1. Elevate Your Onboarding Success
Welcome to
Elevate Your Onboarding Success
with DISC
Shelly Yocum
Sr. Director Workplace Learning
and Performance
Master Certified DISC Trainer
ASU Enterprise Partners
Greet: As each attendee arrives, shake hands. (Establishes your facilitator role.)
Select: Rapport questions. (Provides quick receptivity assessment.)
Complete the DISC before? (e.g. Paper version/ 3 Graph Version.)
Take other assessments prior? (e.g. Myers Briggs)
Show others your DISC Report? (e.g. Most say “yes.”)
Complete page 12 of DISC Report? (e.g. Response if “no.”)
Say: “It will take you a bit more effort to track during the session.”)
Start With: Turn to the person next to you & say… “You’re O.K.!’
(Start with light-heartedness. This always gets a chuckle & helps relieve some nervous energy for all in the room. Repeat throughout training session whenever you feel tension is rising.) 1

2. Today’s session Why DISC for onboarding? Establish the business need
How? Ideas for getting it done
Forming and storming
What next? Keep DISC alive in the your culture

4. Start with the need
Our story

5. DISC Communication Culture
We integrate DISC into onboarding because we want to establish a culture that values diversity and differences (fill in with your organization’s values). DISC gives you a tool to better navigate among colleagues, departments, donors and vendors with understanding and adaptability.

6. How—Process of Implementation
Department by department
Saturate all areas of the business

7. D? I? S? C? DISC

8. How—Process of Implementation
Onboarding
1:1 new employee with manager
Team workshop with new employee and colleagues and manager

9. How—Process of Implementation

10. Your Graph II Word Sketch
Based on your assessment “Most” responses, your DISC report has identified characteristics that line-up with your Adaptive Graph I DISC Pattern. The highlighted words indicate what communication behaviors you utilized the day you took the assessment to problem solve, influence people, develop plans and handle procedures. The behavioral traits you demonstrated are influenced by what role, responsibilities and to whom you were relating to.

11. Speed Meet Using Page 8 of your Report: Share Discuss
Strengths, Motivators,
Communication Tips
Discuss
Your similarities? Your differences?
After 5 minutes: Switch partners
3 rounds of discussion 11

12. Marketing Team Devin (D) Lynne (Di) Ray (Dc) Lucille (C)) Steve (S)
Barry (Si)
Lucille (C))
Craig (CS)
Kyle (C))

13. Sales team

14. What next? Keep DISC alive in your culture
Team development
Retreats
Annual goal setting meetings
Project-centered meetings
Addressing specific communication challenges

15. Reflections What can we learn from you/your style?
How are you often misunderstood?
What are your fears?
What are your unique contributions?

16. Intergrate communications among generations

17. Communication preferences

18. Building and Maintaining Rapport throughout the Engagement Cycle
Connecting
Exploring
Collaborating
Confirming
Assuring

19. Action Plan for All Four Styles
1-Determine a co-worker’s DISC Style, based on 2 behavior (characteristic) sets
Pace/Direct ? …Quick (D & I) or Cautious (S & C)
Priority/Open? ..People (I & S) or Task (D & C)
2-Add a by “Characteristics” that match your co-worker.
3-Add a X by (Communication) “Tips for Others” you currently use with your selected co-worker.
4-Insert a around the remaining “Tips for Others.” You now have your overall Action Plan.
5-Add a by one of the “Tips for Others” you will first apply.

20. Conclusion Purpose – Provide communication insights & strategies
Process – Learn from DISC report, one another, & learning activities
Payoff – Increase communication effectiveness with colleagues & donors
State: Purpose is: ___ (Reason why this particular training is taking place.)e.g. Team Building / Management Communication Strategies. Build upon your Communication Strategies
Leverage Communication Style
Avoid
Process is:__ (How learning will be conveyed.) e.g. Lecturette, Skill Practice, Q & A, Develop Follow-Up Plan.
Payoff: __(After training is completed, what are realistic expectations?)e.g. Increased productivity, improved inter-department communications
Say: We’ll look at what is the DISC Assessment. Then, key pages of DISC Report & what it means to you.
We’ll only be reviewing key pages due to time constraints. Then we will focus Application Learning Activities - exploring how DISC applies at work. Next, we’ll develop an Action Plan so follow-up can easily take place.
Format: Feel free to ask questions, however, please know if dialogue gets off track, I’ll make an invitation to continue that conversation during the break. This will ensure discussions are beneficial to all.
Ask: And, is everyone okay with sharing their graph information with the group?... Great! (I have always had folks say, “sure, that’s okay.”) 2