Why There Needs To Be a Different You in 2022

Could you commit murder?

In the movie “The Push”, Psychological Illusionist Derren Brown uses social pressure to convince ordinary, decent, real-life individuals to become increasingly socially compliant until they commit murder.

Have many of us have lost our objectivity because of social pressure?

Can socialization and corporate culture strip us of our capacity to think independently?

Critically, are socialization and corporate culture stifling creativity and innovation?

Let us explore these questions from the perspective of an avatar “Dan Jnr”.

Dan Jnr had been elevated to lead the unit. Like many others in his situation, Dan Jnr is facing many challenges. His experience is replicated across many organizations. We capture its essence here.

How was your promotion received?

There was lukewarm reception by some team members. A few appeared to be supportive. However, there is a hard core of individuals who had spent years under the leadership of my predecessor who refuse to cooperate.

What is their grouse?

The organization is big on tradition. Many of the employees have been there for years. Some have come there directly out of school and have never experienced any other work environment. You survive there by falling in line with cultural norms.

I am relatively new to the organization and a newbie in this unit.

I am viewed with suspicion as I am one of a group of strategically recruited executives who are expected to lead the renewal of the organization.

We are viewed by the employees as the first wave of an invading army that is coming to take away their jobs and destroy everything that they hold dear.

This sounds like there is mistrust. Do you think you may have contributed to this in any way?

I try to be polite and respectful. However, I am here to get a job done. I am expected to initiate change and make a difference.

The biggest challenge may not be related to trust. The problems arise every time I try to introduce something new.

I get overrun with responses about how it has always been done. The persona of the previous unit leader looms large. Resistance to change is the issue from my perspective. I have never hidden the fact that change is my agenda so there should be no misunderstandings.

What support are you getting from the top?

I get a mixed response. They seem to appreciate the need for the renewal but in the main they are also wed to the tradition.

For example, I might get approval for a new initiative but being supported in its implementation is another matter. Limited resources. Slow further approvals. Retreat when challenged by traditionalists.

Could it be that your approach to change management is too aggressive and needs tweaking?

It may be. I face roadblocks at every turn and I feel like I am out there on my own most of the time. But I feel like that comes with my role as a change agent.

What is the answer from your perspective?

I am not sure that I am able to prescribe solutions.

I think that both sides are into a new experience and neither party is sure how to deal with it.

Maybe I could have learned to slow down and build trust first rather than pushing through the change agenda.

I also wonder if top management could have been more thoughtful in the planning and introduction of the change initiative.

I have the sense that the organization was not ready. This kind of transformation initiative requires preparation and change agents like me could definitely benefit from some specialized training and ongoing support.

What next?

I appreciate the challenges. In the final analysis, I think that I need to continue to be different. If I succumb to the pressure of the traditional culture I would have failed.

I need to be different as the difference that I am representing will save the jobs of those who are resisting. It is not a strategy to replace them.

I need to be different because the trajectory of my life is different from most of my colleagues.

Statistically, the greater part of my life is ahead of me whilst theirs is behind them. I need to maintain a future-ready mind-set.

I have to be different because this issue is bigger than me and even my organization. This kind of transformation is of national importance.

Dan Jr’s situation is increasingly a feature of life in organizations in this climate of rapid and inescapable change.


Are there Dan Jnr units in your organization? People skills are critical for developing strong teams within organizations. Ask about our Time/Task/Stress & Change Management e-diagnostics as you look on the horizon to have even more impact for this new year.

Additionally, have you completed a climate survey recently? According to the Harvard Business review “Not having a regular survey sends a clear message: you don’t care about people’s opinions. The act of filling out a survey gives them a specific channel for expressing voice…. They’re still great predictors of behaviour, they give employees the chance to feel heard, and they’re actually a vehicle for changing behaviour.”

Send us a note to request more information info@infoservpeopletech.org


Happy Anniversary FinxS®

A healthy baby was born 10 years ago.

The FinxS® platform from Extended DISC® is a groundbreaking, internationally validated behavioural online assessment engine supporting leading organizations across the globe with forensic level behavioural diagnostics.

This information management system provides users with unprecedented experience on designing, managing and applying assessment information. For the first time ever, the product you were buying is designed by you, the end user. Not only how it looks but also what it contains. What you need is what we give you!

It is your one source for people information. Never before has it been possible to develop instruments to measure so many aspects of human personality. And not only are you able to measure things, but you are also able to design how the information is provided to you. You can tailor the information YOURSELF for different users and for different applications.

