Behavioural Analytics: Part 3

Throughout February, we are discovering the benefits of Behavioural Analytics to make our first steps towards really understanding ourselves and others. The traits we have that form gaps, barriers and drains in relationships erode by a greater understanding of the roots and fruits of our true self.

In part 3 today, we are going to look at questions 6,7 and 8.

  1. Do you know why you do what you do?
  2. Do you know why you have certain habits and where and how they were formed?
  3. Do you understand why you have certain behavioural traits?
  4. Do you know what it is that motivates you and why some things are difficult and other things you love doing?
  5. Do you understand and know your level of EQ Emotional Intelligence?
  6. Do you know your learning style? Are you a visual, auditory or kinesthetic learner? 
  7. Do you know why you act the way you do in conflict or when you are being disciplined? Do you know what causes you stress and how to manage stress?
  8. Do you know your personality type?
  9. Do you know your internal driving forces?
  10. Can your regulate yourself and adjust to the conditions to still have peace regardless of the circumstances?

6. Do you know your learning style? Are you a visual, auditory or kinesthetic learner?

We all have a unique set of learning skills and learning style. This questionnaire has 30 questions and we can measure responses to see if you learn through your EYES, EARS or EXPERIENCE.


  • People who are high visual learners interpret the world through what they see. The may say to you “Oh, I see what you are saying.” They need manuals, worksheets, flowcharts, books, diagrams, maps, written instructions and plans. They need to see it with their eyes.


  • Auditory learners are the overall lowest learning style when we do our evaluations, but they need to hear your information. It is an odd match that the lowest form of learning style has the highest rated style of teaching. There is more auditory teaching and less people in this style which is why information transfer can be so poor. Also, while I might find someone who has a score of 17-20 visual, it is very rare that I have had anyone score above 11 in auditory
  • Auditory learning has more danger of correct transfer of information due to perceptual filters than other learning styles
  • When we hear something we will delete what we don’t understand
  • Distort what we do understand into a category of significance to us
  • Generalise or package the information with similar information that we know
  • Store as an impression on our psyche in a chemical way for recall


  • Experiential learners learn by touch, feelings, experience, reverse engineering, assembly, getting their fingers involved.

Knowing all this allows us to be better teachers (or, for the first time for many, engaging teachers) because we care enough to learn how someone learns

7. Do you know why you act the way you do in conflict or when you are being disciplined? Do you know what causes you stress and how to manage stress?

In our BOP Conflict and Dispute Resolution Style self-assessment questionnaire, we discover how people act in conflict. Discipline can be a high point of conflict. When we are being trained and developed, we may hear things we don’t want to hear. Correction is rarely easy for the student or the mentor.

You will discover if you are withdrawing, forceful, smoothing, compromising or confronting. When you know this about yourself, you can learn how to better self regulate. When you learn this about your staff, you can better process reaction and response to regulate stress, stretch and rest periods in PD, and to regulate emotions when you have to bring correction and manage teams and relationships more efficiently and effectively.

8. Do you know your personality type?

Our personality is a combination of our tendencies, patterns, behaviours, feelings and energy. Vivacious, outgoing and extreme personalities all the way to conservative reserved, shy personalities have a measurable temperament disposition, nature and makeup that can influence how one will act in a crowd, team, family or workplace.

We can learn how to appreciate the person in a more meaningful way in line with their temperament and personality. Whether to promote, protect, praise publicly or privately are all connected to understanding someone's personality. It is then easier to figure out how to encourage them or understand the fact that they just simply need space.

We have one more week to look at the last two on our top ten Behavioural Analytics list and I hope you will join us next week.

The journey to understanding others starts with truly understanding yourself. If you would like to know more I would love to discuss it with you further. You can call or email me.

I would love to help you Planalife you want to live in through a Business on Purpose.

See you next week for part 4.

learning style


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