Executive Assistant | Broadcast Reporter | Journalist
Sarah thrives in working within challenging environments, delivering quality input to support the HBB Group’s team and being a solid part of the company’s growth.
Prior to joining the KONA Group, Sarah excelled in people management as a Bureau Chief of a large television news room, coupled with 15+ years of experience as a broadcast journalist.
Her drive is the ethical development of people and business.
Sarah is a firm believer in the power of understanding self and others. The knowledge gained through DISC Profiling is empowering and humbling.
Without doubt, the quality of any workplace is directly impacted by how well people communicate with each other! How people build relationships has a massive influence on how happy, effective and productive they are! This is especially important for how we build relationships with our customers.
The KONA Group and their profiling partner work with companies of all sizes across the world and the DISC model can be used with everyone in an organisation, regardless of title or role, to improve the quality of the workplace. DISC is the worlds’ most popular and validated personal assessment tool and, for over 40 years, organisations worldwide have embraced the language of DISC to deliver spectacular results.
Applying the knowledge of DISC in the workplace is straight-forward and its benefits can include developing more effective managers and leaders, building cohesive teams, improved sales and customer service, enhancing communication and reducing conflict… to name just a few.
Why Use DISC Profiling?
Because DISC “personality” profiling gives you not only an understanding of how you are perceived by others, but it also gives you a language (or set of terms) to discuss your behaviour, communication, style of working and reactions.
DISC (Dominance, Influence, Steadiness, Compliance) is a complex model made simple by years of research and practice. It identifies behavioural styles that can open your eyes to improving your interactions with others. DISC profiling is used by an estimated 75% of the Fortune 500 because of what it delivers. It continues to be the most popular choice for professional development as well as recruitment and selection.
“DISC is the ultimate ‘mirror on the wall’ that explains what everyone else can see: the surface level of who you are – your behaviour.”
Why you should use DISC Profiling?
This type of objective assessment helps to determine the jobs fit for candidates, provide tips and tricks for managers on their teams as well as provide a great model for personal development in the area of sales, service, communication, team building, among many others.
Choosing to test candidates and employees is something that most of the top companies throughout Australia, New Zealand and the world participate in and it helps us implement an assessment-based talent management strategy.
What is the Theory?
The theory behind the DISC profile was developed by William Moulton Marston to categorise behaviour and emotions. Years later, the theory was shaped into the assessment that is used today.
Simply stated, DISC profiling measures how we behave and communicate.
One of the most powerful things about DISC profiling is the fact that people identify with the report almost immediately – “OMG, that’s so true, how weird”.
People instantly recognise themselves in the profile. The real value comes from using this information to understand how to adapt to be more effective.
This model has four factors based on two intersecting axes. The vertical axis ranges from “task/goal” focused behaviours to “people/relationship” focused behaviours. The horizontal axis ranges from “reserved” (or “ask/listen”) behaviours to “outgoing” (or “tell/talk”) behaviours. With these two-intersecting axis, four quadrants emerge:
Dominance (D) – How we deal with problems and challenges
Influence (I) – How we deal with people and contacts
Steadiness (S) – How we deal with the pace and consistency of the environment
Compliance (C) – How we deal with procedures and constraints
“The most powerful thing about DISC is its simplicity.”
We all have some degree of each of the four behavioural styles (i.e. we are not just one type/style). Whether an individual measures “high” or “low” on the D, I, S or C spectrum, the behaviours are still visible and recognisable on the surface. Most people have two dominant styles; however any combination is possible.
Why DISC is NOT a Personality Test
The DISC profile only looks at a small component of personality. It only measures behaviour, that is, the four common ways that people tend to act and communicate, which has been validated by more than 50 years of research. Calling the DISC profile a ‘personality test’ can be misleading as there is a great deal to an individual’s personality beyond the scope of this system, and the term ‘test’ implies you will pass or fail, which is not the case with the DISC profile.
It is not a test, nor is it a measure of who you are – it is an indicator of how you behave, no more no less.
And with a workshop to back it up – IT IS SO MUCH FUN!
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