1. EXTENDED DISC ® SOLUTIONS An introduction to the World’s fastest growing assessment system

2. 2 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Extended DISC ® Solutions Our Mission Statement To create tools, concepts and information that helps Management and Human Resources build winning organisations

3. 3 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Why use profiling? Why we need to use profiling? we all behave differently in different situations. These differences can be a challenge in both our professional and personal lives. Profiling can help us to understand why we differ. More importantly it can help us learn how we can more effectively interact and improve our own and organisational performance.

4. 4 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International What is behaviour? 1. Act routinely repeating our adapted ways of doing things. It‘s easier to repeat our adapted ways than to learn new ways! (habit) 2. Attempt to predict situations unconsciously and do things in ways we found to work in different situations in the past 3. Form an opinion of another person almost immediately, whether we want to or not

5. 5 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International 1928 1951 1994 Extended DISC ® System In the 1940’s and 1950’s the DISC theory was refined from the original theory and the first inventories were created. William Moulton-Marston created the concept of DISC. -The theory identifies four main behavioral dimensions. 1921 Model is based on the works of Carl Jung: Most behavioral analyses today build on the results of Carl Gustav Jung, one of the original behavioral scientists. The Developing History of the Extended DISC® Model FinxS2012

6. 6 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Extended DISC® World Available in 60+ languages Worldwide

7. 7 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Cultural heritage Unconscious behaviour Conscious behaviour Behavioural Filters Values Skills Knowledge Experience Expectations Physical Condition Mental Condition Attitudes Human Capacity

8. 8 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Human Capacity Cultural Heritage: Represents all that we have adopted during our lives (our inner selves) – cultural norms, values, ethics and morals. It is personal to each individual, we cannot transfer it to anyone else Unconscious Behaviour: The way we naturally respond to a stimulus. Differentiates people with the same cultural background. The behaviour we use naturally, requires the least energy and when we have least control of ourselves e.g. under pressure or when an immediate response is required

9. 9 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Human Capacity Behavioural Filters: These are personal to every individual and can be influenced and changed quickly if we desire. They restrict or widen our options for responding, behaving and communicating. If a negative connotation, the filter most likely directs our behaviour towards a more negative and critical direction. If a positive connotation, the filter makes us more flexible and effective. Conscious Behaviour: Learned behaviours that connect us to the situation and the people involved. This is the behaviour we exhibit when we have time to design the best possible approach and when external or internal pressures don’t prevent us from doing that. It is a combination of the requirements of the environment and our inner behavioural motivation.

10. 10 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Unconscious behaviour Conscious behaviour Work role Desired behaviour Corporate culture Adjusted behaviour More energy Spontaneous behaviour Pressure behaviour Natural behaviour Less stressful behaviour Less energy Extended DISC® DISC What do we measure?

11. 11 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Recruitment Potentially identifying the most suitable candidate using a behavioural style analysis Determining the behavioural style that best suits the job description Using the Behavioural Analysis Report in the interview process i.e. the questions that the report produces Team fit and management fit - relationship issues Why use Extended DISC Reports?

12. 12 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Motivation Identifying employees who are losing motivation The influence of the environment on an individual’s motivation Understanding what actually motivates specific individual employees Understanding what aspects of an individual’s work role has a negative affect on an individual’s motivation Why use Extended DISC Reports?

13. 13 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Retention & Reviews Identifying a possible reason for non-performance Understanding what aspects of an individual’s work environment is the most easiest for them Use of Behavioural Analysis Reports in performance reviews Comparison of reports from date of employment to current report Management reviews – using Open 360, Team Analysis Why use Extended DISC Reports?

14. 14 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Communication Understanding an individual’s unconscious behavioural style to improve communication Understanding an individual’s listening style Understanding & improving interactive communication of each team member Understanding one’s own behavioural style to improve communication with others Why use Extended DISC Reports?

