Eloiza Serate

Eloiza Mariano November 7, 2015 This Innermetrix Disc Index is a modern interpretation of Dr. William Marston's behavioral dimensions. Marston's research uncovered four quadrants of behavior which help to understand a person's behavioral preferences. This Disc Index will help you understand your behavioral style and how to maximize your potential. Anthony Robbins Coaching www.tonyrobbins.com Copyright 2015 Innermetrix Incorporated • All rights reserved The DISC Index Executive Summary Natural and Adaptive Styles Comparison- Eloiza Mariano 10 0 D I S C 49 / 63 67 / 39 53 / 32 53 / 53 Natural Style: Adaptive Style: The natural style is how you behave when you are The adaptive style is how you behave when you feel being most natural. It is your basic style and the you are being observed or how you behave when one you adopt when you are being authentic and you are aware of your behavior. This style is less true to yourself. It is also the style that you revert natural and less authentic for you or your true to when under stress or pressure. Behaving in this tendencies and preferences. When forced to adapt style, however, reduces your stress and tension and to this style for too long you may become stressed is comforting. When authentic to this style you will and less effective. maximize your true potential more effectively. Copyright 2015 Innermetrix Incorporated • All rights reserved 2 The DISC Index Introduction About This Report Research conducted by Innermetrix shows that the most successful people share the common trait of self-awareness. They recognize the situations that will make them successful, and this makes it easy for them to find ways of achieving objectives that fit their behavioral style. They also understand their limitations and where they are not effective and this helps them understand where not to go or how not to be as well. Those who understand their natural behavioral preferences are far more likely to pursue the right opportunities, in the right way, at the right time, and get the results they desire. This report measures four dimensions of your behavioral style. They are: • Decisive — your preference for problem solving and getting results • Interactive — your preference for interacting with others and showing emotion • Stability — your preference for pacing, persistence and steadiness • Cautious — your preference for procedures, standards and protocols • The Elements of DISC — Educational background behind the profile, the science and the four dimensions of behavior • The DISC Dimensions — A closer look at each of your four behavioral dimensions • Style Summary — A comparison of your natural and adaptive behavioral styles • Behavioral Strengths — A detailed strengths-based description of your overall behavioral style • Communication — Tips on how you like to communicate and be communicated with • Ideal Job Climate — Your ideal work environment • Effectiveness — Insights into how you can be more effective by understanding your behavior • Behavioral Motivations — Ways to ensure your environment is motivational • Continual Improvement — Areas where you can focus on improving • Training & Learning Style — Your preferred means of sharing and receiving styles • Relevance Section — Making the information real and pertinent to you • Success Connection — Connecting your style to your own life Copyright 2015 Innermetrix Incorporated • All rights reserved 3 Eloiza Mariano This report includes: The DISC Index Four Components of Behavior The Elements of the DISC-Index This DISC-Index report is unique in the marketplace for a number of reasons. You just completed the first ever click & drag DISC instrument on the market. This was constructed in a precise manner to allow for ease of responses, even in the midst of many difficult decisions. This intuitive interface allows you to focus on your answers, not the process. Also, unlike other DISC instruments, this instrument allows you to rank all four items instead. As a result, this instrument produces zero waste in responses. Some instruments ask you to choose two items out of four, and leave two items blank. Those instruments have a 50% waste of terms, and do not provide for an efficient response process. The DISC Index instrument eliminates that response problem. Another unique aspect of this DISC-Index report is that we present the DISC aspects of your behavior both as separate entities and as a dynamic combination of traits. This report presents the first time that as an important learning tool as you explore the deeper aspects of DISC. Your unique pattern of DISC traits is developed through the context of this report. Additionally, the following four pages will be devoted to exploring your DISC scores as separate components within the unique combination of traits that you exhibit. A comment on contradictions: You may read some areas of this report that may contradict other text. This is due to the fact that many of us show contradictory behaviors in the normal course of our daily operations. Each of us are at times talkative and other times more reflective, depending on how we are adapting our behavior. The expression of these contradictions is a demonstration of the sensitivity of this instrument to determine these subtle differences in our natural and adaptive style. Copyright 2015 Innermetrix Incorporated • All rights reserved 4 Eloiza Mariano each of the DISC elements are separated and developed as pure entities of themselves. This can serve The DISC Index Four Components of Behavior A closer look at the four components of your behavioral style Decisive Interactive Stabilizing Cautious Problems: People: Pace: Procedures: How you tend to pace things in your environment Your preference for established protocol/ standards How you tend to How you tend to interact