Extended DISC – Extending People

Archive for the ‘Uncategorized’ Category


For  DISC Styles

1: Dominance High “D” Style
Leaving Voicemails for Dominant Styles

  • Give your phone number at beginning and end
  • Articulate clearly at a quicker rate of speech
  • Tell them exactly why you are calling
  •  Tell them exactly what you want them to do
  • Let them know what to expect with next step

Sending e-mails to Dominant Styles


I know you’re constantly looking for ways to increase efficiencies, leverage technology to your advantage and gain a competitive advantage over your competition.
Click here to read a hard-hitting article that teaches how to leverage high-tech to create high-touch client relationships.

Success all ways,
Scott Zimmerman
The Cyrano Group

2: Influence High “I” Style 
Leaving Voicemails for Interactive Styles

  • Use a warm, expressive tone of voice
  • Give the impression that you are upbeat
  • Suggest a meeting where you can share ideas
  • If appropriate, give them your “private” number
  • Let them know the first meeting is exploratory

Sending e-mails to Interactive Styles

Dear Bob,

I know you’re big into sending out info that increases your top-of-mind awareness with your clients, prospects and colleagues. That’s what makes you so successful!
Check out this cool article that teaches how to leverage high-tech to stay in meaningful contact with hundreds of people.
Let me know what you think!


3: Steadiness High “S” Style
Leaving Voicemails for Steady Styles

  • Lean back in your chair and relax
  • Smile as you speak warmly at a measured rate
  • Sound personable; yet still professional
  • If possible, tell them who referred you
  • Thank them in advance for returning your call

Sending e-mails to Steady Styles

Dear Robert,

I know you care deeply about keeping your clients, helping others and staying in contact with all your prospects.
I just found this article that teaches how to leverage high-tech to create high-touch client relationships and I wanted you to have the information, too.
Feel free to call me if you want to DISCuss this personally.


4: Conscientious High “C” Style
Leaving Voicemails for Compliant Styles

  • Articulate clearly at a steady rate of speech
  • Remain cool, calm and professional
  • Tell them exactly why you are calling
  • Tell them exactly what you want them to do
  • Let them know what to expect with next step

Sending e-mails to Compliant Styles


I just read a very informative article about how smart salespeople are systematising every aspect of their client/prospect communication activities.
You may click here to read an article that teaches how to leverage high-tech to automate high-touch campaigns.
Toward your marketing success,

Scott Zimmerman
Managing Partner of TheCyranoGroup.com


Interested in becoming DISC certified?   
Visit our Talent Tools Accreditation Calendar
Like to organise a DISC Workshop for your team?     
Check out our Take Flight with DISC Workshops


Valid workplace behavioral assessments in under 10 minutes

Extended DISC is a suite of scientifically validated online assessments used by thousands of organisations worldwide. When a respondent takes our online questionnaire, the process lasts about ten minutes. During the questionnaire process, respondents answer 24 questions about themselves on their personality or behaviour. The questionnaire forces respondents to choose two of four options: a word or phrase that describes them once as “most” and once as “least”. For the most valid result possible, we offer respondents over 70 languages to choose from. Our DISC tool allows most individuals to take the questionnaire in their most comfortable native language (thus ensuring accurate and highly valid results).

The unique Extended DISC questionnaire forces respondents to choose two of four options: a word or phrase that describes them once as “most like me” and once as “least like me”. For the most valid result possible, we offer respondents over 70 language options to allow most individuals to take the questionnaire in their most comfortable native language (thus ensuring accurate and highly valid results).

Find out more at:  http://www.talenttools.com.au/extended-disc.html




To share DISC Reports or not to share, an ethical question . . .

