Julien Ofel Emoc

Julien Ofel Emoc April 12, 2017 This Innermetrix DISC Plus Profile combines the best of two world class profiles. The DISC Index measures your preferred Behavioral style and the Values Index measures your motivational style and drivers. Together they will help you understand HOW you prefer to get things done, and WHY you’re motivated to do them. This level of selfawareness and discovery are the core to achieving peak performance in any role or endeavor, to ensure that you properly align what you do best with how you do it and why. Anthony Robbins Coaching www.tonyrobbins.com Copyright 2016 Innermetrix Incorporated • All rights reserved DISC Plus Executive Summary Natural and Adaptive Styles Comparison- 0 D I S C 56 / 70 60 / 25 63 / 25 46 / 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 10 DISC Plus Seven Dimensions of Value and Motivation Executive Summary of Julien Ofel's Values- 60 55 50 150 SD 40 norm 30 1 SD 48 51 23 20 0 Aesthetic Economic Individualistic Political Altruist Regulatory Theoretical Average Aesthetic You are able to appreciate the benefit for balance and harmony without losing sight of the practical side of things. High Economic Your high drive for economic gain helps provide motivation through long projects and assignments. Average Individualistic You are not an extremist and able to balance the needs of both others and self. Average Political You are flexible, able to take or leave the power or clout that comes with the job title or assignment. Low Altruist You won't be taken advantage of and protect your own turf and that of the team or organization. High Regulatory You have a strong preference for following established systems or creating them if none present. Very High Theoretical You are passionate about learning for its own sake. You are continually in learning mode and bringing a very high degree of technical or knowledge base credibility. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 10 DISC Plus Introduction to the DISC Index The DISC Index HOW do you prefer to use your talents based on your natural behavioral style? Copyright 2016 Innermetrix Incorporated • All rights reserved DISC Plus Executive Summary Natural and Adaptive Styles Comparison- 0 D I S C 56 / 70 60 / 25 63 / 25 46 / 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 10 DISC Plus 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc This report includes: DISC Plus 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc each of the DISC elements are separated and developed as pure entities of themselves. This can serve DISC Plus 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 Withdrawn Spontaneous Careless Unobtrusive Aloof Impetuous Defiant Low D Low I Low S Low C Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc High D DISC Plus Four Components of Behavior Julien Ofel Emoc Copyright 2016 Innermetrix Incorporated • All rights reserved DISC Plus 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 56 / Adaptive 70 Your score shows a high average score on the 'D' spectrum. The comments below highlight some of the traits specific to just your unique score. 80 • 70 • 60 • - • • • You like to have variety and a faster pace. You are pretty competitive in the things you do on both the personal and professional side. You can miss smaller but important details because you were moving too fast or focused too much on the big picture. You are comfortable pushing the envelope when it comes to what authority you do possess if it gets results. You prefer to focus on the big-picture and the future, not the details or the past. You like challenging assignments that require you to work out of your comfort zone. 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 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. DISC Plus 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 60 / Adaptive 25 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. 80 • 70 • 60 • 50 40 30 • • • You like a flexible environment that allows for creativity. You present yourself in a poised manner to both small or large groups of people. You appreciate an open-door policy with both peers and supervisors. You could be a bit more organized and attentive to details. You can be an effective coach or counselor for others. You prefer an environment with ample people contact. 20 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 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. DISC Plus 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 - 63 / Adaptive 25 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 bring a high degree of self-control to work. You steadily move towards the completion of a task. You serve to stabilize others on a team who are perhaps too maverick. You tend to be a calming influence on those with whom you work. You don't like rocking the boat unless you absolutely have to. You believe rules exist for a reason. When you need to, you can be flexible to change or new ideas. 20 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 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. DISC Plus 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 100 90 46 / Adaptive 60 Your score shows a low average score on the 'C' spectrum. The comments below highlight some of the traits specific to just your unique score. 80 • 70 • 60 • 50 • 40 30 20 • • You are practical and realistic. You prefer to act as your "own person" rather than follow the norm. To you, rules are guidelines, not concrete. You like taking your own way to the results. You can easily work independently when it comes to completing tasks and assignments. While you appreciate a need for procedures and protocol, you also understand they must be practical and directly support results. 