Measuring results instead of training sessions is the idea behind Everything DiSC on Catalyst and the Worksmart modules. They give your people knowledge but also the chance to apply the style information to their real work relationships.
And now with the 50% off discount on Worksmart modules good 'til Oct. 31, your managers can access the skills that elevate performance conversations so they produce results.
Contact me to learn more, see a demo or to purchase!
Wiley Workplace Intelligence looked at factors that maximize retention and engagement, what most HR leaders say keeps them up at night (Beck & Carney, 2026). They surveyed 1,459 individuals about career development and they found two specific, measurable things that have a surprising impact on whether people are engaged and intend to stay with the organization.
The strongest predictor of both retention and engagement was how much time a manager gives to develop their direct reports. This isn’t asking managers to become career coaches or build formal development plans – it’s asking them to have the bandwidth to be present. This justifies making a business case for protecting manager time, thereby saving replacement and lost productivity costs.
Employees were also direct about what will move engagement for them: skills development and training.
What Leaders Can Do
1.Protect manager time for development, deliberately. Build it into how manager workload gets planned.
2. Let the data set your priorities, not just intuition. Before building a new program from scratch, check whether training investment matches where your employees already say the need is.
3. Treat manager availability is a retention metric, not a culture nice-to-have. Protect manager availability as seriously as any other retention lever.
4. Use manager conversations as a lower-cost complement to training. Regular, lightweight check-ins are a fast way to show progress on this while longer-term skills investment gets built out.
Wiley’s suite of professional solutions provides a structure and common language to help empower your entire organization with the skills needed to get to the next level. From building better teams with The Five Behaviors®, improving understanding to create an engaged, collaborative and adaptive culture with Everything DiSC® on Catalyst™, or helping you make confident hiring decisions with PXT Select®, I can provide you with innovative solutions to help make your workplace a better place. DM me for more info or a demo!
The DiSC model goes way beyond a personality label - it is also used as a practical framework for navigating current challenges we face in the workplace. For example,
1. We can connect DiSC to Hybrid and Remote Work. Different DiSC styles often have different needs in virtual environments:
D (Dominance): Wants efficiency, quick decisions, and clear outcomes.
i (Influence): Needs connection, interaction, and visibility.
S (Steadiness): Values consistency, support, and inclusion.
C (Conscientiousness): Wants clarity, quality standards, and detailed
information.
We can use DiSC to establish communication norms, meeting practices, and collaboration expectations for distributed teams.
2. We can apply DiSC to Generational Diversity. Instead of stereotyping generations, use DiSC to show that communication preferences often vary more by behavioral style than by age.
For example:
A Gen Z employee with a C style may want detailed instructions.
A Baby Boomer with a D style may want concise, outcome-focused
updates.
This helps teams move from assumptions to understanding.
3. We can use DiSC to Improve Psychological Safety. Today's leaders are expected to create environments where people feel comfortable speaking up.
DiSC can help leaders:
Recognize how different styles express concerns.
Adapt feedback approaches.
Encourage participation from quieter voices.
Reduce misunderstandings that lead to conflict.
4. Integrate DiSC with Change Management
Organizations are constantly dealing with AI, restructuring, economic uncertainty, and new technology. People respond differently to change:
D styles often focus on opportunities.
i styles seek enthusiasm and buy-in.
S styles need reassurance and stability.
C styles seek data and risk analysis.
Leaders can tailor change communications based on these needs.
5. Focus on Inclusion Rather Than Personality Typing. Modern employees are skeptical of being "put in a box." DiSC should be presented as:
A language for understanding behavior.
A tool for adapting communication.
A framework for building stronger relationships.
6. Link DiSC to Leadership Effectiveness. The most compelling use of DiSC today is leadership adaptability. We can ask leaders:
Who on your team needs more details?
Who needs more autonomy?
Who needs more discussion before change?
Who needs reassurance and support?
This shifts the conversation from "What's my style?" to "How do I flex my style to be more effective?"
DM me for a demo or to try it with your team!
