Emellia Marie M. Mangali

Emellia Marie Mangali January 19, 2023 This Innermetrix Disc Index was authored by Jay Niblick, the Founder and CEO of Innermetrix. It 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. Forward Coaching Debbie De Grote- Copyright 2023 Innermetrix Incorporated • All rights reserved The DISC Index Executive Summary Natural and Adaptive Styles Comparison- Emellia Marie Mangali 20 10 0 D I S C 42 / 49 60 / 39 53 / 39 77 / 60 Natural Style: The natural style is how you behave Adaptive Style: when you are being most natural. It is your basic The adaptive style is how you behave when you feel style and the one you adopt when you are being you are being observed or how you behave when authentic and true to yourself. It is also the style you are aware of your behavior. This style is less that you revert to when under stress or pressure. natural and less authentic for you or your true Behaving in this style, however, reduces your stress tendencies and preferences. When forced to adapt and tension and is comforting. When authentic to to this style for too long you may become stressed this style you will maximize your true potential and less effective. more effectively. Copyright 2023 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 This report includes: • 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 2023 Innermetrix Incorporated • All rights reserved 3 Emellia Marie Mangali • Cautious — your preference for procedures, standards and protocols 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 each of the DISC elements are separated and developed as pure entities of themselves. This can serve 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 2023 Innermetrix Incorporated • All rights reserved 4 Emellia Marie Mangali both as separate entities and as a dynamic combination of traits. This report presents the first time that 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 make 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 Reserved Chaotic Careless Deliberate Introspective Spontaneous Challenging Low D Low I Low S Low C Copyright 2023 Innermetrix Incorporated • All rights reserved Emellia Marie Mangali High D 5 The DISC Index Four Components of Behavior Emellia Marie Mangali Copyright 2023 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 - 42 / Adaptive 49 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. • - • • • • • You prefer a work environment that is not too pressured or filled with constant change. You may be hesitant to share your opinion with others if the topic is divisive or hotly contested. You like to think things through before acting. You are open to deferring to others for decisions when they have voiced a stronger opinion. You think it is important to have some time to evaluate options before acting. You are quite self-critical of yourself and demand a lot out of yourself. 0 Copyright 2023 Innermetrix Incorporated • All rights reserved 7 Emellia Marie Mangali 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 - 60 / Adaptive 39 Your score shows a high average score on the 'I' spectrum. The comments below highlight some of the traits specific to just your unique score. • 70 60 • • - • • • You appreciate an open-door policy with both peers and supervisors. You can be an effective coach or counselor for others. People may find you charming to meet and to converse with on a variety of topics. You like democratic not dictatorial relationships on the job. You prefer an environment with ample people contact. You prefer working in a social environment rather than one that is remote or isolated. 10 0 Copyright 2023 Innermetrix Incorporated • All rights reserved 8 Emellia Marie Mangali 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 100 90 53 / Adaptive 39 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. 80 • 70 • 60 • 50 • 40 • 30 • 20 You tend to be a calming influence on those with whom you work. You believe rules exist for a reason. You are consistent and predictable over the long haul, even in the midst of change. 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 prefer to have sufficient clarification of policy or tasks before proceeding, so as to avoid mistakes. 10 0 Copyright 2023 Innermetrix Incorporated • All rights reserved 9 Emellia Marie Mangali 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. Natural - 77 / Adaptive 60 Your score shows a moderately high score on the 'C' spectrum. The comments below highlight some of the traits specific to just your unique score. • 70 60 • • - • • • You believe that if it's worth doing, it's worth doing correctly the first time. You believe in maintaining high standards of quality control. You think it is important to adhere to specific and detailed instructions or procedures. You like to work in an environment that is very precise and more structured. You like to use a lot of detail when explaining processes and tasks to others. You possess excellent critical thinking and problem solving ability. 0 Copyright 2023 Innermetrix Incorporated • All rights reserved 10 Emellia Marie Mangali 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. 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 place high expectations on yourself and others, and are able to help coach others into a stronger quality orientation. • You demonstrate a high degree of competence in your area of expertise. • Will be verbal if workload or areas of responsibility need partial delegation to other professionals on the team, otherwise, tendency may be to stay focused on the tasks at hand. • You have the ability to focus on building your own skills and talents while also assisting others on the team in building their own skills. • Tend to be optimistic and demonstrate high personal standards and set high goals for yourself. • You have the ability to handle people with patience, and demonstrate high technical competence in your area of expertise. • Response pattern indicates that you have the ability to be a strong achiever in technical performance and expertise within the organization. Copyright 2023 Innermetrix Incorporated • All rights reserved 11 Emellia Marie Mangali • You tend to be verbal and articulate about many different topics and issues. 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: • As a leader or member of a project team, you may show a deliberate, dispassionate, and serious approach to solving problems. • Respects the organizational operating protocol as it is. "If is isn't broken, don't try to fix it." • You are seen by others as one who is down-to-earth, approachable, and technically competent in your areas of authority and responsibility. • Known as one who prefers maintaining the status quo rather than making changes just for the sake • Known by others in the organization to have a 'long fuse' and is not easily angered while on the job, although may take some of the anger and vent it at home. • Probably wouldn't consider yourself a high risk-taker or instant innovator on a new method or potential fad, as you prefer the tried and tested methods that are known to work. • You may prefer to socialize with a rather small group of associates and build deeper relationships than have shallow relationships with a wide number of people. • Known by others to show a high degree of internal loyalty to people, projects, and ideals. Copyright 2023 Innermetrix Incorporated • All rights reserved 12 Emellia Marie Mangali of change. 