Thursday, July 7, 2011

BS Bids Live

After spending years at the mercy of Live Streaming Video sites like their presence on Livestream at , BS Bids Live now has their own website to better serve their viewers. They can now be found at . The show host, Sam Sadler along with special guests reviews bids sent in by viewers. The bids range from plumbing bids to insurance adjuster bids.

Sam Sadler and Edward Earle created BS Bids Live after a widow living in Florida was charged nearly $75,000 for the removal of trees lying on her home due to Hurricane Wilma. The widow had said she didn't know who to turn to. This story sickened Sam and BS Bids Live was born as a free service to the public. "BS Bids Live levels the playing field", says Sadler. "If we only keep 10% of people from getting ripped off than we have done something significant".

BS Bids Live is also available on Facebook at

Thursday, June 30, 2011

New Videos Available for Instruct3

Instruct3 CEO J. Sam Sadler has created new videos first to be hosted on Youtube and are later expected to be found on Vimeo and other video hosting sites. You can watch the videos on the following links:

Tuesday, May 17, 2011

Instruct3 Signs with elleven consulting group

Dallas, TX- May 16, 2011 Instruct3 of Denton, TX has signed elleven consulting group as their marketing services provider. Instruct3 has brought a different approach to the construction world. The "Ins" of Instruct3 comes from their expertise in the insurance industry. The "struct" comes from their expertise in the construction industry. J. Sam Sadler, CEO of Instruct3 says the "S" in the middle stands for the "Spartan" that holds it all togther and makes it all possible. Instruct3 names their people "Spartans" when they have completed an extensive training and qualification program enabling them to "protect the insured more skillfully than any other in the industry", says Sadler. He continues, "Just like the Spartans of old were the dominent warriors of their time, our Spartans are the dominent warriors of ours because of our training program, and the caliber of people we work with. When they complete training they are given the title of "Spartan" and are given a ring amongst other things only they can wear."

elleven consulting group has brought strategies to the table that are unrivaled in the industry. Instruct3 is expected to use these strategies to build their company to service nearly every state in the union within the next five years.

"Most people don't really believe contractors are insurance experts. They are the only ones saying they are. There is a disconnect there. Most of our Spartans are state licensed insurance adjusters. Most contractors won't be able to compete against that, let alone their other training. There is real opportunity for a company like ours that has heavy experience in the insurance industry to flourish in the construction services industry."says Sadler.    

Having moved their operations to Denton, Texas this year, Instruct3 has made it clear their locations in the midwestern and eastern US will soon double and even triple in number within the next two years and attributes much of their growth to the new boost elleven consulting group has given them.

Instruct3 can be reached at Headquarters 2015 Fair Oaks Cir., Corinth, TX 76210 940-435-9011.

Monday, February 21, 2011

Knowing Employee Profiles Will Maximize Performance

I have been amazed at the lack of information CEOs really have on their employees. I recommend all employers begin by having their key employees, especially the management and sales teams take the DISC test. We do not conduct any sales training without testing each participant either prior to or during the training. DISC is a quadrant behavioral model based on the work of William Moulton Marston PhD to examine the behavior of individuals in their environment or within a specific situation (otherwise known as environment). It therefore focuses on the styles and preferences of such behavior.

When it comes to psychometrics, this has been proven to be one of the most effective tools a CEO can have.

Marston graduated from doctoral studies at Harvard in the newly developing field of psychology. He was also a consulting psychologist, researcher, and author or co-author of five books. His works were showcased in Emotions of Normal People in 1928.

This system of dimensions of observable behavior has become known as the universal language of behavior. Research has found that characteristics of behavior can be grouped into these four major "personality styles" and they tend to exhibit specific characteristics common to that particular style. All individuals possess all four, but what differs from one to another is the extent of each.

For most, these types are seen in shades of grey rather than black or white, and within that, there is an interplay of behaviors, otherwise known as blends. The denotation of such blends starts with the primary (or stronger) type, followed by the secondary (or lesser) type, although all contribute more than just purely the strength of that "signal".

Having understood the differences between these blends makes it possible to integrate individual team members with less troubleshooting. In a typical team, there are varying degrees of compatibility, not just toward tasks but interpersonal relationships as well. However, when they are identified, energy can be spent on refining the results.

Each of these types has its own unique value to the team, ideal environment, general characteristics, what the individual is motivated by, and value to team.

DISC is also used in an assortment of areas, including by many companies, Sales, Marketing and HR professionals, organizations, consultants, coaches and trainers...

The assessments classify four aspects of behavior by testing a person's preferences in word associations (compare with Myers-Briggs Type Indicator). DISC is an acronym for:

Dominance – relating to control, power and assertiveness

Influence – relating to social situations and communication

Steadiness (submission in Marston's time) – relating to patience, persistence, and thoughtfulness

Compliance (or caution, consciencesness) – relating to structure and organization

These four dimensions can be grouped in a grid with "D" and "I" sharing the top row and representing extroverted aspects of the personality, and "C" and "S" below representing introverted aspects. "D" and "C" then share the left column and represent task-focused aspects, and "I" and "S" share the right column and represent social aspects. In this matrix, the vertical dimension represents a factor of "Assertive" or "Passive", while the horizontal represents "Open" vs. "Guarded"
Dominance: People who score high in the intensity of the "D" styles factor are very active in dealing with problems and challenges, while low "D" scores are people who want to do more research before committing to a decision. High "D" people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.

Influence: People with high "I" scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low "I" scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.

Steadiness: People with high "S" styles scores want a steady pace, security, and do not like sudden change. High "S" individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. Low "S" intensity scores are those who like change and variety. People with low "S" scores are described as restless, demonstrative, impatient, eager, or even impulsive.

Conscientious: People with high "C" styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High "C" people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low "C" scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.

Once again, it is my recommendation a CEO starts by conducting the tests on the key roles and departments in the company. The tests can be taken from