E DISC AND CORE ASSESSMENT PROFILING

Use behavioural profiling  (EDisc) to understand your people’s strengths, development areas, what motivates and de-motives them. 

The analysis report clearly shows how individuals prefer to be communicated to and how they prefer to communicate. Understanding a team members personality and behavioural strengths helps build happy and committed team members. Using the psychometric DISC assessments will identify these areas and possible issues or workplace stresses.

When to use the Extended DISC Assessments

· Help identify, recruit and retain the most suitable candidates

· Understand your people’s personality and behavioural strengths 

· Improve and enhance professional and personal communication

· Develop self-awareness and improve overall performance

· Elicit consultative connections between data and the goals/objectives of clients

· Understand how to get the most out of your workforce

· Pinpoint motivators and de-motivators

· Increase sales by identifying how each style sells and the styles of their customers

Emotional Intelligence is all about understanding and managing yourself and also understanding and managing others. It is based on an internal loop that begins with awareness of our own emotions and temperament. It continues on through self-understanding and moves towards discipline and management of the self. It then repeats these steps by connecting to the emotions of others to build more effective relationships.

Emotional Intelligence is a way of recognising, understanding, and choosing how we think, feel, respond and act. It is based on two competencies, measured as Recognition and Management:

• the ability to recognise, understand, and manage emotions (self or intrapersonal)
• the ability to recognise, empathize, and relate appropriately to the emotions of others (social or interpersonal)
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This assessment measures and provides insight into four areas of EIQ and the five sub-categories that contribute to each area:

• Self-Recognition (SeR): Self-Awareness/Understanding Cause & Effect; Self-Appreciation, Consciousness/Assertiveness; Emotional Identification
• Social Recognition (SoR): Empathy, Sensitivity, Appreciation; Service, Compassion, Benevolence; Holistic Communication; Situational Perceptual Awareness; Interpersonal Development
• Self-Management (SeM): Self-Control, Discipline; Goal-Directed Performance, Action; Integrity, Trustworthiness; Motivation, Positive Psychology; Creativity, Agility, Flexibility
• Social Management (SoM): Developing Relationships; Leadership & Influence; Change Catalyst & Response; Negotiation & Conflict Management; Teamwork & Collaboration

The Learning Styles questionnaire was developed after extensive research into how people prefer to engage in learning. It aims to help each person understand their own learning style as well as consider the style preferences of others as they share information and help others learn. We are all teachers sometimes, and this model is used for both our individual learning, and facilitating learning with others. The self-scoring instrument uses 40 pairs of questions to help you develop a personal learning styles profile and determine your own best strategies for learning effectiveness.

The Learning Styles assessment reveals where our general preferences, or natural learning biases, might lie. Although this is far from an exact science, the more we can understand about how we receive, retain, and recall new information, the more intentional we can be in setting ourselves up for success in learning transfer.

This assessment measures and provides insight into our Learning Style preferences, made up of 4 steps in the Learning Cycle with sub-categories to further explain our unique blend of learning:

• Step 1: Attending: Motivation to Learn, our commitment and concentration given to new information Telescopic and Wide-angled
  
• Step 2: Translating: Making Information Meaningful, who we rely on most to manage our learning transfer Dependent, Collaborative and Autonomous
  
• Step 3: Relating: Linking Data to Existing Knowledge, evaluating our perception of information and data Visual, Auditory and Kinesthetic
  
• Step 4: Understanding: Using and Applying the Knowledge, how we synthesis and use the information we receive Global and Analytical