A DISC Profiling System could benefit your business in the following ways:

• Clear identification of learning and working styles.
• To avoid the placement of 2 dominant people working together all the time as they would both want to be leaders.
• You can place people in roles which are more suitable to their behaviours.
• To get the right mixture of different people in a team when their roles and behaviours are varied and suitable for them.
• To know where your team members fit into the above categories and ensure their roles reflect their natural abilities.
• Most people will be a blend of several different behaviour types, they will generally have a dominant behaviour type and may be heading towards trying to be another behaviour type.
• Have the whole team assessed for their behaviour types and when recruiting, find someone that "blends" into the mix as well as having the relevant skills and experience.
• Behavioural identification is not something that can not be found out just from a job interview, but usually takes time in getting to know the person. In a job interview, it is common for a person to sell themselves into a role without addressing behaviour, as you are addressing other characteristics such as relevant experience and presentation.
• Some candidates many not present very well in a job interview but may have more of the behaviour characteristics to fit into your team and could possibly have the relevant skills and experience.

If you would like further information about Extended Disc or would like to see a sample report, please email This e-mail address is being protected from spambots. You need JavaScript enabled to view it for further information.

We procrastinate at work in a number of ways.  Give yourself a tick for each of the following that you do:

• Paying bills
• Discussing complaints
• Returning phone calls
• Completing that project
• Updating your Resume
• Hanging around the water cooler
• Excessive networking to avoid working
• Showing an interest in office gossip
• Finding a new job if we are unhappy at work

How well did you score? If you got 6 to 9, then your ability to work is affected greatly by your procrastination.  If you scored 1 to 3, then you are doing well and if you scored 4 to 6 than you can still improve. Tips for improving procrastination follow...

The following relationship habits have been identified as being possibly current ways that Managers interact with employees.  They all have negative consequences as outlined below:

1. We play favourites with employees.  Employees see this behaviour and model their behaviour on yours.  They may have favourite Managers or employees too, that they know that they can talk to about what is going in the workplace.  Or they may be able to manipulate these Managers by playing games.
2. We micro manage employees.  By not giving employees the space to perform their jobs, you are indicating that you don't trust employees to do the right thing and therefore cause them to do the wrong thing as that is the behaviour that is expected of them.
3. We expect employees to stay late after work and not to be paid for over time.  Employees may have commitments after work such as children or sporting activities.  In order for them to feel balanced and happy, they need to engage in activities outside of work.  More follows....
4. We only meet with employees when they have done something wrong.  They will come to associate you being the School Principal and that the only time they come to you is when they are being told off.
5. We get emotionally involved with our employees.  To remain objective when dealing with employees, we should keep our emotions out of the discussion and request our employees to not become emotional.
6. We begin to believe the soap opera.  Staff members can hardly be expected to speak about facts if they are becoming emotional.  Try and address what the real problem is without directing blame to employees.
7. We get caught up in the dramas and stress of the workplace.  If someone wants to drag you into a witch hunt, refuse to be involved.  Don't contribute to the conversation and don't get involved.
8. We think we can "save people".  Does that person want to be saved?  What are they getting in return for acting that way?  Are you rewarding that bad behaviour by giving them attention?
9. We believe that if they like us, everthing will be OK.  We are all different in personality, background, how we look and the life experiences that we have had.  We cannot expect everyone to like us, nor should everyone like us, if we are saying and doing things just to benefit a person or a group of people, what have we sacrificed in order to maintain that relationsihp?  Is that in line with the business vision and mission?

Stress causes a rise in brain chemicals or changes the balance of chemicals, resulting in neurons in the brain not working properly.

This makes us look bad in front of others as we are unable to respond in an objective way. This can cause the following problems:

• You may say something inappropriate
• You will not be able to think one step ahead to solve the situation
• The argument will get worse
• You will get angry and frustrated
• You will look unprofessional
• If other employees are around, they will take sides