For my clients or anyone else who wants to purchase materials from my website, I now have an app to make it easier! Just go to https://install.page/ngrdwipp and click "install" and you can keep my web products on your phone or tablet!
Help your managers skill up easily and efficiently on the job! Worksmart is an online tool available for only $120 that gives your key managers access to 5 modules with relevant content and personal application.
In our upcoming showcase, August 11, 11-noon EST, Worksmart in Action: Your Toolkit for Stronger Collaboration, you will experience how Worksmart’s five modules—either self-paced or facilitator-led—build essential collaboration skills right in the flow of work!
In this one-hour virtual session, you will:
· Preview a self-paced module
· Explore Worksmart’s key topics
· Discover practical tools that help learners apply what they learn right away
Ready to see Worksmart in action? Tell me you're interested at https://www.karengeiger.com/toolkit-for-collaboration!
As you know, today’s workforce is navigating more complexity than ever, yet many employees and managers still lack practical, real-world tools they can apply immediately with their teams.
That’s exactly what Worksmart on Catalyst™ was designed to solve! In our upcoming showcase, Worksmart in Action: Your Toolkit for Stronger Collaboration, you will experience how Worksmart’s five modules—either self-paced or facilitator-led—build essential collaboration skills right in the flow of work!
In this one-hour virtual session, you will:
· Preview a self-paced module
· Explore Worksmart’s key topics
· Discover practical tools that help learners apply what they learn right away
Ready to see Worksmart in action? Register now by clicking here and letting me know you're interested: https://www.karengeiger.com/toolkit-for-collaboration.
Now everyone in your organization can learn and apply 5 subjects to their real-life circumstances at any time from any device. Worksmart on Catalyst just got more flexible—and more accessible for everyone on your team.
We’ve added self-guided modules so people can build real workplace skills on their own time, at their own pace. No scheduled training required.
✅ Five short, on demand modules (~20 mins each). Subjects are
*Delivering Constructive Feedback
*Managing Conflict
*Empowering Others
*Navigating Change
*Motivating Others
✅ For anyone, at any level, not just managers
DM me for more info or a demo!
Think about your assumptions about in-person communication vs. digital. Some think that it's a binary "one is good and the other is bad", but Nancy Baym in her 2010 book "Personal Connections in the Digital Age" says they can both deepen connections and reveal cues that strengthen relationships. She differentiates between "rich" media which invites and demonstrates many social cues and "lean" media that allows fewer.
The Catalyst platform to use Everything DiSC to strengthen relationships provides these rich cues - if you are using it, you have the ability to click on a colleagues name, then get a comparison of your and their styles, with guidance about how best to approach them, gain buy-in, and/or manage tension. Its a rich source of data that, when applied either online or in person, can strengthen personal connections.
DM me for a demo or you can purchase your own assessment here: Everything DiSC ® on Catalyst™ Base Assessment — Karen Geiger & Associates, inc.
Gallup's 2026 State of the Global Workplace Report found that lower engagement among managers accounts for most of the recent downturn in employee engagement.
You can prepare and therefore engage your managers by providing them with Everything DiSC Worksmart which gives them the practical tools they need to perform basic management skills from giving feedback to navigating change. This package of 5 topics is self-guided (Navigating Change, Giving Constructive Feedback, Motivating your Team, Managing Conflict, and Empowering your Team) only takes an hour or less, and lets them apply the content to specific members of their teams.
Join us on Tuesday, April 22, 2026 for Worksmart in Action: Unlocking Your Manager Superpowers! In just one hour, you'll preview Everything DiSC® Worksmart—five facilitator-led modules on Catalyst™ that build critical manager skills in under an hour—and walk away with tools your managers can use right away. DM me so I can register you (no cost)!
Gallup defines employee engagement as the involvement and enthusiasm of employees in their work and workplace. Highly engaged employees are emotionally connected and committed to their work, and they perform better.