approach problems and with others and share makes decisions opinions High I High S High C Demanding Gregarious Patient Cautious Driving Persuasive Predictable Perfectionist Forceful Inspiring Passive Systematic Daring Enthusiastic Complacent Careful Determined Sociable Stable Analytical Competitive Poised Consistent Orderly Responsible Charming Steady Neat Inquisitive Convincing Outgoing Balanced Conservative Reflective Restless Independent Mild Matter-of-fact Active Rebellious Agreeable Withdrawn Spontaneous Careless Unobtrusive Aloof Impetuous Defiant Low D Low I Low S Low C Copyright 2015 Innermetrix Incorporated • All rights reserved Eloiza Mariano High D 5 The DISC Index Four Components of Behavior Eloiza Mariano Copyright 2015 Innermetrix Incorporated • All rights reserved 6 The DISC Index Four Components of Behavior Decisive Your approach to problem-solving and obtaining results The D in DISC represents Decisiveness. Your score on this scale, represented below, shows your location on the D spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher D — Tend to solve new problems very quickly and assertively. They take an active and direct approach to obtaining results. The key here is new problems such as those that are unprecedented or haven't happened before. There may also be an element of risk in taking the wrong approach or developing an incorrect solution, but those with a High D score are willing to take those risks, even if they may be incorrect. Natural 100 90 49 / Adaptive 63 Your score shows a low average score on the 'D' spectrum. The comments below highlight some of the traits specific to just your unique score. 80 • 70 • 60 • 50 40 • • 30 20 • You like to think things through before acting. Under high pressure, you may become somewhat indecisive or resistant to making a very quick decision. You may be hesitant to share your opinion with others if the topic is divisive or hotly contested. You can be very modest in dealing with others. You prefer a work environment that is not too pressured or filled with constant change. You are open to deferring to others for decisions when they have voiced a stronger opinion. 10 0 Copyright 2015 Innermetrix Incorporated • All rights reserved 7 Eloiza Mariano Lower D — Tend to solve new problems in a more deliberate, controlled, and organized manner. Again, the key here is new and unprecedented problems. The Lower D style will solve routine problems very quickly because the outcomes are already known. But, when the outcomes are unknown and the problem is an uncertain one, the Lower D style will approach the new problem in a calculated and deliberate manner by thinking things through very carefully before acting. The DISC Index Four Components of Behavior Interactive Your approach to interacting with people and display of emotions. The I in DISC represents Interactive. Your score on this scale represented below shows your location on the I spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher I — Tend to meet new people in an outgoing, gregarious, and socially assertive manner. The key here is new people whom one hasn't met before. Many other styles are talkative, but more so with people that they've known for some time. The Higher I scores are talkative, interactive and open even with people whom they have just initially met. People scoring in this range may also be a bit impulsive. Generally speaking, those with the Higher I scores are generally talkative and outgoing. Natural 100 90 67 / Adaptive 39 Your score shows a moderately high score on the 'I' spectrum. The comments below highlight some of the traits specific to just your unique score. 80 • 70 • 60 • 50 • 40 30 • • You tend to naturally trust others and their ideas. You like to have an open-door policy with both peers and supervisors. Sometimes you can express your opinion too much. You prefer an environment with plenty of people contact. You tend to be always ready to converse with a group, even with people you've just met. You make an effective coach or counselor for others on the team. 20 10 0 Copyright 2015 Innermetrix Incorporated • All rights reserved 8 Eloiza Mariano Lower I — Tend to meet new people in a more controlled, quiet and reserved manner. Here's where the key word "new people" enters the equation. Those with Lower I scores are talkative with their friends and close associates, but tend to be more reserved with people they've just recently met. They tend to place a premium on the control of emotions, and approach new relationships with a more reflective approach than an emotional one. The DISC Index Four Components of Behavior Stabilizing Your approach to the pace of the work environment The S in DISC represents Stabilizing. Your score on this scale represented below shows your location on the S spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher S — Tend to prefer a more controlled, deliberative and predictable environment. They place a premium on security of a work situation and disciplined behavior. They also tend to show a sense of loyalty to a team or organization, and as a result, may have a greater longevity or tenure in a position than some other styles. They have an excellent listening style and are very patient coaches and teachers for others on the team. Natural - 53 / Adaptive 32 Your score shows a high average score on the 'S' spectrum. The comments below highlight some of the traits specific to just your unique score. • - • • • • • You serve to stabilize others on a team who are perhaps too maverick. You prefer to have sufficient clarification of policy or tasks before proceeding, so as to avoid mistakes. You don't like rocking the boat unless you absolutely have to. You think it is important to follow established procedures and processes. When you need to, you can be flexible to change or new ideas. You can accept change, but you require a good argument for it first. 