This week I was asked by a client about the ethics of providing all of the DISC Reports that were used in an in-house training session to the Partners who own the business. It is a good question, and one I am pleased DISC facilitators/consultants/trainers ask themselves. It is not the first time I have been asked about this type of issue. So I decided to share my reply as a post.
My answer is a long one, but it is such an important issue I feel it is worth my spending a bit of time on it for you.  It stems from one of my standard answers, # 2, actually.  “Always, and in all things, know your purpose“. Followed by, “what am I trying to achieve, and what/how, is the best way for me to achieve that?”
Talent Tools stance is – to get the highly accurate report content that ED is capable of providing, for the client, requires the respondent to provide honest responses. Responses  that, to the best of their ability, most closely represent their perception of themselves.
 There are two stakeholders involved. Possibly, with non-compatible expectations, “the client” and “the respondent”. Let’s look at the respondent first.
My experience has shown that when respondents are fully informed about three things,they are more likely to provide the quality responses we require from them.  Those three things are:

  • why they have been asked to complete the questionnaire
  • what the report is going to be used for
  • who will see the report
This removes “militant compliance” from uninterested, dis-engaged or participants who did not choose to participate, and sets the preferred environment for the participant, right from the start. Not just for completing the questionnaire but for any debrief, training or other activity which may follow.
Whatever the respondent is told at the outset, is what is to happen. Any broadening of what has been stated at the outset, Talent Tools maintains, requires the respondent’s permission.
Now, the client. Talent Tool’s stance is, whoever pays our invoice, is our client..  We strive to exceed their expectations in product, service delivery and ongoing support. They are our primary focus, we also want to achieve the best experience and outcome for the respondents, that we can,  within the constraints set by our client.
To achieve this, we discuss the issue of getting quality analysis, explaining the three factors that affect the outcomes. We use this as an opening, also, to get to the nitty-gritty of  what they want to achieve from the initiative – clarifying the “purpose”; which can be quite different to what you expected from info you were given at the proposal/discussion stage.
With the deliverables now clarified, we can determine how the reports are going to be used achieve those deliverables. This leads into who will need to see the report to achieve that end.


So we are now “back where we first started, and,” and, to quote Carl Yung, “to know that place for the very first time.” 
  So, we can now confidently inform the respondents at the outset:

  • why they have been asked to complete the questionnaire
  • what the report is going to be used for
  • who will see the report
And, that any broadening of that requires their permission. Obviously with whom the respondents choose to share the report, is up to them.
Well, that is the gospel, according to Sharon.
Now, for the short answer, “Its up to you, what sits comfortably for you and your business branding.” 
But common business sense says, encourage  for the report to be shared widely in the organisation and outside, so you can get more exposure with you brilliant DISC product and generate more work for you and your business. Hence, the ethical question.
Happy Profiling!

Good communication and relationships improves your happiness and wellbeing

Every day two factors have a crucial influence on our life experiences –

  • our ability to effectively communicate with others
  • our ability to create successful relationships

Personal or professional interactions? It doesn’t matter. Our ability to interact positively with others is crucial to our success and happiness. Did you know that the main factor in determining happiness and well-being is the quality of your relationships?

Some relationships develop beautifully and naturally. The more you interact with some people, the stronger the relationship and pleasure in those interactions. With others, it can be a bit more of a challenge.

Unfortunately, we don’t always get to choose who we interact with – personally – “Darling, I would like to introduce you to your future sister-in-law“. Or professionally – “Welcome to the firm, I would like to introduce you to your team“.  Some “relationships” are inevitable.  But they don’t have to be the bane of our existence.

There are 4 simple steps to effective communication, and they are all about style – DISC Style.

Step 1 Develop an understanding of DISc Theory and the 4 behavioural styles

Here’s a quick look at the 4 behavioural styles for you

Basic DISC Styles by Talent Tools

Step 2  Know, and understand your own style

I do recommend the best way to do this is to complete a highly validated and reliable DISC questionnaire and receive your own report – investment $150 + gst and 10 minutes. For greater value add a debrief session with a qualified DISC Consultant (add $100 + gst and 45 minutes).

It’s easy, just go to http://www.myedos.com and enter the Access Code:  AUS-TTDATA and complete the online questionnaire. We will receive your report as soon as you complete the questionnaire, invoice you and then send your report.

Alternatives are to read one of the many DISC Styles books on the market.  Or enquire about our online DISC introductory Training or our 4 Steps to Effective Communication Training Workshops.

Step 3  Learn to identify the behavioural style of others

This is surprisingly easy to do once you have completed Steps 1 and 2 above.

Step 4  Adapt your communication

This is not so easy – it takes effort and energy to do. However, it is something you have been doing all your life, probably without realising or thinking too much about it – when the relationship has been important to you. Think back, do you interact differently with different people???

To quickly get started improving your well-being and happiness through relationships and positive interpersonal interactions, download our free DISC Styles Ready Reference Charts now.

The  DISC Behavioural theory is deceptively simple and easy to understand; and yet, it can have a tremendous impact on all of your personal and professional relationships. It can be discreetly applied in any interpersonal interactions, with amazingly positive outcomes.

DISC @ work basics

“DISC”, is a theory of people’s response to environmental stimuli, based on human developmental theory.

Extended DISC, DiSC, MBTI and many other products are tools based on Marston’s

Basic DISC Styles by Talent Tools

Basic DISC Styles by Talent Tools

personality model and focus on four fundamental personality/behavioural aspects. The dynamics of these four aspects creates a powerful and simple picture of strengths, potential, and how the individual communicates and approaches other people and tasks.

You can apply DISC theory to better understand yourself, and the behaviour and preferences of your colleagues and/or customers.

Reports, often used as an integrated part of any developmental initiatives.

Individual DISC reports are often used as the basis for individual development,  the development of leadership, sales and teams in millions of organisations around the globe. They are also used in recruitment and to find out more about the natural styles of high performing employees. One of the major advantages of working with a report that provides a behaviour and preferences profile is that it creates a common language, which makes it easy to interact positively with both clients and colleagues.

Team reports provide valuable information and guidance for teams to capitalise on the different strengths present in the group, which provide insight and understanding of the frustrations of some team members and identify ways the team members can work to complement each other.ClickCalling - Call Us For Free Now!

For more information about DISC tools, accreditation training or in-house workshops, visit  http://talenttools.com.au/extended-disc.html

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What Extended DISC has 360 Feedback Tools?

We are receiving increasing enquiries about our Extended DISC 360 tools. This is interesting because when people think of DISC, 360 tools is not what comes to mind.

Our Extended DISC 360 is just like any other 360 reveiw, feedback, assessment, appraisal, evaluation, whatever you want to call it (what you call itExtended DISC 360 Feedback Tools depends on your intent – what you are going to do with the results). Those of you who have spent anytime with me will know that my saying is my own – At All Times Know Your Purpose. What am I trying to achieve? Therefore what tool do I need to use, then which parts, and how to use it.

Back to the 360 – It is simply a small survey. Now for the best part – the Extended DISC 360 tools are very very cost effective, providing good margins for the practitioner!

Our new flexible online platform will provide us with even greater versatility, but the new system is not due for release until 11/11/11. In the meantime, the current product is proving to be popular and deserves some mention.

The Extended DISC 360 is used to measure skills, competencies and/or behaviours in an organisation. The results form a base for discussion in a feedback session, performance appraisal, in a coaching session, assessment/development, providing additional information on an individual, leadership/management development, effectiveness of a training programme, defining training needs and even in succession planning!

The results can be presented at individual, team, division and organisational level, and the results relating to an individual can be compared with others and/or to benchmark in team/division/organisational situations.

Extended DISC 360 ToolsThe questionnaire has up to 15 question groups in its current format, and in addition, up to 4 open-ended questions. The answering scale can be between 2 and 10, but again under the new platform this range can be increased.

Assessors can be divided into groups (eg. supervisors, peers, subordinates), each participant will receive an email with an individual invitation and password, participants fill in the question online at https://www.extdisc.com/edo/Open/ and once all the participants have answered, the report is produced.

Results can be delivered in Excel format, to enable preparation in different internal summaries/statistics or can be delivered in default PDF format.

The results can be presented, by questions in score order, by question groups, (overview and each group in detail) or by questions in number order.

Different comparison reports in default PDF format can also be prepared upon request. For example:

  • Comparison: person’s results before a training programme and one year later

    Extended DISC 360 Tools

  • Benchmark: results of selected sales people vs sales department
  • Benchmark: results of different departments within the organisation
  • Benchmark: results of subsidiaries in different locations.

Please call our office toll free on 1800768 569 (Australia), or 61 7 3103 0177 elsewhere, for further information on this versatile tool. Or Request a 360 Info Pack.

To find out more about Extended DISC and how it can help you grow or improve your business,
please contact us at Talent Tools – 1800 768 569

The 4 Basic DISC Behavioural Styles in their corresponding colours.

Basic DISC Styles by Talent Tools

Basic DISC Styles by Talent Tools