Part One: Road Test DISC Training in the U.S

Part One: Road Test DISC Training in the U.S.

Bonnie Burn (BB): A year and a half ago when you first joined your company, why did you decide to use the DISC?

Brandon: I held a series of meetings with the managers in the division where I first worked and conducted a very informal needs analysis. Most of them were new to management and said they wanted management training. Listening to them, I realized heavy content laden management training would overwhelm most of them. I did some online research, found out about a different version of the DISC, and designed my own short training course. I thought DISC would help them improve their communications with their employees. It could be a big first step and help lay the cornerstone for all future management training.

BB: How did that work out for you?

Brandon: Pretty well because we were all new to the DISC and I was new to the company. They seemed to like it at the time, this has changed. Soon after that training, I was promoted and transferred to the Headquarters office and asked to provide training for the whole company. When I started there were 500 employees, now there are 750 and we are still growing. I expect to train at least 25 more new managers or more by year end on DISC.

BB: So why did you change over to this DISC and get certified?

Brandon: My new HQ boss is the company's HR Director. She used to work with one of your grads who told her great things about your certification program and version of the DISC. I called this grad, found out more, and got approval to become certified. I instantly saw how this DISC version would work better for our managers. The report is a lot clearer, less intimidating, and I really like the Summary Page 12 of the report.

BB: What was your biggest challenge in using the DISC in the U.S.?

Brandon: My biggest challenge was in the very beginning to get approval from the line Director I reported to initially in the division to use the DISC. It took a lot of time and I bombed on my first attempts. Then I read more online and thought I am probably an "I." Later, when I took the DISC, this was confirmed. I guessed that this Director is a "D." So, I realized I needed to adapt to her style. Once I gave her the big picture overview with some facts and the bottom line, I got her approval.

BB: What has happened since you graduated?

Brandon: I've trained about 70 other managers using the new and improved DISC and training program. It is very, very interactive. I set up the exercises then they take over and do the real work. The feedback is much higher from these training programs. In fact, the first 25 I trained are almost jealous and have asked me to re-train them. Luckily, I've been able to travel to all of our U.S. offices and conduct the same DISC training in person. Good news travels and word spread overseas to our automated operations center in Romania. Much as I would like to go over there, it is too costly. Besides, managers here and there were already using an LMS (Learning Management System) to conduct virtual meetings. I'll admit that I pushed back. In spite of my reservations, my boss told me to deliver DISC training online to the managers in Romania.

Part Two: Two Part DISC Harmony,

Going Virtual to Romania

Bonnie Burn (BB): What were some of your reservations about doing DISC remotely online?

Brandon: I was nervous about the whole thing. I had never done training remotely.* I couldn't imagine how to conduct it on an LMS. I wasn't sure that DISC was going to be understood without the on-site interaction. I thought I would not be able to get the immediate cues and feedback that I am used to getting when I am there in full view in front of a training class. I thought it might be boring and not interactive enough. I was also concerned about the translation, their level of English fluency, and how DISC would land on another culture. *

BB: How were you able to deal with your reservations?

Brandon: Fortunately, the Director for the Romania center is based in another building here in San Diego. I met with her and she assured me that the managers speak excellent English. We then had several conference calls with them. This helped me get to know them better. They told me they had taken other types of assessments. I sent them some information on the DISC and they liked what they read. Besides, they had heard from other managers in the U.S. how much they liked the training and how it had helped them.

BB: What did you do to prepare for doing an online DISC training?

Brandon: My first call was to you! You were a big help. I took some of your ideas and modified the three hour program I normally do in-person. I broke it up into two chunks of time on different days. It probably ends up being close to three hours in total. I'll cover more of the specific details of how I did it, what I've learned from this experience, and provide the other grads with some suggestions and tools they could use if they are going to conduct a DISC webinar.

BB: Thank you Brandon for telling us your two different training challenges and why you are using the DISC as the foundation for your firm's management training. In-person and online webinars are different. It sounds like you were able to find some work-arounds and still get good results.

Special Thank You to our Contributing Editor and Sr. HR Consultant, Mona Melanson

DISCcert 855.459.6648

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