Ever wonder why you just don't get along with certain people? 

They rub you the wrong way or they aren't as responsive as you'd like?  

When these people are your employees it's especially important that you have tools to resolve team conflict.  Part of your role is to engage, approach, coach, inspire and lead all sorts of personality types.  But we need to value, understand and know how to support them.

LeaderGov now offers a new system to help you do just that. 

LeaderGov's Team Assessment System is a powerful way to compare personalities on your team and visually see how and where you are different.

Knowing how to modify your approach to others is a key to successful management.   LeaderGov's new system gives you a way to better relate, coach and work cooperatively with your team. 

Below is a sample of how Tim and I compare.  You can use the drop down to select any team member to compare yourself to.

The LeaderGov Team Assessment System also shows the styles of everyone on ...

We all have natural tendencies in how we lead in local government.  There are four important words that will provide insights into how you lead that all point to your overall DISC personality type.   DISC is a personality assessment that helps you better understand your natural style and how your style can be an asset or sometimes lead to unhealthy leadership. 

The four words are: Problems, People, Pace and Procedure

Problems:  Every leader encounters problems.  But how we approach them varies greatly.  Do you naturally move toward problems to resolve them or do you move away from problems?  Maybe you hope they'll diminish or resolve themselves.   But D-style personality types naturally move toward problems.  They like addressing problems directly.  But if you don't naturally move toward problems (as another style), you may want to consider a more assertive stance toward problems.  As we all know, unaddressed problems usually don't get better.

People: Other leaders move toward peopl...

All great organizations have one thing in common... they hire smart, good-fit candidates onto their teams.  While easily said, hiring can be a stressful and challenging.   In this LeaderGov blog we'd like to share six ideas to help you supercharge your hiring processes.

1. Hiring Process Input - Do you have a team of people interview each of your final 2-3 candidates or do one or two people do all the interviewing?  We'd recommend that you have up to 5-7 people interview the final 2-3 candidates so you get a well-rounded view of the person.  Making those interviews 1-on-1 also allows each person to get to know the candidates in a more informal setting versus a large room with five people interviewing one person at the same time.  Talk about stress!
2. Reference Checks - Although this is a basic idea, we usually see that these calls are to mainly check on skills.  We want to encourage you to probe not only for skill capacity but ask questions about how they responded under pressure and ho
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At LeaderGov we frame much of our local government workshops and online training around the four major personality styles as defined by DiSC.  DiSC is the worlds most popular personality profiling program and is used by over 1,000,000 people per year.

The DiSC model includes styles called Driver, Inspiring, Supporter and Cautious.   Each style has inherent positive qualities and challenges in how they communicate.  In our workshops we help local government leaders learn their styles (or take the assessment) so that they can know their own style (strengths and weaknesses) and also learn how to approach other styles for maximum effectiveness.

Which style are you and how do you sometimes see yourself communicating in ineffective ways?

• The Driver Style:  This person is results-oriented and highly focused on the end goal.   Their communications can be blunt and to the point and sometimes be misunderstood as aggressive. They may tend to talk over others and not listen or they may not be
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