Organisations that embrace behavioural change can rapidly improve their workplace culture, increase employee engagement and boost bottom-line results. The Discflow model has been purposely designed to turbocharge this process by taking the tried-and-tested DISC behavioural model and combined it with the power of emotional intelligence to help people tap into their strengths and build better, stronger and more productive relationships. DISC and EI Hand in Hand A person’s level of emotional intelligence is assumed to be the factor which enables how well they control their behaviour. It’s also acknowledged that a person with high levels of emotional intelligence is better able to manage the demands of the environment they find themselves in. Emotionally intelligent Leaders interact more effectively with their people and gain more respect. As a result, team members become more motivated and engaged in their role. Organisational culture also improves as people begin to develop greater empathy for one another. Discflow assessed employees become more effective at dealing with customers as well, thanks to their evolving self-knowledge and understanding toward the needs of others. Battle of the Brain The most vital cerebral activity comes from the frontal lobe of the brain, the control panel. The frontal lobe is where we solve problems, make decisions, and notably, it’s also where impulse control takes place. On the other side, the limbic system creates our “fight or flight” response that makes us act on impulse. Sometimes acting on impulse might produce good outcomes, such as instinctively saving someone else’s life without first assessing the risks. But on the flip-side, non-thinking, reactive behaviour can be problematic when we communicate with others. The Discflow model introduces a positive effect by increasing a persons ability to control these impulses. The results help people to understand themselves and be more accepting of others. Making the Most of Discflow People who demonstrate higher levels of EI are more likely to respond rather than react, listen rather than interrupt and avoid becoming defensive in the face of feedback. They also become more positive, motivated and cultivate an environment of acceptance towards others. Discflow assessments can be used by anyone in an organisation to help define roles and responsibilities, enabling people to thrive and build more effective relationships with their colleagues.