Engaged employees are more likely to:
*take initiative and go beyond what's expected of them
*stay with their company longer
*deliver better customer outcomes
*collaborate effectively with others
*show resilience under stress or change
Measuring employee engagement offers leaders insight into the employee experience, showing them whether employees are deeply invested in their work or just going through the motions. And measurement reveals whether an organization's team-building efforts and HR strategies are driving results or need improvement.
You can build and measure your employee engagement by using Everything DiSC Workplace®, an assessment-based learning experience that engages each participant in building more effective relationships at work. It teaches people to understand themselves and others while learning to appreciate the different behavioral preferences and tendencies each person brings to the workplace.
Using personalized insights and actionable strategies, participants learn how to adapt to the style of others, ultimately improving engagement, collaboration, and the overall culture of your organization.
DM me for a demo or more information.
Today’s managers are expected to lead with confidence, clarity, and empathy—and yet they often lack the practical skills to do so. That’s where Everything DiSC® Worksmart comes in! Available on Catalyst™, Worksmart is a series of five facilitator-led modules that equip managers with the tools they need to address critical issues with their teams—in less than an hour!
In our new showcase, Worksmart in Action: Unlocking Your Manager Superpowers, you’ll explore how Worksmart’s targeted training and personalized action plans can drive immediate, practical, and lasting behavior change.
In this one-hour virtual session, you will:
· Discover how Worksmart builds essential manager skills in under an hour
· Preview a live module experience
· Explore tools that help managers apply what they learn right away
Ready to level up your managers? DM me to register for one of the following showcases:
Tuesday, 3/31 from 11-noon EST
Wednesday 4/22 from 11-noon EST.
The only cost to you is your time and attention!
Most teams feel overwhelmed and disconnected in today's fast-changing world. But some teams thrive—they adapt quickly and work seamlessly together. What's their secret?
Join the virtual showcase, Teamwork: The Ultimate Competitive Advantage, this Tuesday, March 10 from noon - 1 pm EST (no charge!) to:
· Learn about The Five Behaviors model and how it unlocks teamwork
· Preview The Five Behaviors Team Development solution
· Experience activities that inspire cohesive teams
Contact me to register today!
Today’s managers are navigating more complexity than ever, yet many still lack practical, real-world tools they can use immediately with their teams. That’s exactly what Worksmart on Catalyst™ was designed to solve!
In our upcoming showcase, Worksmart in Action: Unlocking Your Manager Superpowers, you will experience how Worksmart’s five focused, facilitator-led modules build essential manager skills in under an hour! In this one-hour virtual session, you will:
*Preview a live module experience
*Explore Worksmart’s key topics
*Discover tools that help managers apply what they learn right away.
Ready to see Worksmart in action? Choose one of the dates below and DM me to sign up! Tuesday, March 31, 11-noon EST Wednesday, April 22, 11-noon EST
Companies are fundamentally human systems. Their success depends on aligning individual motivations with collective goals. And when personal and organizational goals diverge, performance suffers. Personality tools can help to bridge this gap.
STRATEGIC ADVANTAGE Understanding people's motivations and work styles creates harmony and energy that competitors can't easily replicate, and because performance and structure are the result of human decisions and motivation, two otherwise identical organizations will have different results.
What do personality and team assessments offer?
*STRONGER RELATIONSHIPS Build cohesive teams through understanding. *COMPETITIVE EDGE Achieve results others can't match.
*ENHANCED DECISION-MAKING Navigate complexity with tailored strategies.
*TARGETED COMMUNICATION Message effectively for maximum impact.
I represent these Wiley tools: PXT Select, Everything DiSC, and Five Behaviors. All of them help achieve better results than your competitors and make the most of your human talent. DM me for a demo.
This will prepare you to deliver engaging and impactful DiSC® learning experiences that help people work better together. This course is a holistic DiSC experience that teaches the principles of Everything DiSC through a variety of applications and activities.
In this two-week immersive experience that combines live, instructor-led sessions with self-guided online learning, you will:
*Deepen your understanding of the DiSC® model, theory, research, and key principles.
*Explore how to build custom solutions and deliver impactful DiSC experiences using the new Everything DiSC® on Catalyst™ learning experience.
