A Letter from Effectiveness Institute’s President
President George Myers reaffirms that the Effectiveness Institute team is here to support you however they can.
President George Myers reaffirms that the Effectiveness Institute team is here to support you however they can.
While Analyzers are better suited for working from home than others, here are some strategies that will help them to thrive more while social distancing.
Though opposing Behavior Styles can be “potentially toxic,” they also have the makings to be the most powerful relationships we have.
Effectiveness Institute has created a few tools that are designed specifically for managers to develop their team, on their own, virtually or in-person.
The biggest driving need for Persuaders is people. Remote work creates some unique challenges for them, especially when they can’t leave the house.
There are three different possibilities that might precipitate conflict among people with common Behavior Styles.
We continue to grow. And because you are a central part of that, we would like to invite you to an open house in June, at our new offices.
Effectiveness Institute and Geoteaming are joining forces to provide a unique and engaging approach to fostering more productive teams.
While personality more closely aligns with who we are, Behavior Style reflects what we do and the impact we have on others. Deeply understanding this distinction makes all the difference in relationships.
Effectiveness Institute is partnering with Gwinnett County Public Schools to develop a new People Skills program tailored specifically for educators.
Effectiveness Institute has made immense progress in the past 13 years. To reflect this and better adjust to the current landscape, our prices are changing.
Effective teams excel in technical skills (tasks/processes) and people skills (emotional intelligence and interpersonal communication). Here are simple things they do to succeed.
For good reason, distributed teams are on the rise, but doing them right can be a challenge. Here are several principles to keep in mind to ensure that your team culture remains effective and that distributed arrangements work well for everybody involved.
Happy holidays from all of us at Effectiveness Institute! We hope you’re appeciating all the Behavior Style holiday sELVES in your life.
When our Behavior Style needs are not being met, it creates a tension-reaction inside of us that is often externally expressed. This creates vicious cycles.
I was a jerk leader because I understood and cared about driving numbers but failed to fully develop my skills regarding the other half of the equation.
If we want to improve our relationships, communities, or team cultures, we need influence to do it. In other words, we must seek after power.
One way to illustrate these problems would be to consider what happens when a client asks for help in the development of a leader in their organization.
A testament to the reality that when each area of purpose is understood, embraced, and articulated, personal success and satisfaction emerges.
Building an increased awareness around the benefits of conflict is a major step forward in thinking differently and, ultimately, finding more success in our relationships (and projects).
Can you think of someone who is technically brilliant but lacks people skills? Nine times out of ten their technical brilliance has not been fully utilized because of their inability to master the people side of work.
Changes in mindset become new patterns, preferences, or inclinations. They create a new natural resting place from which our behaviors flow. Improve your mindset and it will become that much easier to make proper use of Behavior Styles or any other behavior-centric techniques.
Receiving feedback often triggers the internal “fight/flight/freeze” mode in each of us because there’s a good possibility that what comes next will not be a positive experience. However, there are some things we can do to make receiving feedback a more productive encounter.