Too many companies straightjacket their people from the moment they join the organisation.
Tthey smother them with policies, procedures and prescribed ways of behaving and doing things which stifle the very strengths, ideas and skills they were hired for in the first place. To compound the problem, people are hired for strengths, but much...
The central idea behind competency systems is a great one – find out what excellent performers do in a role, team or business area, codify the behaviours and train others to demonstrate these behaviours at a high level of competence. Bingo, great performance all round….or perhaps not.
So why do competency frameworks often fall w...
Working with consultants and/or management,reports can be tailored with a precise focus and are ideal to suit the need of consultants, (human resource or management professionals).
The advantage is they can be integrated with other FinxS tools designed for the specific project planned.
This can be anything from organisational change mana...
Extended DISC solutions are very popular and their success is based on their strong ability to provide information to make better decisions. Too often assessments tell us what we already know: “Oh yes, that’s me.” If a tool only provides information that the user is already aware of, it has very limited value.
Extended DISC measures emotions
Extended DISC measures the unconscious behavior and compares it with the conscious adjusted behavioral style, allowing the measurement of emotions. It goes way beyond regular DISC in this regard. We can then look at the emotions being communicated by the respondent at the time of complet...