*Familiarize yourself with the full Everything DiSC application suite.
*Practice facilitation and coaching techniques while receiving feedback in a safe environment.
*Gain access to Wiley’s online training center, where you can access all the course content and connect with your fellow practitioners and Wiley’s education specialists.
Upon successful completion of the course work (including a score of 80% or above on the final Certification exam), you will earn the credential of Everything DiSC Certified Practitioner—signaling proven competence in shaping a high-performing, collaborative culture, knowledgeable in the language of DiSC.
Click on Certifications For You at the top of this page for available dates and DM me so I can register you
Wiley surveyed 1,500 HR and L&D leaders to learn what the 5 most anticipated challenges of 2026 will be, and it’s no surprise that ‘continued change’ topped the list. But we also noticed a glimmer of hope for a new normal and a desire for a return to the caring culture that prioritized both employee wellbeing and the bottom line.
1. Change Isn’t Slowing Down. We found that many people lack confidence in their organization’s ability to adapt to change but nevertheless feel optimistic about their futures with the company. Leaders have an opportunity to harness this momentum and bring their people into their decision making with transparency and trust.
2. Organizational Culture Crisis. This new era has people fighting rush hour again, many balancing multiple jobs without the necessary reskilling. With challenging budget constraints, many organizations moved dollars away from learning and development which has left employees without the tools needed to lead, connect, and learn effectively in this new environment.
3. Communication Still Lacking Despite Being Top Skill to Lead. A lot of what makes change hard to cope with is a lack of transparency, especially when it feels like things are constantly happening without any insight or forewarning. Culture takes a huge hit when it feels like changes (such as strategy pivots, work model updates, reorgs, etc.) keep happening to people, not in collaboration with them. Showing your people that you value, trust, and care about them through transparency can be a big morale booster as you navigate the upcoming year.
4. Technology Education Must be a Priority. Getting clear on how you want your people to use technology tools and training them on how to do that will help you cut through the noise and start seeing results. Striking a balance between using the latest technology strategically while also keeping things human (which is the core of any business) is the key to success.
5. Existing Optimism Can Be Used to Elevate Engagement. There is optimism for the future and concerns about engagement. 73% of our respondents reported feeling optimistic about their organization’s future, but 30% flagged engagement as a top challenge. This year will be critical in re-engaging your workforce and leveraging the optimism that exists and turning it into action.
Wiley’s suite of professional solutions provides a structure and common language to help empower entire organizations with the skills needed to get to the next level. I can provide you with demos to build better teams with The Five Behaviors®, creating engaged, collaborative, and adaptive cultures with Everything DiSC® on Catalyst™, or making confident hiring decisions with PXT Select®. Just DM me and we’ll strategize.
Let's talk about Resistance Leadership... (written by Julio Nunez 1.25.26)
The term "Resistance Leadership" was formally established as a research field in 2007 by Heather M. Zoller and Gail T. Fairhurst, prominent scholars in the field of Organizational Communication at the University of Cincinnati. Their work, alongside foundational research by David L. Collinson and Keith Grint, shifted the narrative from seeing resistance as a "problem" to seeing it as a powerful form of leadership that challenges the status quo.
Today, public historian Tad Stoermer, author of the upcoming book, A Resistance History of the United States, adds a critical modern layer: he argues that true resistance leadership doesn't just work within existing systems but operates against them when they fail. For Stoermer, resistance is a "moral necessity" that occurs when institutional rules stop working, requiring us to look beyond traditional leaders to those building parallel structures on the ground.
We witnessed a tragic example of this just yesterday. Alex Jeffrey Pretti, a Minneapolis ICU nurse, displaying his full hashtag#humanity during protests against federal immigration crackdowns. Witnesses and video footage show Pretti exercising leadership not through a formal title, but through an act of protection, placing himself between federal agents and a fellow citizen who was being pushed to the ground and pepper-sprayed. His willingness to stand at the front lines, prioritizing communal safety over personal risk, exemplifies how resistance leadership often manifests as a spontaneous, moral response to perceived injustice.
Resistance Leadership as Morality in action.
