Happy Thanksgiving from the Resources Unlimited Team!

Every year, we take time out of our busy lives to spend time with family and friends and give thanks for all that we have been given throughout the year. Resources Unlimited wants to THANK everyone for doing business with us this year. Without you, we would have no reason to come to work and for that we "Thank You!"

For planning purposes, Resources Unlimited will be closed November 24 and November 25 so that we may also spend time with our family and friends.

May God continue to bless each and everyone of you and from the Resources Unlimited team, we wish you a Happy Thanksgiving.

By Resources Unlimited

What is the ROI on DISC training?

Many companies have asked the Resources Unlimited teams, what or how to measure the Return On Investment of implementing DISC. This particular question is hard for many DISC providers to answer because measuring team trust, team culture, management skills, and communication is extremely difficult. That being said, Tony Simons wrote a great article entitled, The High Cost of Lost Trust which measures the connection between profitability and a managers' ability to keep his promises according to the employees. The results below are reflective of 6,500 employees survey.

"Hotels where employees strongly believed their managers followed through on promises and demonstrated the values they preached were substantially more profitable than those whose managers scored average or lower. So strong was the link, in fact, that a one-eighth point improvement in a hotel’s score on the five-point scale could be expected to increase the hotel’s profitability by 2.5% of revenues—in this study, that translates to a profit increase of more than $250,000 per year per hotel. No other single aspect of manager behavior that we measured had as large an impact on profits."

~Tony Simons 

The ROI on DISC training could be the difference between closing your doors or hiring more people. Being able to communicate and understand your team is crucial to your teams' success as reflected above.

By Resources Unlimited

How To Love Your Career?

Do you love your career? Its okay to say "Yes." If you do or know someone who does, then you need to make a "change." According to Jenny Blake, former career coach at Google and author of Pivot makes the case that anyone who is unhappy at work needs to try something new in order to find the role they love. These "changes" can be as big as changing your career path or as small as volunteering for the next project in your current role. By having these experiences, you are beginning the process to finding the love back for your career.

If you do not know how to start this process, follow the simple plan below:
1. Find out your natural strengthens and weaknesses
2. Discover what drives you or what gives you energy
3. Review your findings and start exploring projects, tasks, ideas, etc... around your natural strengthens and energy boosters.
4. Focus your future around those projects or task and you will begin to love your career again.

This simple plan will change your world and make a difference in everyone you meet.

By Resources Unlimited

7 Ways to Identify Leaders Among Your Employees

Almost every business and organization is looking for ways to find their next great leaders to carry on the business or organizations vision. This task seems impossible to many business owners, leadership teams, and upper management teams, especially when dealing with "millennials." However, you can be the success rate of finding the right person if you can break down what your wanting in your next great leaders. Andrew Cravenho has provided the following 7 Ways To Identify Leaders Among Your Employees

1. Focus on High Potential-Not
Performance
2. Note Level of Engagement
3. Catalyst or Watcher?
4. Are They Accountable?
5. Observe Multitasking Abilities
6. Evidence of Empathy and Emotional Intelligence
7. Remarkable Communication Skills

This is a great starting point for any business leader in developing his or her plan to identify and invest in the young potential leaders of the company or organization. We recommend that you begin to build a training program that will give your potential leaders the tools they need in order to become that leader in your vision. What's your plan for the future leaders of your company? We would love to help you with it.

By Resources Unlimited

What it takes to be a Great Leader

As the political season heats up the next couple of months, we all could use a reminder of what it takes to be a great leader. Take some time to watch Roselinde Torres as she explains the gaps and demands of the 21st century leaders.

By Resources Unlimited

Happy Independence Day!

In light of the 4th of July, we want to celebrate our freedoms and thank all those who made sacrifices for our freedoms. We cannot thank you enough!

To bring recognition to some of our founding fathers, we have selected one father for each DISC Style. To see which founding father you are most like click here ( for entertainment purposes only)

D: Alexander Hamilton

Hamilton is best known for being the first Secretary of the Treasury and being on the ten dollar bill. He was a brilliant and self-confident father. He was driven for results and had little time for incompetent people. He was also a hot-tempered and impulsive man. That being said, his demise was due to his hot-temper and his ego getting the best of him when he lost a duel to Aaron Burr.

I: Benjamin Franklin

Franklin is best known for being a visionary and community leader. He was the life of the party and could influence the masses to unite. In fact, he was the father that convinced the French to join the American Revolution. Franklin is known for being creativity, clever and eccentric in all that he accomplished. He was one of the first American celebrities.

S: George Washington

Washington is best known for being the first President of the United States and leader of the Continental Army. He was known as a man of few words or observer. This personality trait attributed to his ability to strategies militarily against the British. He was also even-tempered, reasonable, and had the ability to compromise which lead to the great success in building the nations government.

