“The most direct path to individual, team, and organizational improvement begins with building on your employees natural strengths while blocking their natural blockers to improved performance.”
Leadership Coaching Series

Your personal map that defines who you are, what you are, and where you are going in your life.

The basic premise of the Leadership Coaching Series is that life is a journey full of tremendous promise and opportunity, but also filled with sidetracks, potholes, and dangerous curves. Discover the keys to help you unlock your potential and achieve maximum success as a leader. Through six coaching sessions you will progress toward improved performance. Each week includes a personalized generated report that provides in-depth, easy to interpret information to assist you in achieving (or even exceeding) your goals.

Session One: Workplace Driver Index - Internal Drivers or Motivators
  This measurement identifies the action steps an individual will take as they prepare to execute or implement their critical thinking decisions. It is their "personal agenda" that defines and supports what they feel is important and will try to manifest in their lives.

Session Two: Expanded DISCstyles - Natural Behaviors or Communication Style Measurement
  This measurement identifies how an individual will communicate, share or deliver their motivated critical thinking decisions to others. It answers the questions, "How assertive, outgoing, patient and precise will this person be as they share their motivated critical thinking with others?"

Session Three: Performance Zone - Critical Thinking Capacity Measurement
  This measurement identifies the ability to perceive core issues, craft a workable solution and effectively implement it within the structure of the organization using the available resources - always within a person's area(s) of expertise. It is the single most powerful measurement.

Session Four: Team Think
  This technology measures a person’s capacity to think, make choices/judgments and cooperate within the teaming or group effort environment. The measurements include your attitudes, beliefs likes, and dislikes.

Session Five: Leadership Screen with 9 Pathways to Leadership
  This leadership screen is designed to assess the level of development of specific skills connected to the four (4) key elements identified as crucial to being a leader. The 9 Pathways defines where someone begins as they approach the problems, challenges and opportunities they face.

Personal Pathways
  Your capacity to value is a talent or ability by which you organize your thinking and emotions to make decisions or value judgments. Value talent is a measure of your ability:
  1. to see and filter what is happening around you and in yourself
  2. to build concepts and ideas by focusing on what is important to you
  3. to translate your ideas and expectations into decisions.
These three activities are the keys to understanding how we make decisions.

When it comes right down to it, “Our goal for individual development is, helping people be better at being themselves”.

Our performance tools are described below. Contact us at DBeard Consulting, LLC for further explanation and assistance.

The Workplace Driver Index

This report presents the relative framework and hierarchy of the 7 basic workplace drivers/motivators that we feel compelled to satisfy as we attempt to make "our good, better, and best decisions." The strength of each workplace driver provides an indicator of the energy and effort we are likely to expend in order to accomplish our assigned goal(s) and objective(s) in a way that also satisfies our strongest workplace drivers while subordinating our lower scoring one(s).

The 7 Workplace Driver Report show us HOW WE PRIORITIZE OUR PURSUITS. We tend to view options that reflect our higher scoring drivers as important and subordinate other options that do not.

Think of the 7 Workplace Drivers as insightful measures that reflect, contribute and influence our overall decision making pattern by revealing each driver's relative weight or influence i.e., we are often forced to satisfy one driver at the expense of another. In fact, there is a type of workplace driver synergy or interactive dynamic that can occur that can either amplify or mitigate the impact of a specific driver. For example, a very high economic driver and very low altruistic driver may cause a person's actions to reflect a strong amplification of the higher scoring driver.

This report measures your relative strength of the 7 Human Workplace Drivers. They are:
  • Aesthetic - a drive for balance, harmony and form.
  • Economic - a drive for economic or practical returns.
  • Individualistic - a drive to stand out as independent and unique.
  • Political - a drive to be in control or have influence.
  • Altruistic - a drive for humanitarian efforts or to help others altruistically.
  • Regulatory - a drive to establish order, routine and structure.
  • Theoretical - a drive for knowledge, learning and understanding.
Key Elements of the Workplace Drivers Index

Understanding the relative strength of your 7 Workplace Drivers will assist you to understand why you place your attention on some things and why some other things are not so important to you. It will also assist you to understand and appreciate that people are different and that being different is not "more or less than..." it's just different."

Workplace Drivers/Motivators contribute to and exert influence on BEHAVIORS. They can be considered somewhat of a hidden contributor because they are not always readily observable. Understanding the hierarchy and relative strength of your workplace drivers will help you to understand WHY you prefer to do what you do.

To View the Report Click Here

Expanded DISCstyles Performance Report

Part of the Expanded DISC report includes a DISCstyle Assessment that measures observable human BEHAVIORS. What do we mean by behaviors? Think of them as the delivery vehicle we use to transmit our ideas, concepts and most importantly, our decisions to other people. The DISC model has been used over 50 Million times and hasbeen found to be very accurate in its ability to reflect how we prefer to interact with others. Please understand that like ingredients in a cake, everyone possesses some degree of each of these 4 primary behavioral factors. The intensity of each factor and how they combine and interact with each other defines and power of our unique overall behavioral style.

The table of contents for our Expanded DISCstyles Report is shown below.

Expanded DISCstyles - Table of Contents

Introduction to the DISCstyles Expanded Behavioral Report

  • General Characteristics
  • Your Strengths: What You Bring to the Organization
  • Communication Tactics for others to use with YOU [Do’s and Don’ts]
  • Your Ideal Work Environment
  • Perceptions, Stressors, and Tactics (create less conflict & more harmony)
  • Behavioral Descriptors: Your Natural Style
  • Behavioral Descriptors: Your Adapted Style
  • Keys to Your Motivation and Management
  • Potential Areas for Growth and Improvement
PART II – Using the DISC Tools to Improve your Relationships
  • Know Yourself; Know Your Associates - 3 Steps to Improved Relationships
  • How to Modify Your Directness and Openness
  • The Key Characteristics of each of the 4 Styles
  • Tactical Understanding for each of the 4 Styles
  • How to Adapt to the 4 Different DISC Behavioral Styles
  • Natural Tensions and Disconnects between Styles
PART III – Individual DISC scores and Integrated Behavioral Diamond Graphs
  • DISC Graphs [Natural & Adapted]
  • Integrated Single Plot Behavioral Diamond [Natural & Adapted]
To View the Report Click Here

The Performance Zone Report©

"The Bus Concept "NET TALENT" scorecard will forever change the game!"

Dr. Hartman’s most prolific graduate student Wayne Carpenter has spent the past 30 years translating Dr. Hartman's "How the employee business brain works technology that enables our clients to accurately COMPARE any candidate's Predictive Performance to their specific benchmark(s) with mathematical precision.

This tool uses sophisticated validated performance algorithms to measure and compare the Quality and Quantity of the Clarity, Personal Bias/Focus and Balance of the candidate’s thinking abilities to the needs of the job as defined by the benchmark and then creates a “Predictive Performance Scorecard” that plots the candidate's job fit score. This comparative (degree of job fit) information is presented via our easy to read Performance Dials that shows you with scientific certainty where the candidate scores using one of our 4 major Performance categories:
Low Risk/Strong Fit for the job (Consider this an "A Score")
  • Situational Risk/Good Fit for the job (Consider this a "B Score")
  • Conditional Risk/Marginal Fit for the job (Consider this a "C Score")
  • Real Risk/Poor Fit for the job (Consider this a "D Score")

This revolutionary predictive scoring system virtually removes the guesswork from the selection process and gives you the objective scientific measurements what you want and need to use along with your review of the education, experience, track record and interviewing results of the candidate(s). This process will dramatically reduce expensive hiring errors and allow you ability to align the talent in your organization with your strategic business plan.

The Bus Concept Scorecard is the "Missing Ingredient" you'll want to use in order to get the right people on your bus and then put them in the right seats. Actually putting the right people in the right jobs will rocket you ahead of your competitors. It is simpler than you might think and the cost makes it a no brainer.

Contact us for your complementary demo.

This is the cornerstone of the Bus Concept system. It enables our clients to accurately compare any candidate or incumbent to the performance needs of a specific job.

Performance Zone reports can be generated against generic jobs such as:
  • Tactical Mgt/Mid Level Manager
  • Customer Service
  • General Employment
  • Sales

Team Think

Our Team Dynamics Report assists you to better understand and develop how well you and your team functions and performs. It provides an overview of the combination of different behavioral styles within the team and has been created by plotting where each person falls within the DISC Behavioral Profiles.

The Team Dynamics results contained within this report do rely on interpretation and please discuss these results with your Consultant.

Within this report, we measure and report BOTH the Natural Style and Adapted Style communication patterns:
  • Natural Style: This is the self-perception of the "real you" which are the instinctive behaviors. These are behaviors the person is most likely to exhibit when in situations they perceive as being stressful or in situations where they can simply do as they choose without having to please or consider anyone else. The reason this is described as the "real you", is in the times just mentioned, our reaction and thinking times are either dramatically reduced or we literally do not have to think about adapting ourselves to suit anyone else. Hence, the "real you" emerges. This Natural Style is the baseline behavior/communication style and tends to be fairly consistent even in most environments.

  • Adapted Style: This is the self-perception of the way people believe they need to behave or communicate in their current environment. While the Natural style holds in "most environments" anyone's behavior may change in specific situations and roles. For example, those involved have responded to this assessment with a work focus and their Adapted Style will likely be different if they responded with a family focus. It makes sense that the behavior required to be successful at work may and could be vastly different to the behaviors required to be a contributing member of their family.
To View the Report Click Here

Dnbeard@roadrunner.com | David Beard | DBeard Consulting, LLC | P.O. Box 1273 Huntersville, NC 28070 | Phone: 704-575-7971 | Fax: 704-875-2159