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| Learn how to improve personal and professional relationships using this free podcast. Click here. |
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Welcome
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Are you looking for first rate workplace learning and performance training programs or products, but also want someone who can help you use them to the greatest effect?
Our solutions are simple, but not easy. Improve relationships and increase results.
No one can lead or manage in a vacuum. We need people around us - people who believe in our cause and people who will join us in our journey to solve our customers' problems.
How can we do this better? By putting into place the procedures, the processes and the PEOPLE who can make this happen. If we do this well, everyone wins. If we don't, results don't happen or they happen in haphazard ways that cost us time, money and resources.
When people are operating from their strengths, we create an environment that is fun AND effective. At SRG, we work with our clients to deliver the resources and tools you will need to achieve the results you want.
Simply stated, we provide: BRIGHT IDEAS FOR BRILLIANT RESULTS!
Results in:
- Increased sales
- Improved customer service
- Enhanced teamwork
- Exceptional leadership
We have been using the DISC Profile and other learning tools with clients for over 20 years now. We know that each client situation is unique. Most of our clients come back to us year after year, as they know we will help them craft the right solution for their organization. You may want us to come in and do the work, or you may want to do it yourself. Either way, we will provide you the amount of assistance you need. We are committed to helping our clients be successful.
We have two main areas of client focus. Here is our commitment to both of these groups: |
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To develop long-term partnerships with leaders who want to achieve their vision faster by creating a culture where employees love coming to work and are committed to helping the organization be successful. |
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To provide in-house trainers and HR professionals high quality training resources such as assessment tools, course curricula and facilitator kits in various formats such as classroom, on-line and blended learning. |
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Thanks for giving us the opportunity to earn your business. We take that very seriously, and hope you will look to us as a trusted partner. Please let us know how we can work together.
Warmly,
P.S. On request we will provide you with a free 30-minute consultation when you order a new program or product from us. Give us a call today!
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Switzer Resource Group, Inc. is a full-service training and consulting firm. We use the products we sell. President and founder, Paula K. Switzer, is a Certified DISC Trainer and authorized distributor for Inscape Publishing. She is also MBTI qualified, past President of the Kansas City ASTD and an NSA member of eighteen years. She brings over 20 years of experience partnering with groups and organizations to improve customer service, leadership skills and team building by helping build or strengthen relationships by promoting trust and individual responsibility. |
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"In working with Paula over the last seven years, we have had the opportunity to really develop our leadership program and services that we provide our customers based on Paula's knowledge of the DISC Training course."
Shelley Hull
Training and Development Department
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Paula Switzer is a consummate professional consultant. She has never pushed unwanted programs or services but looks for ways that she can match a need we have with a service she offers. I look forward to working with her as we continue to develop our employees and leaders.
Deb C.
Manager, Education and Development
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| With 30 years of proven reliability and over 40 million users, DiSC® Classic remains the most trusted learning instrument in the industry. It is used worldwide in dozens of training and coaching applications, including organizational development and performance improvement. Designed to complement and supplement existing training programs, DiSC Classic can help improve communication, ease frustration and conflict, and develop effective managers and teams. |
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| Click "Recalculate" when ordering to see volume discount prices. |
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DISC Certification: Go DEEP with DISC
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| Increase your value and boost your career by becoming a Highly-Skilled Certified DISC Expert in just 90 days. Learn how to unleash the full power of DISC and Earn 12 Hours Professional Development Credit! |
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Go DEEP with DISC is now approved for 12 hours credit by the HRCI |
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Next class begins February 3, 2010. |
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| We also offer Everything DiSC® Trainer Certification conducted by Inscape Publishing. Click here for details. |
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EPIC - Electronic Profile Information Center. EPIC lets you manage your training requirements and profile distribution from any pc with a web browser. No software installation is required. All you need to get started is an EPIC account and some credits - the EPIC "currency". Once you have these then you're in control. More about EPIC. |
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| EPIC Demo |
Log on with userid = bright, password = ideas.
Refer to the EPIC Quick Start Guide for guidance or use the EPIC Help and EPIC Tutorials (animated, with sound) available from the Help menu once you've logged on. |
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| New to EPIC?: *** Get a FREE EPIC sub account when you order 20 online profiles. Save $140....Learn more. |
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| Price per EPIC credit by quantity: 1-499:$3.10, 500-999: $2.94, 1,000-2,499:$2.79, 2,500-4,999: $2.64, 5,000+: $2.48 |
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idXready Training Programs from Inscape
*** Version 2.0 Now Available***
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Leadership Defined |
Leadership Defined presents a collection of 26 interviews from some of America’s most dynamic leaders including CEO of Switzer Resource Group Inc., Paula Switzer, Alexander Haig, Alan Keyes, Veronica Holcomb and Patricia Ball. Their insights, perspectives, and strategies are having a dramatic impact on people, organizations, and even countries, across America and around the world.
Each interview brings a unique insight into what it takes to be a real leader, giving you a golden opportunity to explore different leadership styles and see how well each one meshes with your past experiences and, more importantly, how it could help you with future challenges.
The interviews are full of good ideas and interesting experiences of leaders from a diverse collection of backgrounds. The format of this book also means it is one you can pick up and read whenever you have a spare moment and still get something useful from it every time. You will learn from these leaders and find encouragement and inspiration to continue your own leadership journey. It is a journey well worth taking. More... |
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New Products
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Take control of your career and become a Real Leader.
Are you bright, talented, and accomplished, but…
•You lack the ability to influence others?
•You speak, and no one listens?
•You want to improve your leadership skills to give you a competitive edge?
•You’re not part of the “good ‘ol boy” network? |
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| From Wikipedia, the free encyclopedia: |
| DISC is a group of psychometric tests based on the 1928 work of psychologist William Moulton Marston. (Note that DiSC with a lower case "i" is a trademarked version of the tests by Inscape Publishing.) |
| History |
| DISC is the four quadrant behavioral model based on the work of William Moulton Marston Ph.D. (1893 - 1947) to examine the behavior of individuals in their environment or within a specific situation. DISC looks at behavioral styles and behavioral preferences. |
| Marston completed doctoral studies at Harvard in the newly developing field of Psychology. In the early 1920's Marston's work when he first studied the concepts of will and power and their effect on personality and human behavior. These findings contributed greatly to the field of psychology. |
| Marston published Emotions of Normal People in 1928. In this book he first formally presented his findings, though he had written about DISC four years earlier. Marston published a second book on DISC, Integrative Psychology, in 1931. Marston really wanted to develop a unit of measurement of 'mental energy'. He did not develop the DISC test or assessment. In fact, he never used it as an assessment at all. However, in 1930, a friend did use it as an assessment in a book on success and it was published as one of the first in the newly emerging field of Self-Help publications. |
| Method |
| The tests classify four aspects of personality by testing a person's preferences in word associations (compare with Myers-Briggs Type Indicator). DISC is an acronym for: |
- Dominance - relating to control, power and assertiveness
- Influence - relating to social situations and communication
- Steadiness - relating to patience, persistence, and thoughtfulness
- Compliance (or conscientiousness or caution) - relating to structure and organization
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| These four dimensions can be grouped in a grid with D and I sharing the top row and representing extroverted aspects of the personality, and C and S below representing introverted aspects. D and C then share the left column and represent task-focused aspects, and I and S share the right column and represent social aspects. |
- Dominance: People who score high in the intensity of the 'D' styles factor are very active in dealing with problems and challenges, while low D scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.
- Influence: People with High I scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with Low I scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
- Steadiness:(Submission in Marston's time): People with High S styles scores want a steady pace, security, and don't like sudden change. Low S intensity scores are those who like change and variety. High S persons are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. People with Low S scores are described as restless, demonstrative, impatient, eager, or even impulsive.
- Conscientious: (Compliance in Marston's time): Persons with High C styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High C people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, tactful. Those with Low C scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and careless with details.
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| A common general public misconception is that if one is described as having either a D, I, S, or C style that all people are simply categorized into one of four types. The 1970's work by Dr John Geier brought DISC into practical application with substantive research. The Geier research delineated the distinct differences of person's within the 4 factor styles with the advent of the Classical Pattern definitions. It was found that there are distinct differences between persons within each of the 4 style profiles. For example not all D's behave in the same way. The same is accurate for the other styles of behavior. |
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| Affiliated web sites: www.disc-profile.com www.disctraining.com www.relationaleadership.com |
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