Keep Your People- How to Navigate the Great Resignation

Employee expectations have fundamentally shifted during the pandemic. As a result, organizations can expect large talent shifts to occur in the next year. How can you leverage a people-centered culture to reduce employee stress and limit turnover in your organization?

The eBook, Keep Your People: How to Navigate the Great Resignation, offers valuable insights from Wiley’s latest research on virtual culture from 4,500 working professionals. You’ll learn actionable strategies to keep your people and reduce turnover, while gaining an understanding of the connection between a people-centered workplace and employee stress levels. Download the eBook.

Everything DiSC® Management is Now on Catalyst™

Everything DiSC® Management on Catalyst is now available in EPIC for you to use within your organization!

Everything DiSC Management on Catalyst prepares anyone in a management role to successfully engage, motivate, and develop their people. It combines DiSC with personalized management insights to help learners adapt their approach to each direct report, improving their management effectiveness in real-time. The result? A great management culture that brings out the best in their people—and themselves!

Everything DiSC Management is available within the Catalyst system as a 10-credit add-on to the Everything DiSC Workplace® base experience. Managers will:

  • Discover their DiSC management style
  • Develop a set of core management skills that are essential in the modern workplace
  • Gain actionable strategies for adapting their management style to each person they manage

Getting Started

To begin integrating Management on Catalyst into your organization, we recommend the following:

  1. Meet Catalyst™. Click here to download a brochure and learn more.
  2. Watch our Catalyst demo video to see how this new platform takes your management training to the next level!  
  3. Get the facilitation kit: Management on Catalyst includes virtual and in-person facilitation materials now available on the Everything DiSC on Catalyst facilitation kit. Purchase a new kit from TH!NK or upgrade your Workplace, Agile EQ, or Management kit (English only) to the Everything DiSC on Catalyst kit for FREE now through December 31, 2022. Simply visit the Everything DiSC registration site, enter your registered serial number, and download your materials.
  4. Contact TH!NK @ to learn more about Everything DiSC® Management on Catalyst™.

Products Sunsetting in 2022

We would like to share some important product information from Wiley. As the business shifts its focus towards a digital strategy, Wiley Publishing has made the decision to streamline its product portfolio.  

After careful consideration, the following products will be discontinued, effective June 30, 2022:

The EPIC products below will be available until June 30, 2022, with the exception of Everything DiSC 363 for Leaders, which will be available until June 30, 2023.

Product Name Product Number Date Discontinued
Everything DiSC 363® for Leaders EPIC June 30, 2023
Everything DiSC 363® for Leaders Coaching Supplement EPIC June 30, 2023
Everything DiSC 363® for Leaders Facilitator Report EPIC June 30, 2023
Personal Listening Profile®  EPIC June 30, 2022
Personal Listening Profile® Facilitator Report EPIC June 30, 2022
Team Dimensions Profile 2.0 EPIC June 30, 2022
Team Dimensions Profile 2.0 Group Report EPIC June 30, 2022

By continuing to align our products around a digital strategic vision, Wiley is ensuring that you have the best solutions the industry has to offer. 

If you would like to schedule time to discuss some alternative options and how this news will impact your business, please let us know. We look forward to our continued business together.

Take Your Training to the Next Level

Do you want to lead your organization along the path to build truly cohesive, high-performing teams? You are not the only one.  

According to a survey conducted by Wiley Publishing,

  • 71% of respondents said they have been on teams where a lack of trust created a toxic work environment.  
  • And, 42% of respondents reported having left a job because of a bad team member.  
  • Yet, 99% of the people surveyed said that they were good team members. 

The recent State of Team Report conducted by Wiley Publishing, shows us that teaming becomes even more critical in today’s virtual work environment as 29% of people stated they are not confident that they will feel personally connected as they work remotely and 22% of people stated they were not confident that their teams could maintain the same performance levels virtually.  Download the State of Team Report.

What is the disconnect?  As a leader, you cannot assume people know how to be good team players.  Nor that they are trying to be a better one.  Teaming is an overlooked skill that needs to be taught and nurtured.  With our Five Behaviors® Facilitator Accreditation, you will gain the confidence and credentials to lead any team through The Five Behaviors® program.  Watch this video for more details. 

In this blended online learning course, you will hone your facilitator techniques and instincts to effectively navigate teams through unexpected, challenging circumstances that can arise during a Five Behaviors session. This accreditation is ideal for Directors, Managers, and Human Resources professionals responsible for team performance.

In just five weeks, you will:

  • Enhance your expertise in The Five Behaviors model
  • Gain the confidence to navigate challenging Five Behaviors team sessions
  • Earn the credentials to be an even more valued resource to your organization

Accreditation Schedule: 
Option 1:  9:00am – 10:30am Central Time (Chicago)

Option 2:  1:00pm – 2:30pm Central Time (Chicago)

  • November 9, 2021:  Begin online pre-work
  • November 16, 2021:  Introduction to the Models (live virtual)
  • November 23, 2021:  Trust (live virtual)
  • November 30, 2021:  Conflict and Commitment (live virtual)
  • December 7, 2021:  Accountability and Results (live virtual)
  • December 14, 2021:  Project Team Presentations (live virtual

Email us at for more details or call us at 808-224-6694

The Great Resignation & Workplace Culture


The pandemic has ignited a new area in business called the Great Resignation. Millions of employees have left their jobs at record-breaking levels. According to a July 2021 Worklife BBC article, the reasons people quit are diverse. For some, the pandemic shifted their work priorities, while for others, their work expectations changed. The other way to gain insight into this issue is to find out why people stay. Employees who remained with their companies reported a supportive workplace culture that inspired them to stay. 

