Proven Methodologies
Used by Odyssey

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DiSC®

Everything DiSC® Workplace & Management

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Used by more than 40 million people worldwide, Everything DiSC®, a Wiley Brand, is more than a personality assessment—it is a powerful behavioral framework that helps individuals understand how they communicate, make decisions, respond to challenges, and interact with others. By increasing self-awareness and understanding the work styles of others, organizations can improve communication, strengthen teamwork, reduce conflict, and develop more effective leaders.

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Odyssey offers two Everything DiSC® solutions:

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Achieving Team Chemistry™

Designed for frontline employees, this workshop helps participants improve communication, reduce misunderstandings, strengthen teamwork, and build more productive workplace relationships.

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What Makes Each of Them Tick?™

Designed for supervisors and managers, this workshop helps leaders understand how to motivate, communicate with, coach, and develop employees based on their unique work styles.

Everything DiSC® identifies four primary behavioral styles:

• D – Dominance: Direct, results-oriented, and decisive

• I – Influence: Enthusiastic, persuasive, and relationship-focused

• S – Steadiness: Dependable, patient, and supportive

• C – Conscientiousness: Analytical, precise, and quality-focused

Most people are a blend of styles. Understanding these differences improves communication, enhances emotional intelligence, strengthens leadership capability, and helps teams work better together.

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Let Odyssey help you create stronger leaders, healthier teams, and a workplace culture where people thrive.

02

Prosci ADKAR

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The ADKAR Model is Prosci's a goal-oriented framework for managing change at the individual employee level during major transformations such as systems implementations, mergers and reorganizations. Each ADKAR element solves a specific workplace challenge: 

ADKAR helps leaders and teams:

• Address the human side of change — Organizational change can only succeed if individuals are ready, willing, and able to adapt. ADKAR focuses on the human side of change, not just the technical rollout.

• Identify and remove barriers — By diagnosing where individuals are stuck, leaders can target interventions to the weakest link in the change process.

• Ensure buy-in and motivation — It guides people through the stages of awareness, desire, knowledge, ability, and reinforcement, ensuring each step is addressed before moving on. A study involving over 700 organizations found that most change failures were due to people not adopting the change. The ADKAR model helps clarify why employees might be resistant to the change and provides a process for addressing that resistance. 

• Sustain change over time — Reinforcement ensures new behaviors and processes become part of the normal way of working. 

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