15. 15 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Career Planning Understanding how different styles can suit specific job roles or industries Using the Job Templates for job fit Ongoing development in school leavers’ report Why use Extended DISC Reports?

16. 16 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International A variety of uses Self and team development Dispute resolution Change management Improving Sales Management and leadership Coaches reports Sports teams Why use Extended DISC Reports?

17. 17 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International The Four Quadrant Model Task oriented (thinking) People oriented (feeling) Extrovert (intuition) D ominance I nfluence S teadiness C ompliance Introvert (sensing) Facts Hard values Results Change Renewal Influencing Generating ideas People Communication Openness Friendliness Considering others Emotions Traditions Checking Examining Instructions Logic Systems Analyses

18. 18 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Precise Follows rules Logical, careful Formal, disciplined Withdrawn, shy Does not express opinions Gets stuck in details Does not take risks Calm, steady Careful, patient Good listener, modest Trustworthy Resists new ideas Does not express themselves Stubborn Does not seek change Decisive, tough Strong-willed Competitive, demanding Independent, self-confident Aggressive, blunt Self-centeredOverbearing Exceeds authority Sociable Talkative, open Enthusiastic, energetic Persuasive Flamboyant, frantic Careless, indiscreet Excitable, hasty Loses sense of time Extrovert Introvert I S Task orientated People orientated D C Group Discussion - Key Words for the Styles Decisive, tough Strong-willed Competitive, demanding Independent, self-confident Aggressive, blunt Self-centeredOverbearing Exceeds authority Sociable Talkative, open Enthusiastic, energetic PersuasiveFrantic Careless, indiscreet Excitable, hasty Loses sense of time

19. 19 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International With Accreditation training the Extended DISC reports can identify emotions by comparing natural unconscious behaviour with the “perceived need to adjust” behaviour Emotions such as: Stress Pressure Frustration Uncertainty of role Insecurity And others Personal Analysis Reports

20. 20 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International How can we use the Behavioral Analysis Report?  To learn more about ourselves  To understand other people better  To initiate discussion  To give and get feedback  We don’t do it to find out what we already know FINXS Behavioural Analysis Report

21. 21 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Cover Page Reading instructions Profiles Diamond Motivators & Demotivators Strengths & Development Team Roles Competencies Questions What's in your FINXS Behavioural Analysis Report Justin Testing Sally Sample

22. 22 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Behavioural Analysis: Reading Instructions

23. 23 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Behavioural Analysis: Profiles & Diamond Page

24. 24 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International What motivates you: Motivators – Comfort Areas Not a ‘can – can not’ scale FinxS Behavioural Analysis Report

25. 25 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Motivators Page – likes not so much Situations that may reduce motivation – likes not so much Not a ‘can – can not’ scale FinxS Behavioural Analysis Report

26. 26 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International What are your natural strengths : Strengths – takes less energy Not a ‘can – can not’ scale FinxS Behavioural Analysis Report

27. 27 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Development Areas: When you are under pressure: Not a ‘can – can not’ scale FinxS Behavioural Analysis Report

28. 28 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International How you may come across to others: A description how this type of person is typically seen by others. FinxS Behavioural Analysis Report

29. 29 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Team Environment: A description how this type of person is typically works in a team. FinxS Behavioural Analysis Report

30. 30 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Competencies FinxS Behavioural Analysis Report - competencies Right is natural traits Left is less natural

31. 31 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Team Environment: A description how this type of person is typically works in a team. FinxS Behavioural Analysis Report

32. 32 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Profile I – Perceived need to Adjust Their Conscious Self Image (learned Behaviour)  Feeling of how one wants or needs to adjust their behaviour in the present environment Profile I demonstrates the individual’s conscious understanding of themselves and their own behavior in the present situation (conscious self image). Profile I is always compared to profile II to assess adjustments. Understanding Profile I 40 60 00 00 00 00 50 50 70 30 00 00 00 00 60 40 D I S C D I S C Profile IProfile II D I S C D I S C