How can you create a culture that slows down the Great Resignation? Here are four strategies to strengthen workplace culture during times of life-altering change.

1) Get people talking. Use quick weekly pulse surveys to take a temperature check on how employees are feeling. Pulse surveys provide ways for people to process their thoughts and express their needs. The more feedback you receive, the quicker you can support employee needs with realistic solutions. 

2) Show compassion. Your pulse surveys will reveal opportunities for improvement. Use focus groups and 1-1 conversations to find fresh ideas to solve the problems. Actively listen to employees’ concerns by asking power questions like, “Help me understand how this change is impacting you?” or “What do you think is the best solution for this issue?”  

3) Revisit your strategic plan. Is your current strategic plan still relevant in your new reality? Involve your employees to pin down the smart ways to modify your plan. Give your employees a voice to help them feel connected, committed, and invested in the future.

4) Manage Energy. Back-to-back Zoom calls are wearing people out. Create a culture that values 2-hour deep thinking time daily. This is time set aside where people can work on projects that take focus and attention. You may also consider mixing up how you meet. Not everything needs to be a video call. An old fashion phone call can be the perfect solution.

For more ideas and strategies to create a workplace culture where people are excited to engage in work every day, reach out to us at



Hawaii Business Magazine, August 20, 2021

Remote work is here to stay for many organizations, and this poses a challenge for leaders everywhere.  How are you going to foster authentic human connection and nurture a positive team culture?

Teams with the best culture require a pure human connection.  Connections are more than socializing with people. It is a feeling that people experience in different ways. Some people feel connected when they are heard, others when they are recognized or supported, and some when physically in the same space. When people feel connected to their colleagues, they feel less isolated, believe the best in one another, are not afraid to speak their mind, collaborate more fluidly, and stay.   

Sounds easy, right?   Research shows it is not.  The social-emotional skill of teaming is not intuitive.   According to the Korn Ferry Global Competency Framework, building effective teams is one of the most challenging competencies to develop. It is a skill in low supply among mid-level managers and senior leadership.   This means that teaming skills must be taught, practiced, and nurtured.    

A recent survey by Wiley Publishing emphasizes that 41% of respondents say that social-emotional skills are more critical now than before the pandemic.  The ability to listen, trust, give and receive feedback, give the benefit of the doubt, push into a problem when needed, remain flexible are essentially social and emotional skills for effective teaming.

 We don’t have to be working 100% in-person to feel connected, but we must put some intention and attention around how people interact and connect with others.

L.E.A.N. in to foster human connection with four steps:

  1. Learn about your social and emotional skills with self-assessments to gain insight into people’s communication needs and preferences.  Our favorite assessments are Everything DiSC Workplace or Everything DiSC Agile EQ.
  2. Engage people in dialogue about their self-assessment results.  Get people talking to discover ways to capitalize on each person’s strengths and challenges.
  3. Activate face-to-face meetings at least once a quarter to keep people connected. 

Navigate Wiley Publishing’s ebook, Tackling the Virtual Culture Dilemma:  Help Your People Work Better Together While Officing Apart. Download your free copy here

Managing Transition Through Any Change

Hawaii Business Magazine, June 9, 2021

Change is easy. Transitions are hard. Change is an event, and people transition.   Transition is the internal journey unique to an individual as they move through the change event. Change can happen quickly, while transitions occur over time.  

Transition is different for everyone. According to William Bridges, author of Managing Transitions, there are three transition stages to navigate.

  1. Ending Zone: People focus more on what they are losing and less on what they will gain. People often forget this step and leap to the stage of new beginnings. It is crucial to allow people time to process this stage, even if they chose the change. A new friend moved to Hawaii and sold her home on the mainland. People congratulated her on the big move and welcomed her to Hawaii. I added, “That was a huge change. Was it hard to sell your last home and leave your friends?” She replied with relief, “Thank you for saying that. I’m happy to be here, but that was hard, especially during COVID.” Talking about ending zone feelings helps people move on to the next stage.
  2. Neutral Zone: The most uncomfortable zone because people are not who they once were, nor the person they soon will become. It is also filled with possibilities.  To enter the neutral zone, list all the experiences that could help to accept the change and start taking action. For example, if you moved to a new department at work, list whom you need to meet and what you want to learn.  Then, make a plan to accomplish that list.
  3. New Beginnings: This is the point where people accept the change and begin to embrace it. People see their role in the new beginning and how they can benefit from it. Now, it is time to celebrate.  

Change is inevitable, especially post-pandemic. Prepare your teams by building their resiliency during transitions. We are here to help your team transition through change, big or small.