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 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. DISC Plus 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: • Tends to work very successfully as a member of a team or group of professionals, and is able to coordinate their own participation in complex schedules with sincerity and ease. • You have a 'long fuse' and are not easily angered while on the job, although you may take some of the anger and vent it at home. • Shows a very high degree of follow-through on even the most complex organizational projects and • Because of the high degree of patience, some on the team may look toward you as a generous teacher, mentor, or coach for complex projects or problems. • You are a model the professional stability necessary to grow within an organization. • Prefers maintaining the status quo rather than making changes just for the sake of change. • You tend to be friendly and easygoing without being an extremist. • Shows a high degree of internal loyalty to people, projects, and ideals in the organization. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc assignments. DISC Plus 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: • Evaluates others by their ability to bring about change and accomplish a task quickly and with highquality control. • 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 Higher D and C traits • Wants to be seen as assertive and at the vanguard of leadership in new, creative ideas and solutions. • Motivated to be an initiator of creative new ideas and seen as an agent of change within an organization. • Shows dominance in many new situations and an ability to quickly analyze the facts. • Day-to-day operations decisions are made very quickly and easily. There is substantially more time, effort, and caution put into larger decisions. • Motivated toward a freedom and flexibility to investigate and reexamine results and conclusions. • 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. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc contribute to these responses. DISC Plus 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: • Sufficient time to consider alternatives prior to making changes. • Options for increasing efficiency of certain methods or procedures. • An environment with minimal sudden changes and crises. • An increased sense of urgency. • Being more open to meeting new groups of people, or business associations. • Efficient systems or utilities to handle routine work more effectively. • Peers of equal ability, competence, and work ethic. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Products and processes to believe in. DISC Plus 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 team that is tolerant of mid-project changes when higher quality control is at stake. • To see immediate results for the high quality effort provided on any project. • High quality standards that all members of the team honor and support. • 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. • An environment where it's acceptable to focus maximum effort on the job tasks, and to not be concerned with social protocol at the expense of productivity. • To get an internal sense of motivation when given authority equal to the assigned responsibility. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Time to analyze facts and data prior to making a final decision. DISC Plus 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: • Able to reconcile various factions within a group, and do so in a sincere and stable manner. • Builds good team relationships without being an extremist. • A reflective, critical thinker. You are able to comprehend complex or abstract systems, and assist with solutions. • Shows remarkable consistency in project ability. Leading by demonstrating and mentoring. No inconsistencies, no sudden changes. • An excellent teacher or coach to others on the team, especially in situations requiring patience and • People oriented in a stable and sincere way. • Willing to work hard for a mission, cause, project, or purpose. • Considerate of others on the team, reflective, and remains cool-headed under pressure. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc specialized skills. DISC Plus 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: • Freedom to create in new and different ways. • Challenging assignments, having both wide scope and details. • Procedures done correctly the first time. • 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. • Opportunity for advancement to positions allowing for creativity. • Power and authority to make decisions and create change. • Environment allowing for one to work alone and to think things through. Julien Ofel Emoc Copyright 2016 Innermetrix Incorporated • All rights reserved DISC Plus 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: • May hold back and wait for others to initiate an idea or process. • May provide a false sense of buy-in to others on the team, but may then resist passive-aggressively. • Because of a desire for completeness, there may be some difficulty in meeting deadlines. • May hold too much to past tradition in procedures and processes. to make sudden changes. • May take some criticism personally, even though it was directed at a work process. • May try to hang on too much to current or past procedures, especially when faced with impending change. • May need help in prioritizing. Under pressure all items may be ranked as most important. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Some may perceive a lower sense of urgency to get things done. That may come from a desire not DISC Plus 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: • Balances individual and group work for the participants. • Shows patience with tedious, technical, and specialty tasks and helping others to learn. • Sincere participation with others as a co-learner or co-facilitator. • Prefers explicit instructions and measurement criteria to be established with the participants. • Wants to know performance outcomes, objectives, etc., and communicates these to the participants. • Looks for meaning and clear integration of the learning activities. How you prefer to receive knowledge or learn: • Prefers explicit instructions and measurement criteria. • You show patience with tedious, technical, and specialty tasks. • Brings imagination and ideas to the training event. • Shows authority by demonstrating trust and participation with the group. • Wants to learn and help others learn as well. • Sincere participation with others. • As a participant, you prefer a balance between individual and group work. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Shows commitment, and wants to be personally involved in participant learning. DISC Plus 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 Julien Ofel: • Be certain that individual responsibilities are clear, and there are no ambiguities. • Show sincere interest. • Be certain to follow though on your part of the agreement. • Provide clear, specific solutions, and support your position. • Observe for possible areas of disagreement as they may not verbalize them. • Break the ice with a brief personal comment. Things to avoid to effectively communicate with Julien Ofel: • Don't be rude, abrupt, or too fast-paced in your delivery. • Don't rush into business or the agenda; provide some time to break the ice. • Don't leave the idea or plan without backup support. • Don't offer promises you can't keep. • Don't manipulate or bully others into agreeing. • Don't be domineering or demanding. • If you disagree, don't let it reflect on others personally, and don't let it affect the relationship. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Present your ideas and opinions in a non-threatening way. DISC Plus 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? 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc ___________________________________________________________________________________________________________ DISC Plus 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? 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc ___________________________________________________________________________________________________________ DISC Plus 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 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc Limiting Success: DISC Plus Introduction to the Values Index The Values Index WHY are you motivated to use your talents based on your drivers of engagement? Copyright 2016 Innermetrix Incorporated • All rights reserved DISC Plus 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 resonate with their motivations. They also understand their limitations and where they are not effective and this helps them understand what does not inspire them or what will not motivate them to succeed. Those who understand their natural motivators better are far more likely to pursue the right opportunities, for the right reasons, and get the results they desire. This report measures seven dimensions of motivation. They are: • Aesthetic - a drive for balance, harmony and form. • Individualistic - a drive to stand out as independent and unique. • Political - a drive to be in control or have influence. • Altruist - a drive for humanitarian efforts or to help others altruistically. • Regulatory - a drive to establish order, routine and structure. • Theoretical - a drive for knowledge, learning and understanding. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Economic - a drive for economic or practical returns. DISC Plus Seven Dimensions of Value and Motivation The Elements of the Values Index This Values Index is unique in the marketplace in that it examines seven independent and unique aspects of value or motivation. Most other values instruments only examine six dimensions of value by combining the Individualistic and Political into one dimension. The Values Index remains true to the original works and models of two of the most significant researchers in this field, thus delivering to you a profile that truly helps you understand your own unique motivations and drivers. Also, the Values Index is the first to use a click & drag approach to rank the various statements in the instrument, which makes taking the instrument more intuitive, natural and in the end you can actually create the order you see in your mind on the screen. choices more relevant to your life today, which helps ensure the most accurate results possible. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc Finally, the Values Index instrument contains the most contemporary list of statements to make your DISC Plus Seven Dimensions of Value and Motivation A closer look at the seven dimensions Values help influence behavior and action and can be considered somewhat of a hidden motivation because they are not readily observable. Understanding your values helps to tell you why you prefer to do what you do. It is vital for superior performance to ensure that your motivations are satisfied by what you do. This drives your passion, reduces fatigue, inspires you and increases drive. The Drive For Aesthetic Form, Harmony, Beauty, Balance Economic Money, Practical results, Return Individualistic Independence, Uniqueness Political Control, Power, Influence Altruistic Altruism, Service, Helping others Regulatory Structure, Order, Routine Theoretical Knowledge, Understanding Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc Value DISC Plus Seven Dimensions of Value and Motivation Executive Summary of Julien Ofel's Values- 60 55 50 150 SD 40 norm 30 1 SD 48 51 23 20 0 Aesthetic Economic Individualistic