You can create state-of-the-art, tailored, targeted, branded, perfect fit products for your business. It doesn’t matter if you are a small local company that just wants to make sure your team stays productive or a global organization that needs to reorganize its global management practices. It is an ideal tool for you, no matter if you are working on top management, human resources, line management, training & development or consultancy.

Actually, for the first time ever, it is possible to tailor the information in formats that works well for all these different interest groups.

Today Marks 10 years since a revolution in behavioural assessment platforms was born. A platform that introduced a new way of thinking. The platform is FinxS® from Extended DISC®.

There’s no additional charge to generate different reports for the same individual/group – Sales, Leadership, Administrative, Customer Service, Work Pair, Team/Group Assessments, Team culture.

We provide a powerful array of behavioural DNA assessments for Managers, Consultants, Coaches, HR & Talent Management professionals, Recruiters, Team Leaders, Sales Management and Business Development specialists.

To list all the unique features (available already in the first release), would simply take too long time.

Why don’t you just experience it yourself! We are happy to demonstrate you, not only what you can do with it, but also what you can achieve with it.



Is There An Innovator Personality?

We share the results of a informative study conducted by our colleagues from Poland that provides powerful insights into the answer to that question.

Here is a direct link to the study: https://mitefcee.org/innovator-personality/

We would love to have a conversation with you about the impact that Extended DISC solutions on the revolutionary FinxS Platform can make in your organization. This is applicable to helping you to avoid bad hires with our Role Fit Hiring Smart solution. We also provide a raft of Team Diagnostics and related coaching to produce High Performing Teams. We underpin Leadership Development programs with Leadership Behavioural DNA assessments and support Performance Appraisals with 360 assessments.

Let’s talk!


Is Employee Feedback Being Neglected?

The pandemic has produced unimaginable disruption and changes, the results of which might take months to fully unravel. Remote work is posing a challenge for people outside of the workforce but with grave significance for organizations.

In the midst of this confusion, the call for clear-headed, informed leadership has never been more important. People want answers and not just any answer ??? they want leadership to make good decisions.

And so, we get back to the question posed in the title ??? Is Employee Feedback Being Neglected?

While many may not be quick to answer in the affirmative, there is decline in the conduct of Employee Satisfaction surveys (by whatever name you use). And there are understandable logistical reasons why organizations have not been getting feedback from employees at a time when it is more needed than ever.


Just working to keep the staff safe and preventing in an outbreak that could dislocate operations is challenging enough. And so, the Employee Satisfaction survey is put on hold.

Perceived Employee Fatigue

There is a sense that given all the new pressures that employees are experiencing, asking them to complete a survey might be asking too much.


  1. Does your organization really have a comprehensive understanding and appreciation of the issues that are front of mind of its team members?
  2. Given the gravity of the situation, would it be better to undertake evidence-based planning instead of relying on anecdotal information?
  3. What replacement mechanism is there for keeping the fingers of the leadership team on the pulse of the organization?
  4. Where is the organization???s alternative source of the gems that are embedded in the open-ended responses that are captured in good instruments?

There is no question that conducting the survey will add one more issue to address. But what is the alternative? Is it better to proceed blindly?

Why do we doubt that team members would love to get the opportunity to provide insights from their perspective as to the way forward?

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Be warned! Hidden under the cloak of the pandemic is the changing make-up of the workforce demographically and more critically ??? philosophically. Failing to get to grips with an appreciation of the world view of an increasing chunk of the staff could have disastrous consequences.


So yes, I do have a stake in this as we have conducted similar surveys are many years, with the assistance of increasingly sophisticated technology to remove the logistical challenges from our clients. In fact, we make it happen from end to end.

The technology solution is the revolutionary FinxS Platform from Extended DISC.

Extended DISC?? Surveys collect individual responses objectively and confidentially and organizes them into insightful, readily-digestible reports. This provides an important compass that guides the organization to the achievement of its objectives.

At the same time, the survey data provide great value in benchmarking results across periods and operating units.

Ease of Implementation

Conducting surveys on the revolutionary FinxS platform is simple and easy. It eliminates all the administrative nightmares by infusing a series of features that remove the burden of tracking and administrative set-up from the user.

We even have a battery of questions that you can use to create your own instruments.

Speedy Information-rich Reports

We work with you to ensure that each survey generates the desired information. The FinxS Platform allows for a great deal of flexibility in the reports. Rich graphics enrich the data and facilitate interpretation.


