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Tag Archives: Margaret Smith LP of Insights

If you’ve been following my blog for a while, you know that I’m a licensed practitioner of Insights Discovery. Insights is a science-based program, designed to help you become more familiar with your personal preferences, strengths, areas of opportunity, communication preferences, etc. In short, it helps you take a deeper dive into YOU, which, in turn, helps you to better connect with others.

When I guide teams through Insights Discovery, it always amazes me what people learn about each other and what bubbles up to the surface. Sometimes, a person will have a lightbulb moment and realize, for example, that they have been communicating in an ineffective way with someone for years. Maybe Person B prefers straightforward, to-the-point communication, and Person A has always tried to chat with them first before getting to the point. Maybe tension has arisen, and they both had no idea why. Insights can help pinpoint the source of that tension and guide people to take the first steps to alleviate it.

So…where do colors fit in?

Insights uses a simple color wheel to classify different personality types. In short, those with a “red energy” preference tend to be go-getters, results-oriented, and have little tolerance for dilly-dallying. Those who lead with yellow energy are social, enjoy working in teams, and do well with brainstorming sessions. Blue energy folks are driven by data and logic, and they tend to be on the introverted side. People who lead with green energy tend to be highly empathetic, quiet, and want to see everyone included on the team.

These are broad generalizations, of course, and Insights definitely recognizes that people are more complex than a single “color.” That’s why it’s said that an individual “leads with” a certain color. Someone might lead with yellow energy, for instance, but can also have a knack for data analysis (a blue energy trait) and are motivated to see their entire team succeed (a green energy trait).

Insights, in fact, claims that each of us has the capacity to embrace every color. Even if we are not natural “reds,” for instance, we can still whip up that confidence and embrace red energy. That’s because human beings are dynamic, and we have the capability to train ourselves to be more well-rounded.

Let’s not put limits on ourselves.

Instead, I challenge you to try embracing some of the characteristics that do not come naturally to you. If you think a little more self-confidence would serve you well right now, commit to working on that. If you think you could become a tad more social, commit to that. Best of luck on your color journey! Contact me if you’d like a little more guidance on Insights.


MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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Effective feedback with D4 Model

When you think about feedback, do you think of the old “feedback sandwich” where a piece of advice is wedged between two compliments? Do you picture an awkward conversation involving lots of fidgeting and very little eye contact? And what happens after the meeting? Is there a system in place to hold people accountable for implementing the feedback?

There’s a better way to give feedback.

Whether you’re giving appreciative feedback for a job well done, or developmental feedback to help someone improve, it’s a good idea to turn to the D4 Model. This model, created by Insights® Discovery, is set up to accommodate people of all personality types and tendencies. Whether someone is driven by data, emotions, or action, the D4 model works with the person on the other side of the table to give feedback that sticks.

What does D4 stand for?

Data

What are the facts? What actually happened?

Depth of Feeling

How did the instance make you feel?

Dramatic Interpretation

How are you interpreting the situation? What meaning have you given it?

Do

What do you want to do? What do you want the other person to do? Focus on actions taken and actions required.

 
How does the model play out in real life? If you’re giving appreciative feedback (it is Thanksgiving month, after all!), you might say something like the following:

“When you helped to organize the company fundraiser, I felt relieved that I didn’t have to do everything on my own, and that makes me think that you and I share the same commitment to a healthy office culture, and I want to say thank you and invite you to help spearhead future fundraisers.”

D4 Model, Appreciative Feedback

 If you’re giving developmental feedback, the model plays out a little differently. The action step (“Do”) calls for a strategy and a follow-up, so that action can be implemented and accounted for. Here’s an example:

Be sure to give your team plenty of constructive praise this month, using the D4 model. It is the season for gratitude and it’s always a good idea to let your staff know that they are valued and appreciated. If, however, you encounter problems this month, don’t be afraid to use the D4 model for development. It’s a great way to concisely and clearly offer candid, practical feedback.

Don’t dread evaluations this year! Just remember: Data, Depth of feeling, Dramatic interpretation, and DO.


Looking for more feedback tips? Please contact me.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.

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Post first published in 2016.

It’s Thanksgiving month, so you’re likely seeing constant reminders about gratitude and giving thanks. A lot of it may seem fluffy, but there are actually concrete benefits to being grateful.

Studies have shown that moods lift, outlooks become more positive, and relationships are healthier when we practice gratitude. From a business perspective, showing appreciation for your clients, co-workers, support staff, or employees helps to foster a more pleasant atmosphere, boosts morale, and slashes employee turnover.

But, gratitude shouldn’t be treated as a one-off thing. We shouldn’t get through Thanksgiving and go, “Well, that was fun. Now, on to Black Friday!”

A grateful mentality should be a sustainable one. We’re talking about an attitude shift here, not just a temporary state of mind. Why change your thinking for a month, when you can change it for a lifetime?

The trick to sustaining an attitude of gratitude? Practice every day.

The moment you wake up, instead of dreading the day ahead, think about the many blessings in your life. These could be simple things–the hot coffee in the pot, your friends and family, the roof over your head. Think about three things that bring you joy, comfort, or stability. You can choose to write about these things in a gratitude journal, or simply meditate on them for a few minutes.

Then, see where your day takes you. This morning burst of gratitude should help give you a positive boost and, if you confront rough patches throughout the day, you can always think back to your morning meditation and remember the three things that you were grateful for.

(It is worth noting that being a grateful person doesn’t mean that there aren’t negative aspects of your life. If the negative parts get too overwhelming, it may be time for a significant change. But that’s a topic that I’ve addressed in other posts.)

When you’re grateful and appreciative, the world changes. Your personal outlook becomes brighter, the people around you seem more pleasant (or at least tolerable!), and your relationships become more amiable and love-filled.  Try adopting a gratitude-filled lifestyle and watch your world transform!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.

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