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The world is a different place than it was six months ago. The emergence of COVID-19 caused many organisations worldwide to pivot (almost overnight) to an entirely virtual workforce, leaving leaders to pick up the pieces and quickly figure out how to manage their teams in this new way. And while no one could have anticipated the crises that 2020 would bring, it is up to leaders of all levels to proactively support their workforce’s ability to connect and engage with each other in this new normal.

So, what can leaders do during this time to support company culture, strengthen relationships, and meet the unique needs of their team, virtually?

One thing is for sure – Solid Organisational Culture Is Essential

As many organisations find themselves scrambling to meet deadlines and bottom lines, company culture can so easily be thrown to the wayside. But culture, or maybe more specifically, how people engage and connect with one another to get things done, is arguably more important now than ever before.


Because in this time of unprecedented disruption, organisations must proactively shape their cultures in a way that supports their rebuilding efforts. Without solid framework and focused intention, culture could emerge in a way that drags down employee morale, collaboration, and ultimately performance.

The choice seems clear, yet actively shaping culture remains one of the hardest things to do. So, the question stands: How can organisations actively “preserve and strengthen” company culture amidst all this change and uncertainty?

There isn’t one universal answer, but we do have a great idea on where you can start.

Our Workplace Recovery solution, partnered with Everything DiSC Workplace®, can help leaders optimise the work from home experience for their people. As leaders take on the imperative task of improving their teams’ remote work situation, ‘Workplace Recovery’ can serve as a solid foundation to help build strong cultures and connections with one another by uncovering insights that help deepen self-awareness, inspire appreciation of others, and offer pragmatic tips for building better relationships—all based on your DiSC style.

Take, for example, Sabrina, who’s just discovered that she has a C-style. Through her personalised profile, Sabrina learns about her workplace motivators and stressors. One of these stressors includes making big decisions quickly—something Sabrina has struggled with for years but wasn’t sure how to deal with. Using her newfound DiSC knowledge, Sabrina finds herself able to navigate this stressor more easily the next time it presents itself, telling her teammates, “I need some time to form my answer. I’ll get back to you on that later today.”

On the flip side, DiSC can help provide a better understanding of others based on their DiSC style. For instance, say Sabrina’s co-worker, Juaquin, has an iD style. Juaquin might be fully comfortable with (and even enjoy) making incredibly important snap decisionsؙ—after all, iD-styles have a tendency to be fast-paced and outspoken—and might be frustrated by Sabrina’s need to take a more cautious approach. However, knowing the differences between their DiSC styles allows Juaquin to give Sabrina the space she needs to draw a conclusion in her own time.

This is just a few high-level examples of how DiSC can improve organisational culture—one interaction at a time.

What’s more is that, for the first time ever, our training experience is available virtually, with the launch of the Catalyst™ digital platform, meaning here at IES, we have access to new capabilities designed to create an impactful virtual training experience that helps your people create more impactful interactions—even as they work from home.

And with a tool like Workplace on Catalyst™, your organisation can be better prepared for whatever lies ahead

It’s really is time for Leaders to Take (Virtual) Action and contact us HERE today!

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