10 0 Copyright 2015 Innermetrix Incorporated • All rights reserved 9 Eloiza Mariano Lower S — Tend to prefer a more flexible, dynamic, unstructured work environment. They value freedom of expression and the ability to change quickly from one activity to another. They tend to become bored with the same routine that brings security to the Higher S traits. As a result, they will seek opportunities and outlets for their high sense of urgency and high activity levels, as they have a preference for spontaneity. The DISC Index Four Components of Behavior Cautious Your approach to standards, procedures, and expectations. The C in DISC represents Cautiousness. Your score on the scale represented below shows your location on the C spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher C — Tend to adhere to rules, standards, procedures, and protocol set by those in authority whom they respect. They like things to be done the right way according to the operating manual. "Rules are made to be followed" is an appropriate motto for those with higher C scores. They have some of the highest quality control interests of any of the styles and frequently wish others would do the same. Lower C — Tend to operate more independently from the rules and standard operating procedures. They tend to be bottom-line oriented. If they find an easier way to do something, they'll do it by developing a variety of strategies as situations demand. To the Lower C scores, rules are only guidelines, and may be bent or broken as necessary to obtain results. 90 80 53 / Adaptive 53 Your score shows a high average score on the 'C' spectrum. The comments below highlight some of the traits specific to just your unique score. • - • • • • 30 20 • You are sensitive to high quality control and have a need for accuracy. Your approach to brand new ideas and change is one of caution and careful consideration. You like to keep a neat and clean workplace. You desire a lot of accuracy and detail. You appreciate very detailed explanations when doing complex tasks. You prefer an environment that is precise and detailed. 10 0 Copyright 2015 Innermetrix Incorporated • All rights reserved 10 Eloiza Mariano Natural 100 The DISC Index Natural Style Pattern Overview Natural Style Pattern: Your natural style is the way you tend to behave when you aren't thinking about it. This is where you are most comfortable (natural). This is also the style you will revert back to when under stress or moving too quickly to be consciously thinking about modifying your behavior. Finally, this is the style you should seek to be true to in your daily roles. Being natural will return better results with less effort and stress. The following statements are true to just your unique natural style: • You have the ability to self-manage much of your own organizational activity and workload. • May become verbally disappointed when standards aren't met, or when the team project becomes delayed. • Tend to be optimistic and demonstrate high personal standards and set high goals for yourself. • Able to express a sense of humor, but you become very serious about work tasks and projects, • Tend to be rather friendly and easy-going in interacting with others. • Response pattern indicates that you have the ability to be a strong achiever in technical performance and expertise within the organization. • You demonstrate a high degree of competence in your area of expertise. • You score like those who desire to become the best they can, or an expert, in a specific area. Copyright 2015 Innermetrix Incorporated • All rights reserved 11 Eloiza Mariano especially in the desire to maintain a high quality control. The DISC Index Adaptive Style Pattern Overview Adaptive Style Pattern: This is the style of behavior you adapt to when you are conscious of your own behavior, when you feel you are being observed or whenever you are trying to better fit a situation. This is not a natural style for you, but still one of your two styles none-the-less. In other words, it is the way you feel you "should" behave when thinking about it. The statements below are specific to your individual Adaptive style: • Motivated by having authority equal to responsibility. • On the job, enjoys developing unusual responses or new ideas or solutions to existing problems. • Develops new systems and procedures to increase efficiency or quality control. • On a job-related problem, when in high thought-processing mode, may be somewhat restrained in sharing ideas or expressing feelings. This comes from the combination of the Higher D and Lower I traits. effort, and caution put into larger decisions. • Motivates others on the team with a sense of competition and urgency. • Two somewhat opposing drives emerge when on the job with critical problems to solve: The drive for quick, visible results coupled with an equal drive for high quality control. In an ideal world both can be accomplished simultaneously. However, in reality, sometimes these two drives are very difficult to achieve. (We may achieve one at the expense of the other.) The High D and C traits contribute to these responses. • A drive toward aggression and assertiveness is softened a bit by an internal sensitivity. Copyright 2015 Innermetrix Incorporated • All rights reserved 12 Eloiza Mariano • Day-to-day operations decisions are made very quickly and easily. There is substantially more time, The DISC Index Ideas for Being More Effective Based on your behavioral style there are certain opportunities for becoming more effective by being aware of how you prefer, and enjoy, to behave. The items below may assist you in your professional development growth. By understanding these items you may find explanations for why you may be stuck