1. Confidentiality: I.D.™ results are to be given only to the person who completes the I.D. questionnaire unless permission is received stating otherwise.

An exception is when a person/employee completes the I.D. at the request of their employer and is aware that: a) the results will be shared firstly with management and/or b) individual results will be shared in a group setting (workshop format).

An individual’s I.D. and/or team’s I.D. results must not be shared with anyone other than the individual or team. Context and semantics have a significant influence on the interpretation and application of I.D. results and related issues and “second hand” involvement or interpretation is vulnerable to inaccuracy.

2. Interpreting I.D. Results: The original and complete I.D. booklet as produced by Link-up International Pty Limited (Link-up) must always be distributed to each person who completes their I.D.

Derivative or substitute versions of the booklets are prohibited.

Where Management Strategy Reports(M.S. Reports) are produced for an individual, the same rules apply as outlined above.

3. Assumptions: assumptions regarding results for the general population or selected individuals are in direct contravention of these protocols and Link-up’s Principles of Ethics. Link-up undertakes extensive research to substantiate with factual evidence statistics for particular segments of the population and clients or I.D. trained consultants are not permitted to add personal alterations or interpretations of the I.D. System irrespective of their range or level of experience.

All communication on the I.D. System must be consistent with the comprehensive training provided by Link-up. However, Link-up revises and updates all components of the I.D. System on a regular basis and thus welcomes any feedback which may enhance precision or marketability.

4. Labelling and false judgement: the I.D. is not to be used as a way of explaining why a person can or can’t do things. Similarly, a person should not be judged as being capable or incapable of performing a certain task, role or behaviour because of their I.D. Their I.D. explains their drive and motivation, NOT their capability or guaranteed behaviour.

Should a person choose to do or not do something because of the perceived alignment or non-alignment with their I.D., that is their choice – after all desire is directly related to motivation, but this does not reflect their capability or otherwise.

For example: just because someone wants to play tennis doesn’t mean they will be good at it. Likewise, just because they’re NOT driven to play tennis doesn’t mean they’re not good at it. Nor does it mean that they will ALWAYS or NEVER want to play tennis or that they will ALWAYS be good or bad at it.

5. Holistic application: The I.D. Booklet is but one component of the I.D. System. It has been very carefully designed to be complete and value-adding in and of itself and safe for all who receive it. You don’t need to undertake further training to gain significant value or use it safely. Yet, although it is considered profound by many people, it is nonetheless, a basic introduction to understanding an individual.

The I.D. System includes additional levels of understanding and application that are much more advanced and complex. For example, it is actually quite normal for a significant gap to seemingly exist between a person’s I.D. and their apparent behaviour or personality. Similarly, it’s possible and normal for 2 people to have exactly the same I.D.s and yet be as different as "chalk and cheese."

The complete and proper interpretation of a person’s I.D. (in terms of understanding the person and their likely behaviour, level of motivation and likely success in a given task or situation) and the development of suitable and practical strategies for their optimum performance, actually requires, inter alia, an understanding of Link-up’s “Onion Skin model” (as discussed in I.D. Mastery™).

This means that there are other layers or components that filter the I.D. including self esteem, culture, level of interest and passion, attitude, intelligence, level of experience, values system, etc.

Thus, making a judgement about a person or presuming to know them based solely on the contents of their I.D. booklet is improper, unethical and potentially dangerous. Instead, individuals can undertake more advanced and comprehensive I.D. programs to extend their knowledge and likewise, their ability to properly interpret and apply it more effectively.