Now What’s My Communication Style includes easier scoring, full-color guides, and downloadable support materials.
The HRDQ Style Series provides quick and accurate ways to identify personality styles and the impact they make in the workplace. Using self-assessments participants can better understand how personality drives behavior, improve their people skills and successfully create interpersonal relationships with What’s My Communication Style?
Identifying an individual’s personality style as being, Direct, Spirited, Considerate, Systematic enables us to develop better interpersonal connections recognizing the strengths and weaknesses within each style. By understanding the strengths in each style we can flex our own style to work with those strengths communicating and interacting better.
What’s My Communication Style assessments take about 10 minutes to complete and is followed by approximately one hour for interpretation of scores, topic discussion, debriefing and action planning. This affordable, easy to use, no certification required training makes a great addition to anyone interested in improving communication skills or as a foundation to a variety of soft skills training topics including communication, leadership, team building and supervisory skills.
Contact Chris Koniers at 610-292-2639 or e-mail firstname.lastname@example.org for more on What’s My Communication Style products and the HRDQ Style Series!
HRDQ Will be and we hope to see you there!
Stop by and see us on the exposition floor in booth 1053!
Spin the HRDQ prize wheel and win!
See us at the Expo for FREE! Click Here for you FREE expo only pass!
Enter invitation number 1143
See you in Dallas!
Mars Surface Rover is an experiential learning game that presents two great models for effective teamwork.
- The Leadership Edition is an interactive training game ideal for teaching new or experienced leaders and managers how to develop a facilitative leadership style.
- The Team Edition shows the importance of implementing a true team environment and how, through teamwork, each contributor can experience greater success.
A comprehensive kit with two standalone modules, the Mars Surface Rover Deluxe Kit transforms the classroom into a top-secret development lab when the audience is challenged to design and develop a new prototype vehicle for NASA.
Limited Time Offer
Orders must be placed online by 11:59pm ET 4/30/13. Enter code MARSresell at checkout. This offer may not be combined with other offers or applied to prior purchases, and only applies to Resellers. Items may not ship immediately.
Organizations gain a competitive advantage when people listen, from better communication, morale, and productivity to reduced absenteeism, turnover, and conflict. On average, people spend 45% of their time listening. Yet studies show they remember only half of what they hear, even moments after they’ve heard it. And that’s not all. Just 2% of people report they’ve had formal education on the topic. Research sends a message that’s loud and clear—it’s time to add listening skills to your training line-up.
Learning to Listen is a communication instrument that focuses on the visible—and invisible—aspects of listening behavior: Staying Focused, Capturing the Message, and Helping the Speaker. And while most listening assessments measure style, this self-assessment measures skill level. Because it targets actual behavior, individuals are able to take immediate action to maximize their strengths and improve upon their weaknesses. The result is employees who are better equipped to handle customer complaints, negotiate contracts, manage teams, and more.
- Determine listening effectiveness in three dimensions
- Explore the visible and invisible aspects of listening
- Learn what it takes physically and mentally to listen
- Understand the common barriers to effective listening
- Create a plan to put new skills into immediate action
Learning to Listen is an excellent starting point for anyone who needs to improve their listening skills, especially supervisors, customer service representatives, managers, sales professionals, negotiators, consultants, and anyone who spends a lot of time communicating. Learning to Listen is also appropriate for use as a self-study tool.
Certification is not required to administer or facilitate Learning to Listen. The Facilitator Set includes everything trainers need to prepare for and deliver a successful learning experience:
- Step-by-step guidelines for a one-hour and 45-minute workshop
- Comprehensive background information
- Skill-practice activities
- Action-planning worksheets
- Optional activities
- Alternative training options
- Microsoft® PowerPoint® presentation
Check out these free resources to learn more about Learning to Listen:
Trainers have relied upon Learning to Listen for more than 15 years as a go-to resource for improving listening skills. Try it risk-free for 30 days! Order the Facilitator Set and Participant Materials.
Hosted by HRDQ
Presented by Kelly Hannum
Wednesday, January 23, 2013
2:00pm – 3:00pm eastern time
Despite the growing opportunities created by our interconnected world, the dynamics of diverse social identity groups present an interesting challenge for organizations. Now more than ever, today’s leaders must be able to lead people of different nationalities, religions, races, and gender to work together effectively. But how can leaders develop the skills they need to master these tough situations—especially when the conflicts and misunderstandings are complex and emotionally charged?
Kelly Hannum, a senior faculty member at the Center for Creative Leadership, will lead an hour-long webinar that will provide practical and relevant information about how to lead across social identity differences. She’ll discuss how diverse group dynamics affect organizations, reveal five common triggers of conflict, and introduce a framework leaders can use to gain better understanding and take appropriate action.
Kelly Hannum is co-author of Leading Across Differences – a training package that offers new ways of thinking about leadership challenges, providing participants with a framework and process for better understanding their context and taking appropriate action.
What You Will Learn
- A framework for addressing social identity differences
- The common triggers of social identity conflict
- Who should take action—and what actions to take
- Leadership practices for situations where multiple identity groups are present
Who Should Attend
- Human resources professionals and consultants
- Diversity trainers and facilitators
- Change and OD strategists
- Managers and executives
- Leadership development trainers
About the Presenters
Kelly M. Hannum is a senior faculty member at the Center for Creative Leadership and a visiting faculty member at Catholic University’s IESEG School of Management in Lille, France. She holds a PhD in educational research, measurement, and evaluation from the University of North Carolina at Greensboro. Dr. Hannum is the recipient of multiple awards, including the prestigious Marcia Guttentag Award from the American Evaluation Association. She has been on the Advisory Board of the Leadership Learning Community since 2007, and she has been invited to speak at numerous conferences across North America, Europe, Asia, Africa, and the Middle East. The National Aeronautics and Space Administration and the World Bank are among Dr. Hannum’s clients.
You can be a leader. It doesn’t matter what your job is, what your title is, how old or young you are, or what your field and specialties are.
But you may not feel that way. You may feel that your rank or place within a hierarchy prevents you from stepping into a leadership role.
You’re wrong. No one needs to tell you to be a leader. Leadership is a set of skills, not an inherent state. When you develop leadership skills and display leadership behaviors, you are a leader. No question.
The Leadership Practices Inventory is a 360-degree assessment that not only shows how you and your peers view your current leadership skill level, but provides a model for developing your leadership further.
Authors Kouzes and Posner break down the behaviors into five categories:
- Model the Way – determine and clarify values, adhere to them, and communicate them to others in a demonstrative, rather than prescriptive way.
- Inspire a Shared Vision – communicate an image of the future, encourage others to see the possibility of that future, and highlight the communal benefits of positive change.
- Challenge the Process – be willing to take risks and experiment, to learn from failure, but commit to possibility.
- Enable Others to Act – create teams, build trust, and learn to rely on the abilities of others.
- Encourage the Heart – give positive feedback, celebrate values and victories, and encourage happiness and enthusiasm.
The assessment shows if you think of yourself as a leader and how and why. Does your view of yourself match with the views of your peers? Are you identifying the correct behaviors as leadership abilities? What actions can you take to display leadership behaviors more often?
The more leaders your organization has, the better chance it has of reaching its goals, and moving forward as a strong and well-aligned team. And the Leadership Practices Inventory can help develop those leaders.
New to the 4th edition of the LPI are:
- A fresh, modern look to the materials (including the Feedback Report)
- A group comparison report page
- A shorter workbook – specifically designed for debriefing and understanding the Feedback Report
- The latest data on the LPI’s model
- An updated Facilitator’s Guide that focuses on LPI administration, debrief, and how a facilitator can develop one’s leaders from there.
Click here to get started with the Leadership Practices Inventory, 4th edition today!