SWOT Analysis – A Tool Anyone Can Use

May 9, 2011

Do not begin any major task without this analysis tool!  This tool will generate the list of valuable ideas and strategic direction to achieve your goals. We can say SWOT Analysis is a tool that helps our project, business objective, venture or organization in 4 ways:

  1. Evaluate the Strengths so that you can capitalize on them,
  2. Identify the Weaknesses so that you can address them,
  3. Discover Opportunities so that you can invest accordingly, and
  4. Analyze Threats so that you can plan to mitigate them.

SWOT comes from Strength, Weakness, Opportunity and Threat.  It is 2×2 matix which we use to gather the data on 4 areas by asking questions.  You can do it through brainstorming session and use required data from customer feedback, surveys, industry research, market trands, etc.

I stumbled upon this great 5 min video by Erica Olson and thought of sharing it with you along with other resources.

Strengths and Weaknesses are internal while Opportunities and Threats are external to the business objective or the task for which SWOT analysis is being done. It is as simple as asking good questions!

 This video will explain a lot and referresources for mastery –

Excellent Resources:

  1. Basics  – http://erc.msh.org/quality/ittools/itswot.cfm
  2. Process – http://www.andyeklund.com/creativestreak/2009/05/swot-analysis.html
  3. Small Business Startup SWOT Questions –http://www.selfemployedcafe.com/swot-analysis-template/
  4. Template and Practical Example – http://farm-risk-plans.usda.gov/pdf/swot_brochure_web.pdf
  5. http://www.rob-berman.com/questions-to-ask-during-swot-analysis/
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DiSC model – Management Styles

June 30, 2008

I completed DiSC (stands for Dominance, influence, Steadiness, and Conscientiousness) training last week and fount it interesting.   DiSC confirms one thing, different strokes for different folks.

DiSC is a system to help you find out similar and unique characteristics among people.  It also shows person’s behavioural preferences and helps to identify different management styles that can lead to obtain better results through interaction. 

According to the DiSC model, there are four management styles – by Dominance, by influence, by Steadiness, and by Conscientiousness.

Series of questions lead to a specific DiSC profile, that tells you what is your score and what is you dominant style of management and what are your supportive styles. 

D – Dominant : these people are active and questioning; these are direct and competitive in nature.  These people want to ‘get it done’.

i – Influence : these people are active and accepting; motivated, enthusiastic, sociable and lively. 

S – Steadiness : these people are thoughtful and accepting; patient and even tempered, accommodating. 

C– Conscientiousness : these people are thoughtful and questioning; kind of private with analytical abilities and task oriented.  Main objective is to ‘get it right’.

As we know everyone is unique and all have different ways of interacting.  Imagine, I interact with a person who has dominant  style of ‘Conscientiousness‘ (private and task oriented).  I pretend to be of ‘influence‘ (sociable and enthusiastic) dominant style; my interaction with that person can not be productive as I may not be providing the specific instructions that other person needs. 

Why is that?  Because people with dominant ‘infulence’ style mix personal talk with business discussions, becoming informal and emotionally expressive leaving the ‘Conscientiousness’ style person unclear or confuse as Max requires specific task oriented info and does not express himself emotionally.

How it will help me?  It lists what are key strengths, what things are overused, what could be the limitations and what changes should be made in management style that make one more effective.

Have you ever taken DiSC and Meyers-Briggs assessment?  What are your thoughts? Did you benefit from it?  Please share your thoughts.  Thank you for reading. 

More info –

  1. http://en.wikipedia.org/wiki/DISC_assessment 
  2. One of the best books on the application of DiSC is by Keith Ayers titled “Engagement is Not Enough.

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