C: Thomas Jefferson

Jefferson is best known for writing the Declaration of Independence and being the third President of the United States. He was known for being a perfectionist in all his tasks and able to remove his emotions from his decisions. In addition, he paid no attention to fashion and looked for comfort rather than attention. When the Louisiana Purchase came a crossed his desk, he studied both sides of the deal and made the most logical decision based on the facts which lead to the best investment in American history.

By Resources Unlimited

Jack Welch on Management Style

Are you being fair to your employee? How would your employee rate you?
Tough questions that every manager needs to ask themselves.

By Resources Unlimited

14 Management Do's and Don'ts to Motivate Employees

David Shedd published these 14 Managements Do's and Don'ts that every manager should know and practice everyday. Beware, they are difficult to put into practice in the moment but when you do your team will follow and respect you for it. The 14 Do's and Don'ts are as follows:

1. Don't get angry
2. Don't be cold, distant, rude or unfriendly
3. Don't send mixed messages to your employees so that they never know where you stand
4. Don't BS your team
5. Don't act more concerned about your own welfare than anything else
6. Don't avoid taking responsibility for your actions
7. Don't jump to conclusions without checking your facts first
8. Do what you say you are going to do when you are going to do it
9. Do be responsive (return phone calls, emails)
10. Do publicly support your people
11. Do admit your mistakes
12. Do recognize your team
13. Do ask and listen
14. Do smile and laugh

Which Don't are you doing? Which Do are you NOT doing? What are you going to do today and this week to make you a better leader? The only person responsible for your leadership is you. What are you going to do about it?

By Resources Unlimited

Why Company Culture Matters!

A Beer Company Loving What They Do In The Service Of Others.

A Simple Game Plan to Cultural Shift!

Does your company need to make a cultural shift? The game plan is simple but the execution is challenging. Do you have what it takes?

Step 1: Identify your problems.

Be open minded and honest with yourself and identify all the major problems within your company. In order for you to shift your culture, you need to know what to fix. Are your problems any of the following: People, Hiring, Management, Supervisors, or worst case scenario YOU (Be Honest)!

Step 2: Reward change at the top.

Senior level buy-in is crucial for a long-term cultural shift. Likewise, employee buy-in is also essential to shift culture. Buy-in is hardest part of the process because the idea sounds great but execution is difficult. Even with the best reward programs, the decisions that need to be made are still difficult. What do I mean? Hear are a few what if scenarios: changing your managements or your personal habits, keeping the program at the focus while in the trenches, or termination of top performers due to no buy-in (my toughest, who wants to fire the best performer?).

Step 3: Pick a program.

There is no secret sauce that you can buy to fix your cultural problems. There are only programs and game plans that will help guide you to find your secret sauce which will shift your culture. The object from any training program is to give your team the tools it needs to implement your companies secret sauce (its culture). Which program should you buy? I recommend that you choose a program that senior level management is excited about and willing to put a 110% effort into it. Their involve will dramatically increase your success to shift the core culture.

The game plan is simple, but the execution is difficult. All great leaders need to go through great adversity to become a great leader. There is no other way to become a great leader.

By Resources Unlimited

7 Best Practices to Boost Employee Engagement!

We know that company culture drives Employee Engagement but what specifically can we do to change the company culture. Michael Stallard identified 7 Best Practices to Boost Employee Engagement they are as follows:

1. Set "Top Five" High Level Annual Priorities. Remain focused on the company goals so that the employees are not overwhelmed.
2. Know Their (Employee) Stories. Not their career stories, but their personal life. Build a friendship.
3. Help People Get Into the "Right Role." Know each persons DISC, Motivators, and Skills to coach them into the right role.
4. Develop the Habit of Emphasizing Positives. Remain positive and your team will rally behind you. There is no place for negativity here!
5. Provide Constructive Feedback in a Constructive Way. Coach your team with love and respect and they will follow you anywhere willingly.
6. Provide Autonomy in Execution. No job is to small or to big for you. Offer help but do not "micro mange" or "helicopter" them.
7. Hold In-Person Meetings and Regularly Check-In. Follow one of the best leaders in history British Prime Minister Winston Churchill by staying in touch with your team. Use whatever means of communication possible but stay in touch in their weekly or daily life. This only takes 5 minutes.

These 7 best practices are simple tasks that cost the company nothing but they will change your culture and drive Employee Engagement overnight. Employees want purpose, their voice heard, and a relationship with the people they spend more time with than their own family. Remember life is to short to be unhappy 40 to 60 hours a week.

By Resources Unlimited

Does Company Culture Affect Employee Engagement?

By Resources Unlimited