For anyone who knows me, you will know I love to go deep.
Human habits, patterns, cycles and behaviours have always intrigued me into understanding the deeper goings on in the human psyche.
Particularly my own.
I have been my very own best guinea pig throughout my life. Between one issue or another. I have always been committed to learning more. There are times, I truly put myself into very uncomfortable circumstances to test the waters.
However, when it comes to business and building lifestyles that are meaningful and important and have a lot of responsibility hinging on outcomes, I do take things seriously.
That’s why back in 2013 I undertook the study of E DISC behavioural profiling. Let me tell you, back then, I probably didn’t understand it’s full capability – until last week when I completed a refresher course.
Armed with an extra (almost) 10 years of experience, I saw the validity of this instrument in full light and its depth of awareness that can give employers and business owners a true sense of what their key employees may be experiencing in the workplace.
It’s well renowned that non-verbal cues speak louder volumes of noise when it comes to communicating. This E DISC instrument enlightens one, in an understanding of behaviours that even the one taking the test will not envisage that is revealed.
It truly is remarkable.
As I said – there are many layers to its complexity and as an example, 70% of the population fall into two levels of the behavioural psychometry and the other 30% fall into the other two levels. Obviously four being into total as to the differentiating behavioural styles.
It uncovers the individuals’ decision-making styles:
- Are they result driven, or relationship driven?
- Do they need strong support or little?
- Are they even in the right role fit?
- Can they manage change, or do they prefer stability?
- Can they handle rejection or being wrong?
Extraordinary to observe and to uncover.
Another link in the unravelling of armour in the interpersonal world of self-development.