Contact us to discuss the implementation of a Workforce Climate Survey, Employee Satisfaction or Engagement Survey or Customer/Supplier Survey.

We will guide you through the simple process. Alternatively, we will set up and conduct the survey with your input and provide you with a final report and our guiding insights.

E-mail: info@infoservpeopletech.org


Size Matters. Here’s Why

As a practitioner that relies heavily on behavioural assessments, I have been asked to make a distinction between the traditional DISC tools and my preferred solution – Extended DISC??.

As I said in the subject, size matters.


I remember before I transitioned to Extended DISC?? having individuals in an intervention get the same exact report. Many tools are happy to identify 16 unique styles.

Extended DISC?? identifies 160 behavioural styles ??? 40 for each of the four quadrants.

Many DISC tools identify a fraction of those styles. This gives the appearance of generic reporting and impacts negatively on the credibility of the tools among users. In large groups, there is the high probability that participants may get identical reports.

In addition to the depth of the identified styles, Extended DISC?? has over 200,000,000 unique DISC results to ensure employees receive very personalized and specific results.


Just this week an executive shared with me that the close colleagues with whom she had shared her Extended DISC?? Leadership DNA report had not seen her Natural Style as reported. They just did not know that part of her. However, she was fully aware of the difference between her presented persona and who she is in her safe space. Not everyone is as in tune with themselves as she is. Consequently, many experience constant internal conflict bridging the gap of the conscious and unconscious domains. This can be stressful and may lead to early burn out or high turnover levels.

Traditional DISC tools fail to capture that inner self and miss a critical component of meaningful behavioural assessment deployment.

Extended DISC?? provides insights into both the conscious and unconscious domains. The reports address the individual???s Natural Style and the Perceived Need To Adjust.

Let???s have a conversation about how Extended DISC assessments on the revolutionary FinxS Platform can make a difference for you.

Trevor E S Smith

Success with People Academy

INFOSERV People Tech Solutions


Did You Know?

E-COMPETENCY FRAMEWORK 2.0 (ECF2.0) is the answer to modern Workforce Planning.

In a nutshell, it lays out in clear terms the pathways to performance excellence in an organization. ECF2.0 captures, gains consensus and communicates the behaviors that are aligned to the values of the organizations and which in turn drive high performance.

Unlike staid, fixed competency-based approaches, ECF2.0 infuses technology to give the framework a dynamic role from Recruitment & Selection, through Training Needs Analysis, Learning & Development planning, Work Plan development, Performance Management, Career & Succession Planning and Reward structures.


ECF2.0 cascades values through the organization in such a way that it is communicated at all levels in terms of not only what is done but critically, why it is done and how it is to be done.
ECF2.0 defines the knowledge, skills, personality, attitude, values and norms that are required at each level for each role.


ECF2.0 informs the recruitment & selection of staff to achieve right person, in right role under right style of leadership. It matches existing competences against what is desired (Gap Analysis) and pivots Learning & Development to fill gaps.
ECF2.0 lays out transparent career pathways and supports succession planning. Above all, it provides a pervasive reminder of ???who we are??? and what behaviours and actions are aligned to that common understanding.


ECF2.0 is a boon to Performance Management and Appraisal. The descriptors/identifiers that are linked to each level in respect of each competence spell out in clear, easy to follow language how things are to be done.
ECF2.0 outlines observable behaviours which facilitates daily performance management and productivity enhancement. Contentious performance appraisals are rare.

Why Employees Love ECF 2.0

  1. Gives clarity about what your unit does and how it does it.
  2. Shows the relationship of your role with other positions.
  3. Outlines the key skills, abilities, knowledge, aptitude and attitude required for your role.
  4. Supports identification and analysis of skill gaps.
  5. Provides structure for process review and strategic planning.
  6. Places your role in the context of the overall structure.
  7. Adds objectivity to personal and group performance appraisal.
  8. Supports Career Development & Succession Planning by defining role requirements at all levels.
  9. Lays out learning objectives for roles with clarity.
  10. Supports SWOT Analysis and identification of gaps.

Let’s have a conversation about ECF 2.0. Happy to answer all your questions and to discuss how ECF 2.0 can provide the framework for building resilience and future-readiness in your organization.

Trevor E S Smith

INFOSERV People Tech Solutions

Success with People Academy


Interested In Online Content Leading To Certification?

I wanted to alert to the fact that you can add rich content leading to formal internationally recognized certifications, from your LMS!