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: • Associating with friendly, active people. • Becoming more comfortable with faster decision-making. • A greater emphasis on tasks, organizational work, business, or profits. • Sufficient time for effective planning. • Having sufficient time to consider alternatives prior to making changes. • Increased authority to delegate routine tasks and procedures. Emellia Marie Mangali • An environment with minimal sudden changes and crises. • A democratic environment in which you can influence and offer direction. Copyright 2023 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: • A link to some of the successful traditions that have built success in the past. • A moderate to greater level of security in the environment. • An environment with minimal interpersonal conflict and hostility. • Identification with company and colleagues that one can be proud of. • Established procedures on which a base of successful processes can be built. • Projects and challenges of a specialized nature to demonstrate skills and competence. • Sufficient time to adjust to change so as not to disrupt systems and processes. • A home life that is supportive of the work demands. Emellia Marie Mangali Copyright 2023 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: • Very good at developing new procedures, processes, and systems, and communicating with other stakeholders. • High degree of quality-control orientation. • Brings a unique combination of accuracy, intuition, and good people skills. • Brings a positive sense of humor. • Develops systems, utilities and procedures with a high quality standard. • Excellent time management skills, and deadline conscious. • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project. Copyright 2023 Innermetrix Incorporated • All rights reserved 15 Emellia Marie Mangali • Remains objective in emotional situations. 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: • Project success is a result of patience and deliberate procedures, not haste or impulsive reactions. • Operational procedures and policies that are clear, well-defined, and in writing. • An appreciation of the very high degree of patience you bring to the job culture and sincerity in working with others. • An organizational culture that allows time to consider changes, rather than jumping into change. • Work projects involving accuracy, consistent performance, and specialized skills. • Clear-cut lines of decision-making authority. • A culture that provides a relatively stable and predictable workplace environment with few sudden • An ability to function effectively in the midst of some important and necessary, but sometimes very routine work procedures. Copyright 2023 Innermetrix Incorporated • All rights reserved 16 Emellia Marie Mangali changes, even in the midst of high stakes or pressure. 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: • Be overly optimistic in ability to persuade or manage others. • Hang on too much to current or past procedures, especially when faced with impending change. • Get overly bogged down in details, especially when the climate becomes pressured. • React on impulse rather than thinking things through before responding. Emellia Marie Mangali • Set unreasonable expectations of the capability or capacity of others on the team. • Oversell your own ideas too strongly. • Trust people a bit too much, and may get burned in the process. • May provide a false sense of buy-in to others on the team, then resist passive-aggressively. Copyright 2023 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: • Likes to have an active learning environment. • Wants to know performance outcomes, objectives, etc., and communicates these to the participants. • Presents detailed information in a logical and sequential manner. • Sincere participation with others as a co-learner or co-facilitator. • Knowledge gives the participants the ability to maximize their potential and share with others. • Shows patience with tedious, technical, and specialty tasks and helping others to learn. Emellia Marie Mangali • Enriches the content with stories and experiences. How you prefer to receive knowledge or learn: • Interacts frequently with others. • You like to structure your own activities only with explicit goals and outcomes established. • Likes active testing of ideas and experiences. • Prefers explicit instructions and measurement criteria. • Needs "what to do and when to do it" for optimal time and process management. • Wants to know performance outcomes, objectives, etc. • Likes controlled variety in the learning environment. Copyright 2023 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 you: • Provide testimonials from people seen as important and prominent. • Provide a specific, step-by-step timetable with names and responsibilities. • Present your ideas and opinions in a non-threatening way. • Be accurate and realistic, don't over-inflate ideas or outcomes. Emellia Marie Mangali • If you disagree with the direction, make an organized presentation of your position. • Provide logical and practical evidence. • Be certain to emphasize next action-steps. Things to avoid to effectively communicate with you: • Don't offer assurances and guarantees you can't fulfill. • Don't be disorganized or sloppy. • Don't stick too rigidly to the agenda. • Don't be domineering or demanding. • Don't offer promises you can't keep. • Don't threaten with position or power. • Avoid being impersonal or judgmental. Copyright 2023 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: Emellia Marie Mangali How is your 'S' score relevant to your life? ___________________________________________________________________________________________________________ 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 2023 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: Emellia Marie Mangali How can you stay more motivated? ___________________________________________________________________________________________________________ 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 2023 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 2023 Innermetrix Incorporated • All rights reserved 22 Emellia Marie Mangali Limiting Success: