know and we'll do our best to realize it!

Many thanks to our special host Oscar Ramos and Ryan Shuken, our awesome roaming mentor Alan Clayton, editor David and Geep, organizer Chinaccelerator and sponsor People Squared.

0:25 Alan Clayton Intro
1:54 roaming mentor
7:40 Diversity Matters
11:45 HBDI