No problem. Enter into the world of your turnkey, branded Online Academy with carefully selected content leading to formal certifications.
Either way, you reach more staff, more frequently, with more in-depth content and more rigorous tracking, assessment and certification for less than the per head cost of training one individual for a single day.

How it Works

  1.  You get access to your own branded cloud-based, secure Online Academy.
  2.  Your Online Academy includes interactive courseware, Blog, Discussion Forum and a built-in Membership Community for easy communication among staff members.
  3.  We offer two full certification tracks each quarter for a total of 8 annually.
  4.  We repurpose two of your legacy training programs for online interactive deployment each year. Total of 10 high impact certifications each year.
  5.  We track enrollment, access and completion. Each course has linked assessments to ensure the transfer of knowledge and the application of key concepts.
  6.  Certifications are backed by Professional Development Credits from the Society for Human Resource Management (SHRM) that can be applied to SHRM CP and SCP recertification.

Check it out here

Trevor E S Smith

Success with People Academy


SHRM Recertification Provider Seal 2021 - PNG
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Why We Gravitate To Behavioural Classification

Finding two people who are exactly alike is an exercise in futility. However, the idea that we will have to live with such unpredictability is daunting.

That is why there is gravitation to a reliable framework that assists us in bringing some consistency and predictability in relating to others. Being able to communicate with others in their preferred behavioural language is a skill that dramatically improves our interpersonal relationships!

What we do and how others see us is a function of our unique blend of temperaments. Learning to recognize preferences in ourselves and in others provide a platform for improved interpersonal communication and the enhancing of individual, team and organizational cohesiveness and performance.


We use the DISCerning Model of Communication, Leadership and Conflict Management to capture this process of communicating in the language of behaviours. Behavioural Assessments (psychometric analysis) provide us with the grammar and syntax that underpin the language of behaviours.

There is no doubt that the ???people factor??? is one of the most important issues to be dealt with as we strive for better communication, harmony and increased productivity. We have to bring new strategies to bear on this challenge. People skills are central to personal and organizational success. Behavioural styles and Interpersonal approaches require the same rigorous analysis and training investment as technical areas.


The DISCerning Communication Model is not designed to place individuals into boxes that define what they can or cannot do. Some things come more naturally to us and the assessment helps to identify things that require more energy and focus and those that we can perform more easily.

What we have here then is a guide at a particular point in time as to our tendencies, preferences, preferred ways of receiving and sending information, instruction and feedback. Armed with this knowledge team and group members reap the benefits of being able to:

  1. Understand themselves and the behaviour styles of others.
  2. Use the related concepts to modify their behaviour as needed.
  3. Communicate to others in their preferred behavioural language.
  4. Identify blind spots that could limit their effectiveness and development.
  5. Create a climate in which bonding takes place within the team/group.
  6. Lay the foundation for the development of high performance teams.


Extended DISC?? Assessments

We use customized and powerful assessments from Extended DISC?? on the revolutionary FinxS?? Platform to facilitate the management of individuals, teams and organizations in all spheres of the enterprise.  They serve as a compass that guides organizations in identifying where they are and in determining where they need to be.

The Extended DISC?? assessments and the FinxS?? platform support a structured system for the more effective management of people and for fostering effective collaboration and enhanced productivity. Extended DISC?? is the world???s fastest growing assessment system. Its revolutionary FinxS?? Platform has transformed the assessment landscape and the FinxS?? Playground is used by thousands daily.


Extended DISC?? assessments on the FinxS?? platform are constantly being expanded. This has resulted in a constant flow of carefully developed assessments. These include support for:

  1. Recruitment and Employee retention
  2. Employee Engagement
  3. Screening staff for promotion, assignment and career planning
  4. Human resource database management and analysis
  5. Succession Planning
  6. People development, Counselling and Coaching
  7. Job and Role Fit Analysis
  8. Leadership, Management and Supervisory training & development
  9. Interpersonal Relations and Communication interventions
  10. Work Pair, Team Cohesiveness and Team alignment
  11. Sales Competence evaluation
  12. Marketing and Public Relations
  13. Customer Service 
  14. Sports Competence evaluation
  15. Remote Worker Assessment
  16. Organization Development
  17. Climate/Satisfaction/Engagement/360 Surveys
  18. Change Management and Corporate Entrepreneurship
  19. Reasoning Analysis and Capability Testing
  20. Team Mapping

Trevor E S Smith

INFOSERV People Tech Solutions

Success with People Academy

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Negotiating With A Dominant Personality

This is it. The final hurdle to close the deal. Her reputation precedes her. She is one tough cookie. What can you do?

