There is a brand new way to view and generate reports in Open 360 - Using Open Preview. What You Need to KnowThe previous reporting method has been retired, and now all feedback results and reports will be accessed exclusively through the Open Preview setting. All 360 feedback projects – including current and past ones – will use Open Preview. We understand that change can take a moment to adjust to, and we're here to support you every step of the way during this t...

Workplace wellbeing is no longer defined solely by physical safety. In Australia, New Zealand, and Singapore, regulatory changes now emphasise the importance of psychological and psychosocial safety in achieving sustainable performance. These frameworks, however, often stop short of explaining how leaders can translate policies into daily practice. The DISC theory—a behavioural model that maps tendencies into Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C)—provides...

New Hope for Team LeadersI bet your Leaders do not love the leadership they provide for their team members right now.I also bet you know you could all do a much better job leading your teams if you had the time, tools and support you need. So what's stopping you all?I've written before about my pet hate for #workplaceleadership, and I will no doubt continue to do so until it changes or I die.The Expectation: Team Leaders manage a team and are expected to get the best from their Team collectivel...

This week, a client asked me,"How Extended DISC compare with the Clifton Strengths Finder" (recently rebranded as CliftonStrengths)?My simple answer is, "they don't compare".They are different.CliftonStrengths, is a stand-alone and specialist strengths-identifying tool. CliftonStrengths does not use DISC theory. DISC Reports comprehensively cover strengths and other work and role-based preferences, behavioural traits, characteristics, etc. Extended DISC is a lot smarter than th...

When I see slow workplace assessment questionnaire completion, I wonder whether the participants have been prepped for optimal results.  In my experience, there are four questions that participants want to know the answer to before they feel comfortable undertaking any workplace assessment. But they don't want to have to ask these questions. They are:  Why are we/am I doing this? What is it going to be used for? Who is going to see the results? Who else is d...