in some areas of your life and why other aspects give you no trouble at all. You could be more effective by: • A greater emphasis on tasks, organizational work, business, or profits. • Having an efficient system in place to handle routine work more effectively. • Becoming more comfortable with faster decision-making. • Having reassurances that it is OK to take appropriate and calculated risks. • Having the option to change certain methods or procedures in order to increase efficiency. • Greater participation in team efforts and activities. Eloiza Mariano • Clear and specific job descriptions, and role responsibilities. • An increased sense of urgency to get things done… now. Copyright 2015 Innermetrix Incorporated • All rights reserved 13 The DISC Index Ideas for Staying More Motivated Your behavioral style will cause you to be motivated by certain factors in your environment. Having these present may make you feel more motivated, and productive. The following are things that you may want in your surroundings to feel optimally motivated: • To see immediate results for the high quality effort provided on any project. • A team that is tolerant of mid-project changes when higher quality control is at stake. • Freedom from control and close scrutiny of operations, as it implies lower trust of quality standards. • Time to react to sudden changes and to analyze the impact it has on overall quality. • New experiences and new challenges to meet. • Efficient methods to get things done in less time, but not sacrificing quality. • To get an internal sense of motivation when given authority equal to the assigned responsibility. • Direct, factual answers to questions, supported by accurate data. Eloiza Mariano Copyright 2015 Innermetrix Incorporated • All rights reserved 14 The DISC Index Strength-based Insights Each behavioral style contains certain unique strengths as a result of how your four behavioral dimensions relate to each other. Understanding your own unique behavioral strengths is an important part of putting your new level of self-awareness to work for your success and satisfaction. The following statements highlight specific strengths of your behavioral style: • Solves problems with people in mind. • Maintains a stable and predictable pace to complete a complex or specialized project, and demonstrates a tireless work ethic to get the project finished. • Always well-prepared for meetings or contributions to report documents. • An excellent teacher or coach to others on the team, especially in situations requiring patience and specialized skills. • Can be depended upon to do what you say you will do. • Brings appropriate people skills, patience in working with others, quality control, and attention to the details in a versatile blend of talents and expertise. • Excellent team player. Copyright 2015 Innermetrix Incorporated • All rights reserved 15 Eloiza Mariano • Excellent time management skills, and deadline conscious. The DISC Index Ideal Job/Climate Your behavioral style plays a significant role in determining what aspects of an environment you like. The items below will help you understand what will define an ideal working climate for you. Based on how you prefer to behave, an ideal climate for you is one that provides you with: • Challenging assignments, having both wide scope and details. • Freedom to create in new and different ways. • Freedom from external pressure; but allowing for self-imposed pressure and urgency. • Time to react to alternatives, but also supportive of the fact that the clock is ticking. • Facts and examples, with no emotions attached to the information. • Supportive of some occasional vacillation in decisions or ideas. • Power and authority to make decisions and create change. • Accomplishments that can be seen both quickly and maintained with a high sense of quality control. Eloiza Mariano Copyright 2015 Innermetrix Incorporated • All rights reserved 16 The DISC Index Areas for Continual Improvement Along with strengths, all behavioral styles come with areas that could become weaknesses - if depended upon or not acknowledged. The trick is not to manufacture a weakness in the first place by depending on these things. Here are a few items that could become problematic for you if not acknowledged or known. Your awareness of the potentials below is your best step in making sure they remain only potential problems. Due to your behavioral style, you may tend to: • Become overly aggressive when the climate becomes unfavorable. • Become indecisive in times of significant change or pressure. • Hold a bit of a grudge. • Hang on too much to current or past procedures, especially when faced with impending change. Eloiza Mariano • React on impulse rather than thinking things through before responding. • Resist changes and have a lower sense of urgency. • Set unreasonable expectations of the capability or capacity of others on the team. • Trust people a bit too much, and may get burned in the process. Copyright 2015 Innermetrix Incorporated • All rights reserved 17 The DISC Index Preferred Training and Learning Style Based on how you tend to behave you have certain preferences for how you like to convey information, teach, instruct or share knowledge with others. This is also true of how you like to receive information and learn. Understanding your behavioral preferences here will help increase your effectiveness in teaching or instructing others, and in being taught and learning. How you prefer to share knowledge or teach: • Evaluations are made based on maximizing the individual's growth more than comparatively. • Leads the group by encouraging cooperation. • Leads through factual and emotional persuasion. • Wants to know performance outcomes, objectives, etc., and communicates these to the participants. • Sincere