33. 33 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Profile II – natural style. (Who they are) Their Unconscious Self Image  Spontaneous Response & the least energy needed sub conscious image). Profile II illustrates a persons own natural reaction mode to stimuli fro the external world (sub conscious image). It’s the behavioral style that takes the least energy & effort, requires the least amount of concentration, and is usually the most pleasant to the individual. It also illustrates the reaction mode that the person normally uses to react and is most frequently exhibited outwardly in ones behaviour. When interpreting you need to look at its size, shape and position according the ED framework. Understanding Profile II 40 60 00 00 00 00 50 50 70 30 00 00 00 00 60 40 D I S C D I S C Profile IProfile II D I S C D I S C Extended DISC Behavioural Reports are based on Profile II

34. 34 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Things we will also consider in the profiles: 1 ) Shape of Profile II (only) Who they are? (their style) 2 ) Shape of Profile I Who they are adjusting to be Profiles I and II: Shape 40 60 00 00 00 00 50 50 70 30 00 00 00 00 60 40 D I S C D I S C Profile IProfile II D I S C D I S C

35. 35 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International The Extended DISC Diamond Flexibility Diamond  Your comfort area  ‘Rubber belt’ stretching  Energy levels The Extended DISC Diamond what behavioural styles are the most comfortable and also what styles require the most energy from you. The deep shade - The location of your natural behaviour style – the most natural and comfortable style. The remaining shadings - The behavioural styles that are the most comfortable and you can easily develop in. The white areas - Behavioural areas that require the most energy, effort and concentration High energy consumption zone Low energy consumption zone

36. 36 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International The Profiles to the Extended DISC Diamond

37. 37 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Improving Your Performance REMEMBER: There is no one best style. Each style has advantages & disadvantages. Depending on your style the following slides show some of the most important things you could practice to improve your performance.

38. 38 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International D S C I D-Style: Short fuse, irritated easily. “Black or white/Right or Wrong” Steamroller. Exceeds authority. “Motivates” with fear. Poor listener. Impatient in delegating. Over-delegates and over-directs. Insensitive and undiplomatic. Self-centered. Self Development – Overusing Strengths

39. 39 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Improving your performance as a D-Style D Slow DownBe more patient Don’t jump to conclusions or make snap decisions Listen to others Be more aware of how you impact others Do not overreact

40. 40 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International D S C I I-Style: Impulsive. Unrealistic in assessing people. Not interested in details. Unorganized. Listening skills depend on situation Overly optimistic. Overly trusting. Protests. Self Development – Overusing Strengths

41. 41 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Improving your performance as an I-Style I Talk Less Listen more Do not react emotionally Do not over promise Focus more on details Follow up

42. 42 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International D S C I Self Development – Overusing Strengths S-Style: Worships status quo. Resists changes - is afraid and Hesitates in changing environment. Slow to move without directions Doesn’t delegate, completes Bears a grudge, envious. Leans on others. Inexpressive - nods when disagrees

43. 43 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Improving your performance S Be more assertive and aggressive Speak out Act now, think less Keep your emotions under control Be open to change and new ideas

44. 44 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International D S C I Self Development – Overusing Strengths C-Style: Leans on the management. Hesitates to act w/out precedent. Stuck in ways of doing things/systems Does not take risks in new things. Does not express feelings. Likes to work alone. Gives in when in conflicts. Overly critical. Fears mistakes and embarrassment.

45. 45 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Improving your performance C Talk more Make quicker decisions Act faster Don’t be afraid of making mistakes Do not lose the big picture Accept ambiguity

46. 46 Extended DISC – INFORMATION YOU NEED © Copyright Extended DISC International Extended DISC - Team Roles Changer Stimulator Communicator Planner Developer Influencer Participator Specialist Assurer Supporter Planner Communicator People sitting next to you on the diamond tend to work well with you (convergent styles or similar) Opposites on the diamond - are as they their developments areas will be your strengths. (complimentary styles)