Training Tools, Tips & Resources

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The Everything DiSC® Sales Profile gives sales people insight into their selling style and shows them how their style can attract or repel a customer.


And the best part of the profile just got better!

In addition to the 23-page Everything DiSC Sales customized report, each participant also gets free, unlimited access to a website where they can create a “mini-report’ about each of their customers. These reports, called Everything DiSC Customer Interaction Maps, compare the sales person’s style to their customer’s style and offer tips on how to effectively communicate.

Customer Interaction Maps are a great way for sales professionals to:

  • Prepare for an important conference call
  • Review a previous call with a customer
  • Build better rapport with all of their customers
  • Repair relationships with difficult customers
  • Help organize their customers
  • Increase their sales!!!

Let’s face it. We’ve all been to at least one training program in our career that left us feeling like we weren’t walking away without any follow up or reinforcement. The Customer Interaction Maps are an effective tool to reinforce DiSC-based selling skills and improve sales.

The Benefits

The profile and interaction maps can be used alone or with the Everything DiSC Sales Program that allows companies of all sizes and industries to provide in-depth, personalized sales training without breaking the budget.

Your sales staff will feel more confident and comfortable talking to their customers, no matter what their style. And the Customer Interaction Maps will allow them to get to know their customers on a different level.

How It Works

When participants receive the email with access to their assessment, they will also receive a link to their own personalized Everything DiSC Follow-Up Activities webpage. Once they have completed the sales assessment, they can access that page and even save it as a bookmark. To generate a Customer Interaction Map, simply input the customer’s name and answer a complete a brief questionnaire to generate a personalized report. It’s quick and, best of all, is always available.

Participants can:

  • Access their own personalized sales report
  • Create Customer Interaction Maps
  • Manage existing Customer Interaction Maps

Follow-Up Activities Screen Shot

About Everything DiSC Sales

The Everything DiSC Sales program is growing more and more popular because of its engaging video, easy implementation and personalized sales profile. But now, the Everything DiSC Follow-up Activities webpage makes this a program that keeps on working, even after the training is over.

Everything DiSC Sales uses the power of DiSC to provide personalized guidance to improve sales effectiveness. The 79-question assessment results in a 22-page report that will help employees:

  • Understand their DiSC style and how it affects sales
  • Understand various customer DiSC buying styles
  • Adapt their sales style to meet their customers’ needs and expectations

Previously, the report included the opportunity to develop one personalized Customer Interaction Map. However, the new feature allows unlimited, free customer interaction maps that participants can continue to use after the assessment has been taken.

If you’d like to know more, you can register to attend an Everything DiSC Webinar or take advantage of our Facebook promotion and attend for free!

EPIC Users

Learn how to activate the follow-up activities by reading our Step by Step Guide.

Not an EPIC User?

Read more about EPIC Accounts and access our Demo Account:

Username: corexcelonline
Password: Demoacct20

ANCC recognizes Corexcel as a provider of quality nursing education.

February 16, 2011 – Corexcel received national accreditation as a provider of continuing nursing education by the American Nurses Credentialing Center (ANCC) for the 3rd consecutive time.

“ANCC accreditation has been a vital part of our business since 1984,” stated Don Bowlby, Vice President of Operations. “It demonstrates our commitment to continuing education standards and the development of exceptional learning opportunities for nurses.”

Corexcel’s online nursing courses are fully accredited which means credits earned from taking these course will be accepted in all 50 states. Healthcare professionals take Corexcel courses to earn continuing education (CE) credits required for license renewal. Nurses and other health professionals read course content for free and are only charged if a completion certificate is needed.

In order to achieve authorized provider status, Corexcel submitted an in-depth analysis of their continuing nursing education unit to demonstrate its adherence to ANCC’s accreditation guidelines. Corexcel’s ANCC accreditation status, which includes annual reviews, is valid for up to six years.

About Corexcel:  Corexcel is certified as a small, woman-owned business, by the State of Delaware’s Office of Minority and Women Business Enterprise. In 2009, Corexcel became an accredited business by the Better Business Bureau and currently holds an A+ rating. Corexcel is accredited by the American Nurses Credentialing Center’s Commission on Accreditation and by the International Association for Continuing Education and Training (IACET). For more information, please visit www.corexcel.com or call 1-888-658-6641.

About ANCC: ANCC is the world’s largest and most prestigious nurse credentialing organization. The American Nurses Credentialing Center (ANCC) is a subsidiary of the American Nurses Association (ANA).

In my last article, I discussed how organizations can keep bad management from negatively impacting their bottom line. But what about the employee and manager involved? Keep reading!

Just because two individuals may not be getting along does not mean that one should just jump ship. Think about your career. Do you like the company and what you are doing? Is this bad manager (or your bad management style) the only thing that’s stopping you? Then don’t give up. Follow these tips to beat the bad.

What you can do as an employee:

Practice Patience & Positivity

Although you may not be getting along with your supervisor, that doesn’t necessarily mean it is because of bad management. Think about the overall situation from all views:

Business Woman

  • Are you or your supervisor new to the company?
  • Were they in a different type of department? i.e. Sales, Marketing, Customer Service, etc.
  • Are you or your supervisor going through any personal changes right now?
  • Are you being demanding?
  • Is your boss’ boss being demanding?
  • Is your company going through any difficult changes?

All of these factors can have an impact on your relationship with your boss. If your supervisor is new to your department, they need time to adjust to your learning style and find out more about what motivates you. Are you new to the department? Coming from  IT to Sales can be a bit of culture shock. You may not be used to the high demands and fast-paced atmosphere.

Maybe both of you have worked together for a while. Are there any company changes going on that have added pressure to your department?

It is important for you, as the employee, to assess yourself, your actions and the situation before you start throwing “Bad Management” around. Just remember to keep an open and positive mind.

Communicate Clearly

One of the most important things you can do is speak to your manager about how you are feeling. Most bad managers don’t know they are even bad! There have been so many times when friends of mine have come to me looking for advice about their supervisor. “Well, what did your boss say when you told him that?” “Oh, please! I’m not going to tell him how I feel.” You can’t expect your supervisor to read your mind, and you can’t run away from your problems either. Don’t leave the company without attempting to resolve the issue at least once.

Although it may be difficult to do, speaking to your supervisor about how you are feeling will:

  • Actually notify your supervisor of the situation.
  • Move toward a solution.
  • Demonstrate your leadership and maturity to your supervisor.
  • Inform your supervisor that you care about the position and your relationship.

Make notes on what you’d like to say and keep it constructive. Lead with “I” statements rather than “You.” “I feel that…” or “Sometimes, I get the impression…” You statements may make your boss feel attacked. And remember, they are still your boss.

Don’t Gossip!

TOO much communication can be a bad thing. Do not gossip or tell other co-workers about your problems with your supervisor. It is very tempting to speak to your co-workers about how you are feeling since they work with you and can understand your frustration. Unfortunately, it is more trouble than it’s worth. Office politics are nothing to get involved in, and talking about others is like being elected as the Mayor of Gossipville. Speak to the people who need to know: your supervisor, Human Resources, etc. but don’t divulge too much to your co-workers.

Provide Feedback

If you decide to leave the company for any reason, your company may ask if you have any feedback for them. You can be honest here; just keep it constructive and informative. Do not bring up situations that you don’t clearly remember or that involve other employees. Also, leave out situations that were resolved with your supervisor. Try to keep your emotions to a minimum. You may feel hurt and under-appreciated, but you have to remember: this may be the first time that this person is hearing about your issues.

What you can do as a manager:

Assess Yourself

The signs are not always going to be evident. Here are a few questions that you may want to ask yourself:

  • Have you ever received negative feedback from employees?
  • If yes, did you see a pattern in any of the feedback?
  • Have you had conflicts with previous or current employees?
  • Have you ever felt guilty about something you may have said or done to an employee?
  • Have you felt that you haven’t had a great relationship with your employees?
  • Do you feel that your employees may talk about you behind your back?
  • Have you ever felt that you have been misunderstood in your role as manager?

If you answered “Yes” to any of these questions, you may want to review your managerial style and possibly gain some feedback from your staff. The first step to improving your time at work is capitalizing on your strengths and improving on your weaknesses.

Get Control of Your Management Style

There are many assessments out there that can help you understand your managerial style and its effects on others. One profile that I would recommend is Everything DiSC Management. The assessment is designed to provide constructive feedback on your strengths and weaknesses and instruct you on how to adapt your style to staff members of other DiSC styles. Have you ever heard of the DiSC theory? Well, Everything DiSC Management utilizes this theory to specifically explain how to better develop your managerial skills. Bad management is something that can be both prevented and fixed. By better understanding yourself you can learn to better understand others. Don’t just take the assessment, but really review the results and ask for others’ feedback. You may like the way you manage, but you have to remember that all of your employees are different people.

Even if you feel you are an excellent manager, it always helps to better understand how your style affects others.  Perhaps you and your team work really well together. One addition next year can throw you a curve ball, and you may need to adjust your management style.  Being aware of your strengths and weaknesses can help you better communicate with others, which will certainly benefit your career in the long run.

Keep an Open Mind

Since I advised the employees to talk to you about their concerns, I’m asking you nicely to be open to hearing them. It takes a lot of courage to discuss delicate issues with your boss, so take notice and let them know you appreciate the feedback. Are you going to agree with everything they say? Of course not. Try to keep an open mind and keep your emotions to a minimum. Your first reaction may be to then discuss how the employee is doing, but keep those discussions to a second meeting. End this meeting by thanking them for their opinions and appreciating the fact that they care enough to talk to you about how they are feeling. You don’t have to be a pushover, but you should respect how they feel. If you feel they are speaking out of line, you can say so as their manager.

Ask for Help

Ask your HR or Training & Development department for the opportunity to take some online courses. Training resources are not just for Managers-In-Training or staff looking for a promotion. Treat yourself to short, online courses that focus on soft skills or your profession. These courses typically range from 30 minutes to a few hours and may even come with an assessment to take along with it. Not only will this help you advance in your career, but it will show the employee (and your employer) that you are taking steps to improve your skills.

Anyone can learn how to be a better manager. Each staff member is different with different priorities, work preferences and requests. If you can better understand how your personality and style affects others, you can learn to better adjust your management style for them, as well.

Do you have any suggestions for companies, employees and/or managers? Leave a comment, and let us know!