participation with others as a co-learner or co-facilitator. • Very accurate in presenting information. Eloiza Mariano • Knowledge gives the participants the ability to maximize their potential and share with others. How you prefer to receive knowledge or learn: • Emphasizes cognitive activity and theoretical perspectives. • Prefers explicit instructions and measurement criteria. • Needs "what to do and when to do it" for optimal time and process management. • Does well with independent practice as well as working with others. • Shows patience with tedious, technical, and specialty tasks. • Prefers learning in groups, but can also work very effectively alone. • More accepting of a more impersonal training or learning venue than others. Copyright 2015 Innermetrix Incorporated • All rights reserved 18 The DISC Index Communication Insights for Others This page is unique in this report because it is the only one that doesn't speak directly to you, rather to those who interact with you. The information below will help others communicate with you more effectively by appealing to your natural behavioral style. The first items are things others SHOULD do to be better understood by you (Do's) and the second list is of things others SHOULD NOT do (Don'ts) if they want you to understand them well. Things to do to effectively communicate with Eloiza: • Offer input on how to make the ideas become reality. • Do your homework, because others will have already done their share of it. • Provide a specific, step-by-step timetable with names and responsibilities. • Provide assurances about input and decisions. • Outline individual tasks and responsibilities in writing. Eloiza Mariano • Make an organized appeal for support and contributions. • Ask for input regarding people and specific assignments. Things to avoid to effectively communicate with Eloiza: • Don't be vague about what's expected. • Don't be domineering or demanding. • Don't offer promises you can't keep. • Don't rush into business or the agenda; provide some time to break the ice. • If you disagree, don't let it reflect on others personally, and don't let it affect the relationship. • Don't be vague or ambiguous. • Don't rush the issues or the decision-making process. Copyright 2015 Innermetrix Incorporated • All rights reserved 19 The DISC Index Relevance Section In order to make the most out of the information in this report it is important that you connect it to your life in a tangible way. To help you make this information your own, and pull out the most relevant parts, fill in the blanks below. Decisiveness: How is your 'D' score relevant to your life? ___________________________________________________________________________________________________________ Interacting: How is your 'I' score relevant to your life? ___________________________________________________________________________________________________________ Stabilizing: How is your 'S' score relevant to your life? Eloiza Mariano ___________________________________________________________________________________________________________ Cautiousness: How is your 'C' score relevant to your life? ___________________________________________________________________________________________________________ Overall Natural Style: What is one way in which your natural style relates to your life? ___________________________________________________________________________________________________________ Overall Adaptive Style: What is one way in which your adaptive style relates to your life? ___________________________________________________________________________________________________________ Strength-based insights: What specific strengths do you think connect to your success more than any other? ___________________________________________________________________________________________________________ Copyright 2015 Innermetrix Incorporated • All rights reserved 20 The DISC Index Relevance Section Communication Dos and Don'ts: What did you learn from understanding your preferred communication style? ___________________________________________________________________________________________________________ Ideal Job Climate: How well does your current climate fit your behavioral style? ___________________________________________________________________________________________________________ Effectiveness: What is one way in which you could become more effective? ___________________________________________________________________________________________________________ Motivation: How can you stay more motivated? Eloiza Mariano ___________________________________________________________________________________________________________ Improvement: What is something you learned that you can use to improve your performance? ___________________________________________________________________________________________________________ Training/Learning: What did you learn that could help you instruct others better, or learn more effectively? ___________________________________________________________________________________________________________ Copyright 2015 Innermetrix Incorporated • All rights reserved 21 The DISC Index Relevance Section Your final step to making sure you really benefit from the information in this report is to understand how your behavioral style contributes to, and perhaps hinders, your overall success. Supporting Success: Overall, how can your unique behavioral style support your success? (cite specific examples) ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ Overall, how could your unique behavioral style get in the way of your success? (cite specific examples) ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ Copyright 2015 Innermetrix Incorporated • All rights reserved 22 Eloiza Mariano Limiting Success: