SDI 2.0 + Debrief With an Executive Coach

Rather than focusing on WHAT we do, the SDI 2.0® helps us understand WHY we behave and HOW we relate to each other. Using Relationship Intelligence (RQ), the SDI 2.0 provides a common language for understanding what’s important.

Relationship building is more than a soft skill, and the SDI 2.0 plays a direct role in helping us relate to others – building our ability to improve dialogue.

With a focus on our Motives, the SDI 2.0 (click here for a sample) provides a critical connection to a key leadership skill – the “art of influence.” It is easier to communicate with and influence someone when what’s important to them is understood. This insight helps you choose the best approach for engaging people whose thinking and behavior appear much different from your own.

With SDI You Will Learn

  • How your own motivation and values influence your behavior
  • Ways to influence and motivate your team and colleagues
  • Effective ways to anticipate, prevent, and manage conflict situations
  • Relationship-building techniques that you will be able to apply immediately

How Clients Put SDI Into Action:

Dawn Marie Schlegel, VP of Major Gifts and Donor Relations at the Toronto Symphony Orchestra, is one leader who has found great value in undertaking an SDI assessment.

One way the TSO Development team has put SDI to work is by using it improve their meetings. The team took a poll when they were evaluating their development team meetings. Everyone was asked for their preference for either a "discussion and sharing format" or a "report back format" for these meetings. The results reflected a combination of both, but the choices fell very much along the team's SDI styles. Now, Dawn Marie and her team make sure that they combine both elements in meetings to give everyone a greater level of comfort when participating and alternate ways to contribute to the meeting.

Dawn Marie also learned that she has a HUB motivation style. This means she is motivated by flexibility and wants to make sure everyone in her team is included. HUB style leaders are great at hearing multiple opinions and building consensus. And all leaders need to adapt to different people and circumstances. Therefore, SDI helps Dawn Marie be more intentional about challenging herself to use strengths that she is not as likely to use on a daily basis. As she says, "it is important for me to try and stretch the way I continue to interact with my colleagues to build that relationship and perhaps relate to their strengths more. It has made for very interesting conversations and has opened up communications channels that were not there before."

Contact Janice to get Your SDI + Debrief