Directive Communication (DC) is a training and organizational development psychology developed by Arthur F Carmazzi that affects how people act and react in teams and how that affects individual performance. It is a foundational science for influencing team dynamics to cultivate high performance cooperative team cultures and bring out greater individual potential.
The Directive Communication methodology incorporates the latest breakthroughs in motivational and genetic psychology, and applies them in improving personal peak performance through cultivating a superior team environment.
We Develop leaders and the personal responsibility that goes with leadership Whether it’s in our hands on workshops, or Outdoor Bali Retreats, Train the Trainer Training, OnLine Learning facilities, or ½ day modular programs, and each have an integrated leadership component that build the character required to build confidence, moderate ego, and maximize what it takes to get results, set an example and inspire the team.
Participants gain much more than a workshop experience or achieve higher levels of excellence in leadership, they gain the ability to find their greater selves and influence their future to become a celebrated example to others. In training, proprietary Directive Communication training tools and games facilitate the process of transferring knowledge at a super-conscious level that instills a greater personal awareness for effective implementation.
Directive Communication changes the way people look at their environment and how they affect it. It simultaneously incorporates the methodology with whatever curriculum may be (customer service, communication, leadership, sales, productivity, team excellence, project management etc.) to engage participants into a series of actions to influence their environment and cultivate a setting that promotes effectiveness of the application Directive Communication practitioners apply their skills to a variety of Training or Consulting focuses, Training and consulting Programs using Directive Communication methodology will always including cultivate Cohesiveness and Leadership across teams, departments and work forces, and break the barriers that limit cooperation and productivity in any people related discipline.
“The program was very much in line with conquering challenges in our day-to-day operation and your timing was excellent. People could really relate to your stories and exercises for cultivation a greater service attitude, and you did a great job “taking them there”. Most of my people including myself had fun and got real value. The brain color exercise (CBCI™) was excellent for really understanding our communication.”
Charles de Foucault
General Manager – The Ritz-Carlton, Seoul
Imagine two computers, a Macintosh and a PC. Both can run “Microsoft Excel” and both can run “Adobe Photoshop” (graphics software), yet you cannot run software written for one type of computer on the other. And, even the same programs have a slightly different look and feel to them. Additionally Excel runs fast on a PC and a bit slower on a Mac, but Photoshop runs far faster on the Mac than on the PC. See the Benefits of CBCI™ Brain Communication Profiling.
By identifying the fundamental patterns in the way our brain genetically processes the world around us, we overcome misunderstanding, conflict, and wastage of individual and group potential. Awareness of these “Brain Communication” processes gives us the means to maximize our capacity act intelligently, to Turbo Charge our natural gifts and use them to maximize our ability to develop “software” for our brain to achieve greater competence across many disciplines. We are able to understand others at a deeper level and unleash greater potential for relationships at work and at home, for easier learning and teaching, and for greater harmony and cooperation with our environment and our teams. The CBCI™ is the Psychometric Profiling Component of the Colored Brain
The following are general descriptions of the different brain colors (or the glasses your communication is viewed through). The color with the highest total score will be your foundation communication characteristic. Scores in the other boxes indicates your brain flexibility in those areas. The higher your score in other quadrant, the more communication dexterity you have outside of your genetic foundation. See Benefits of CBCI™ Communication Profiling
Our brains work in the same way. If we are genetically built to process information in a certain way and we are “forced” to swallow systems or procedures or management styles that are “designed” for a different brain processor, we tend to be less efficient and less fulfilled. Yet, if we have a greater understanding of the processor we are running in our brain, it becomes easier to design the right “so ftware” to do the job better and more effectively. The CBCI™ helps do just that. The second part of the profile also determines the areas necessary to gain more “Communication Flexibility” in order to work well with other types of brain processors.
Besides identifying an individual’s genetic brain processing it indicates additional “learned” brain flexibility and areas where one may have difficulty in communicating with others. By identifying the fundamental patterns in the way our brain genetically functions, we overcome misunderstanding, conflict, and wastage of individual and group potential.
The Directive Communication™ organization of the different colors of the brain in classification of “genetic neuro-processing” defines the way each person experiences their environment and takes in and interprets information, which results in specific ways of perceiving and evaluating events and situations. Certified Trainers of Colored Brain Communication are trained to clearly make these distinctions. Find out more about becoming a Colored Brain Communication Certified Trainer.
SO MANY PSYCHOMETRIC TOOLS TO CHOOSE FROM! SO WHY COLORED BRAIN
Colored Brain is Based on NEW Research! While so many psychometric tools are based on research that is 20 to even 70 years old, Colored Brain incorporates the latest research on Neuroplasticity, and the modern understanding the of how neurotransmitter substances work. The Colored Brain work began in 2002 from the foundation of multiple contradictive personality focused genetic and observational research, bringing founder, Arthur Carmazzi to discover and focus only on the elements that were consistent among the various contradictive “personality” conclusions. This led to further investigation accounting for the latest neuroscience discoveries to create SIMPLE yet powerful tool that transforms communication and performance.
Understanding person’s colored brain in relationships will help you understand how you are going to get along with each other. For example, having the same colored brain in relationship will definitely support better communication, but you are not necessarily going to complement each other. On the other hand, opposite colors will complement each other, but the communication is going to take some extra work. Understanding the colored brain from the very beginning of your relationship will help you achieve supportive and productive relationship with great awareness of limitations. It will also help you understand what is required for maintaining balance and great communication with your partner.
One of the key things that is going to support success of the teams is hiring people, who will add value to the existing team. By specifying the team objectives, you will be able to identify what type of people are going to be most effective and support the best performance.
You should be able to mix various colored brains to complement their ability to act as a team and achieve the desired objective.
For example, Business Development Team would benefit from green brain leading the team, but you would also need the other colors to support from the multiple perspective. Emotional drives would also be an important factor here.
These can be found on: Humandrive.net. Knowing person’s colored brain will be help you to find the right fit for the project. Knowing that the task is very detail oriented, the last thing you want is someone with a green brain. If the job has multiple facets, you want somebody that has flexibility to look at things from different perspective, like blue or green brain. For dealing with other people, you definitely would like someone who is more empathetic, like blue brain. While for fact and information oriented jobs, for example in accounting or logistics, you would like to find a red or purple brain.
This of course doesn’t mean that people don’t have the talent, but what it does mean, is understanding the foundations of their brain processing. You might for example have an amazing green brain CFO, who creatively comes up with new ideas of how to make money, but green brain accountant could not be the best fit
There are eight fundamental Emotional drivers and motivators. Each of these is based on a human psycho-emotional need developed through environmental factors such as family, culture and stage in life. While each of these drivers is present in each individual, they do not have equal importance. They are also achieved in different ways by different individuals in different environments. Every individual has a different order of importance for these eight drivers. We are constantly filling these as emotional gratifications; sometimes in positive ways, sometimes in neutral ways, and sometimes in negative ways. But we are constantly filling them.
The ranking of these drivers can change with time, based on our environment, our experiences, and especially our traumas or strong relationships. They are also affected by loss. These drivers can also be cultivated either positively or negatively by our environment, our culture, our parents, our teachers, and our peers.
Belonging/Love
Connection from being with others, or connection with self
Control/Security
Greater ability to maintain security in our lives
DiversityHaving variety, excitement
Recognition/SignificanceAcknowledgments of our virtues and achievements, being noticed
AchievementThe need to make progress in our plans and finish things – Completion
Challenge/GrowthLearning and growing
ExcellenceSelf satisfaction and pride in the things we do
Responsibility and ContributionThe need to Contribute to others
By understanding an individual’s primary emotional drivers, we know their ultimate motivations. When you ask someone if they want more money, while they may say yes, it is not the money they want but what they believe money can buy, whether it be security, significance, or achievement, revealing foundational drivers can help you identify how to fulfill and motivate yourself and others at deeper levels with available resources. A series of “WHY” questions would reveal the real reasons for buying, saving, investing, traveling, etc….
Here are some questions you can ask to determine your partner’s primary emotional gratifications (top 3 drivers)
When we work with others, whether it is in our job or in our family, we are dealing with people that are driven by emotional drivers that may be different than ours. We are also often dealing with people who have different colored brains. This diversity, while powerful when harnessed, can easily cause frustration, misdirection and lack of productivity.
Understanding how people with specific drivers act and react in a group, enables the ability to influence or lead that group. We should also be aware that different people with different rankings of drivers will affect us differently. Each person satisfies his or her drivers in both positive and negative ways.
The color of each person’s brain also enters into the equation, because it influences an individual’s perception of the task at hand, but emotional drive and colored brain are not directly related. There is no correlation between colored brain, and what a person’s emotional drives are.
Each individual has specific ways to satisfy each of his or her own drivers. The top ranked drivers or “primary drivers” determine to a large extent how a person acts or reacts in a particular situation with another person. Actions and reactions to your surroundings differ with different primary drivers.
I never thought I could understand my boss until I took theEDMAand uncovered the perception gaps I had with her that affected our communication. I am much happier now and so is my boss.
Joanne Teo
Lufthansa Cargo
DC Employee engagement processes are based on the idea that human beings are fundamentally emotionally self serving. And that if they are emotionally connected to how they can personally succeed “through” the organization they work in and Trust the leaders that influence that success, that their attitudes, application of talent and skills, and productivity will increase. Employees who are not engaged are usually under achievers since their ability usually supersedes their effort. Our programs support employees to nurture an environment where they can not only meet organizational standards, but their own standards which are usually higher.
There are two ways to improve your organizations employee engagement with DCI:
In this Knights of Transformation video, Arthur Carmazzi will be sharing on Organizational Culture Evolution – The 5 Levels of corporate culture change to be more precise. The idea is that company culture has levels, and each level is a culture evolution. From the bottom of the most dysfunctional organizational culture to the most effective leadership enriched culture. Each has its characteristics and each culture has actions that can be taken to evolve it to the next corporate culture level. Watch the video then look below to see the organizational culture evolution strategies for each… and don’t forget to test your organizational culture level with the freecorporate culture assessment at: www.cultureevolution.com
Characteristics:
Primary values of a Blame Organizational Culture are:
Considerations in Evolving a Blame Organizational Culture:
Characteristics:
Primary values of a Multi-Directional Organizational Culture are:
Considerations in Evolving a Multi-Directional Organizational Culture:
Characteristics:
Primary values of a Live and let live Organizational Culture are:
Considerations in Evolving a Live and let live Organizational Culture:
Characteristics:
Primary values of a Brand Congruent Organizational Culture are:
Considerations in Evolving a Brand Congruent Organizational Culture:
Characteristics:
Primary values of a Leadership Enriched Organizational Culture are:
Considerations in Evolving a Leadership Enriched Organizational Culture:
This is it. There is no further evolution. If you have achieved this, you have arrived. The challenge now lies in maintaining it. To continuously develop your people and let them develop those who are new to the organization as it grows.
At each level of Organisational Evolution, people will be working, acting, thinking, and feeling at different levels of personal commitment.
The DC Pyramid of commitment will give you an additional guide to evolve your people and your culture to the ultimate “Self Actualization” panicle of personal and organizational success.