Here is a proven strategy to get to win-win more frequently… even when faced with a dominant negotiator.


Your Outlook

Develop a strategy that concentrates on her goal of personal control of her environment and fear of having someone take advantage of her. Always let her feel as if she is in control.
Remember the dominant personality (D-Style) wants to WIN!

However, you can’t afford to come across as being weak. The D-Style wants to do business with winners.


Your interaction


  1. Limit the amount of socializing up front.
  2. Get to the point.
  3. Respond to their task-related/result-oriented needs.
  4. Be business-like.
  5. Ask ???what??? questions that focus on their concern for results.
  6. Accept their bluntness.
  7. Show desire to achieve added results.


Gaining D-Style Co-operation and Commitment


  1. Highlight the key options available. Do not present only one option.
  2. Make it clear that you understand that the choice is theirs.
  3. Don???t try to push them to make a choice or to accept your recommendations.
  4. Work towards developing a long-term win-win relationship to your mutual benefit.
  5. Ensure efficiency and delivery as promised.
  6. Draw attention to your proven successes. No need to be humble.
  7. Focus on helping them to achieve their goals.


Remember the D-Style does not like:


  1. Waiting
  2. Idle chatter
  3. Slow responses
  4. Indecision
  5. Overly structured requirements
  6. Taking orders or losing control of the situation


Your arguments should always include phrases like:

???This means that you?????????
???The benefit of this to you is??????
???The competitive advantage for you is ???..???


Negotiating For Success is one certification included in our Leadership Development Program that is delivered online and with supporting live webinars through your branded Virtual Academy.??Complete the form below to learn how your organization can participate.

Trevor E S Smith | INFOSERV People Tech Solutions | Success with People Academy


    Values-driven Leadership Development

    I feel compelled to share the structure of a highly successful Leadership Development Program that is in a follow up phase of implementation with an important public sector entity. 


    The organization is committed to becoming a Centre of Excellence. That led to the unavoidable conclusion that it was important to start by distilling the Values that would underpin their quest.


    The next consideration related to the challenge of cascading Values down through the various levels of the organization such that they are manifested in the day to day conduct of business. 

    The decision was taken to adopt an updated, futuristic approach to Competency Frameworks – Competency Framework 2.0.

    Core Competencies along with the carefully crafted and insightful descriptors were developed for each level of the organization. 


    In recognition of the critical need for across the board buy in, care was taken to conduct small group review, adjustment and acceptance of the competencies and the very important descriptors.

    The 2.0 approach does not use one blanket Statement of Competency that applies at all levels. 

    CEOs and entry level clerks have different responsibilities related to communication or the use of initiative. Consequently, developing forward-looking, role-specific descriptors provides clarity as to what is expected in the performance of each job.

    That in turn feeds into performance management as well as learning and development considerations. In that way, Competency Framework 2.0 becomes a hub for Workforce/Talent Management ??? from Recruitment & Selection, through Onboarding, Learning & Development, Performance Management & Appraisal, Career Development and Succession Planning.


    Some entities look upon the approved and bought into Competency Framework 2.0 like it is a trophy. Something to be set up to be admired but not touched.  Motivated by the earnest quest to become a Centre of Excellence, the organization embarked on an implementation program. 

    The initial phase was to develop a Leadership Development Program that would embrace the values, competencies and overall philosophy that was contained in the Competency Framework 2.0.

    That program was aligned with HR Training Plans which had already identified competency and knowledge gaps.


    The program was delivered using best of class technology support. An organization-branded Virtual Academy was developed to host and deliver the program.

    Interactive online content was developed. Each course offered Professional Development Credits that are approved by the Society for Human Resource Management (SHRM) for SHRM CP and SCP recertification. 

    Each course had built in or appended mini quizzes to validate the transfer of knowledge. This also facilitates Training ROI considerations.

    In a display of recognition of learner challenges, a live synchronous component was incorporated. This was limited to one weekly online 90-minute session.??


    The take up of the offer to participate in the program was outstanding. The live sessions were a thing to behold. Critically, completion rates (i.e. the granting of certificates and professional development credits) exceeded all expectations. 

    It is not surprising that Phase 2 has attracted a significant increase in registration. 


    This program from end to end is now supported by our SPIKE technology solution (Strategic Performance Improvement and Knowledge Enabler).

    Let us have a conversation as to how this positive experience can infuse resilience and future-readiness into your Leadership cadre.

    Trevor E S Smith

    Success with People Academy

    INFOSERV People Tech Solutions

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