The people of Minneapolis, Minnesota, have emerged as a prime example of resistance leadership in action. A day earlier, over 15,000 residents braved temperatures as low as minus 20 Fahrenheit (minus 29 Celsius) to participate in a general strike and "economic blackout," with hundreds of local businesses closing their doors to protest federal overreach. By organizing locally, from clergy members at the airport to high school students and neighborhood observers, the community assembled peacefully and demonstrated that resistance leadership is most powerful when it is collective, refusing to comply with systems they believe have lost their legitimacy.
"There may be times when we are powerless to prevent injustice, but there must never be a time when we fail to protest.” Eli Wiesel
May You Rest in Power, Alex. 🙏🏽✞🕊️
hashtag#leadership hashtag#humanity hashtag#immigrants hashtag#justice
Regardless of what purpose you are leading toward, as a leader you can boost motivation, engagement, handling difficult team members and resolving conflicts by using Worksmart. This is an add-on to Everything DiSC Catalyst so all you need to do is issue a Catalyst assessment to each person and follow that up with 1-hour modules focused on the most relevant topic of your choice: Giving Constructive Feedback, Managing Conflict, Empowering your Team, Helping your Team Navigate Change, and Motivating your Team.
DM me for a demo!
From my colleagues at PeopleKeys: Gift-giving and recognition are challenging even in the best circumstances: budgets vary and preferences are unpredictable. And despite your best intentions, generic, one-size-fits-all gifts can sometimes fall flat.
Employees don’t all feel valued in the same way. Some crave meaningful conversation; others love public recognition. Some appreciate a gesture that is fun or festive; others want something practical and useful. When we try to appreciate everyone in the same way, we risk missing what matters most to each person.
DISC takes the guesswork out of that process. It helps us understand what motivates each team member, and which gestures feel genuinely thoughtful to them. During a season centered on generosity and connection, that kind of insight is a leadership gift in itself. Here is a holiday-ready guide to showing appreciation for each style.
Appreciating the D Style: Give it to them straight (and make it useful)
D personality style employees are driven, decisive, and goal-oriented. They want results, not fluff.
What they’ll appreciate:
A high-quality tool, resource, or gadget that genuinely improves their workflow, a gift card that lets them choose what’s most valuable, or direct, concise appreciation: “Your leadership this quarter made X possible.”
Appreciating the I Style: Make It Fun, Festive, and Full of Connection. I personalities thrive on energy, enthusiasm, and social engagement.
What they’ll appreciate: Experiences: tickets, outings, creative workshops, and holiday events, colorful or fun gifts that show personality, or public praise during a holiday gathering or team meeting.
Appreciating the S Style: Thoughtful, Personal, and Heartfelt Wins Every Time.
What they’ll appreciate: A cozy, comforting gift (a blanket, a set with their favorite tea or coffee, a plant, etc.), a heartfelt handwritten card acknowledging their consistency and teamwork, or a one-on-one moment of appreciation rather than public recognition.
Appreciating the C Style: Purposeful, Intelligent, and High-Quality Matters
C-styles are analytical, detail-driven, and thoughtful. They appreciate gifts that are useful, well-researched, or tied to their intellectual interests. Skip the gimmicks and gag gifts.
What they’ll appreciate: A high-quality pen set, planner, or organizational tool, books or subscriptions related to a topic they enjoy, or clear, specific appreciation outlining exactly what they did well.
Not Sure of Your Team’s Styles? This is the Perfect Time to Find Out.
If you’re unsure of the DISC styles on your team, consider hosting a team DISC workshop or year-end training. It’s a fun, energizing way to strengthen communication, deepen understanding, and equip your team with tools that serve them long after the holidays. DM me for more!
DiSCember starts early! Everything DiSC is offering 25% off Worksmart on Catalyst for a limited time only starting November 24!
In a world where change is constant, your managers are the key to stronger teams and better performance in 2026.
Contact me to get started with Worksmart and equip your managers with the skills they need to lead!
#Worksmart #EverythingDiSC #DiSCember