Political Altruist Regulatory Theoretical Average Aesthetic You are able to appreciate the benefit for balance and harmony without losing sight of the practical side of things. High Economic Your high drive for economic gain helps provide motivation through long projects and assignments. Average Individualistic You are not an extremist and able to balance the needs of both others and self. Average Political You are flexible, able to take or leave the power or clout that comes with the job title or assignment. Low Altruist You won't be taken advantage of and protect your own turf and that of the team or organization. High Regulatory You have a strong preference for following established systems or creating them if none present. Very High Theoretical You are passionate about learning for its own sake. You are continually in learning mode and bringing a very high degree of technical or knowledge base credibility. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc 10 DISC Plus Seven Dimensions of Value and Motivation Julien Ofel Emoc Copyright 2016 Innermetrix Incorporated • All rights reserved DISC Plus Your Aesthetic Drive 73 50 59 48 The main motivation in this value is the drive to achieve 55 51 The Aesthetic Dimension: balance, harmony and find form or beauty. Environmental concerns or “green” initiatives are also 23 typically prized by this dimension. AES ECO IND POL ALT REG THE General Traits: • You can work well with others to create and innovate. • You help keep overly emotional or creative types grounded. • You work equally well with the artistic and non-artistic types. • You possess the average level of aesthetic appreciation, near the national mean. Key Strengths: • You appreciate a sense of balance between work and life, but are not paralyzed without it. • You appreciate renewable and environmentally friendly (green) approaches. • You value conservation efforts as both renewing but also practical. • You are willing to help others strictly out of support or appreciation of their efforts. • You enjoy certain artistic aspects or ideas, but on a normal level without being extreme. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You respect others' needs to express their creativity. DISC Plus Your Aesthetic Drive 73 50 59 48 The main motivation in this value is the drive to achieve 55 51 The Aesthetic Dimension: balance, harmony and find form or beauty. Environmental concerns or “green” initiatives are also 23 typically prized by this dimension. AES ECO IND POL ALT REG THE Motivational Insights: • You appreciate the need for conservation efforts and preserving balance and harmony in the surroundings. • You believe that art and form can be uplifting and positive, even for those with no artistic ability. • You possess a level of artistic interest or appreciation that is right at the national mean. • To you, balance between work and life is important. Training/Learning Insights: • You are supportive of a variety of training and professional development efforts. • You work fine with either team learning, or individual learning. • You like to learn for the sake of personal development and growth. • Your learning should be equal parts form and function, not all function. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You balance team efforts between doing it right and doing it enjoyably. DISC Plus Your Aesthetic Drive 73 50 59 48 The main motivation in this value is the drive to achieve 55 51 The Aesthetic Dimension: balance, harmony and find form or beauty. Environmental concerns or “green” initiatives are also 23 typically prized by this dimension. AES ECO IND POL ALT REG THE Continual Improvement Insights: • Since your score is at the national mean, it is important to review other Values drives for a more complete look at areas for quality improvement. • You may benefit by taking a more visible position on teams. worlds. • Remember that it is OK that some don't appreciate artistry, balance or harmony and you can serve as a bridge between those who do and don't see value in such things. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You could benefit by ensuring your life is well balanced between personal and professional DISC Plus Your Economic Drive 73 50 59 48 This dimension examines the motivation for security 55 51 The Economic Dimension: from economic gain, and to achieve practical returns. The preferred approach of this dimension is a 23 professional one with a focus on bottom-line results. AES ECO IND POL ALT REG THE General Traits: • You may take the position that the ends justify the means. • You may fit the stereotype of the typical American businessperson, interested in economic incentives. • To you, knowledge for the sake of knowledge may be viewed as a waste of time, talent, energy, and creativity. • People who score like you tend to be hard working, competitive, and motivated by financial rewards and challenging compensation plans. Key Strengths: • You are highly productive. • You will protect organizational or team finances fiercely. • You pay attention to return on investment in business or team activity. • You make a decision with practicality and bottom-line dollars in mind. • You are driven and motivated to achieve and win in a variety of areas. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You may want to surpass others in wealth or materials. DISC Plus Your Economic Drive 73 50 59 48 This dimension examines the motivation for security 55 51 The Economic Dimension: from economic gain, and to achieve practical returns. The preferred approach of this dimension is a 23 professional one with a focus on bottom-line results. AES ECO IND POL ALT REG THE Motivational Insights: • You should reward high performance in tangible and monetary ways with individual and team recognition. • You should be certain you are balancing your professional and personal life. appear. • You should provide recognition and rewards (e.g., bonuses) as soon as possible, not just at the end of the quarter or year. • You should make certain that economic rewards are fair, clearly communicated, and provide a high-end return for those willing to work for it. Training/Learning Insights: • You link learning outcomes to the ability to become more effective in increasing earnings for both yourself and the organization. • You score like those who want information that will help them increase bottom-line activity and effectiveness. • You attempt to provide some rewards or incentives for participation in additional training and professional development. • If possible, build in some group competition as a part of your training activities. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You should provide coaching to help reduce the potential visible "greed-factor" which may DISC Plus Your Economic Drive 73 50 59 48 This dimension examines the motivation for security 55 51 The Economic Dimension: from economic gain, and to achieve practical returns. The preferred approach of this dimension is a 23 professional one with a focus on bottom-line results. AES ECO IND POL ALT REG THE Continual Improvement Insights: • You may need to hide the dollar signs in your eyes in order to establish the most appropriate rapport with others. • You may judge the efforts of others on the team by an economic scale only. others bring, even those who may not share this high Economic drive. • You may need to learn how to mask that greed factor so as not to alienate a prospect, customer, client or others on the team. • You may need to develop an increased sensitivity to the needs of others and less demonstration of potential selfishness. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You may need to work on balancing other Values scales and appreciating the strengths that DISC Plus Your Individualistic Drive 73 50 59 48 The Individualistic dimension deals with one's need to 55 51 The Individualistic Dimension: be seen as unique, independent, and to stand apart from the crowd. This is the drive to be socially independent 23 and have opportunity for freedom of personal AES ECO IND POL ALT REG THE expression. General Traits: • You have the ability to take a stand on an issue when necessary, to yield position when necessary, and to do both with equal sincerity. • Those who score like you would probably not be considered controversial in their workplace • You show the ability to take a leadership role when asked and also to be supportive team member when asked. • You are generally not considered an extremist on ideas, methods, or issues in the workplace. • You have the ability to take or leave the limelight and attention given for special contributions. Key Strengths: • You are able to see both sides of the positions from those with higher and lower Individualistic scores. • You are able to follow or lead as asked. • You are able to take a stand with emphasis, or to be a more quiet member supporting a position. • You may be considered flexible and versatile without being an extremist. • You may be able to mediate between the needs of the higher and lower Individualistic members of the team. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc ideas or transactions. DISC Plus Your Individualistic Drive 73 50 59 48 The Individualistic dimension deals with one's need to 55 51 The Individualistic Dimension: be seen as unique, independent, and to stand apart from the crowd. This is the drive to be socially independent 23 and have opportunity for freedom of personal AES ECO IND POL ALT REG THE expression. Motivational Insights: • Remember that you score like those with a high social flexibility, that is, you can assume an appropriate leadership role for a team, or be a supportive team member as the situation requires. alienating those with opinions in extreme positions on the spectrum. • You act as a balancing or stabilizing agent in a variety of team environments. • You bring an Individualistic drive typical of many professionals, i.e., near the national mean. • You can provide input to gain a center-lane perspective on an organizational issue related to this Values scale. Training/Learning Insights: • You are able to be a flexible participant in training and development programs. • You tend to enjoy both team-oriented and individual or independent learning activities. • You will be a supportive member of the training experience from the viewpoint of this Values dimension. • Because this score is near the national mean, please check other higher and lower Values areas to obtain additional insight into learning preferences. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Remember that you show the ability to get along with a wide variety of others, without DISC Plus Your Individualistic Drive 73 50 59 The Individualistic dimension deals with one's need to 55 51 48 The Individualistic Dimension: be seen as unique, independent, and to stand apart from the crowd. This is the drive to be socially independent 23 and have opportunity for freedom of personal AES ECO IND POL ALT REG THE expression. Continual Improvement Insights: • Without necessarily picking sides, you may need to take a stand on some issues related to individual agendas. • To gain additional insight, you should examine other values drives to determine the importance • You should allow space for those with higher Individualistic drives to express themselves in appropriate ways. • You should avoid criticizing those with higher or lower Individualistic drives, since all Values positions are positions deserving respect. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc of this Individualistic drive factor. DISC Plus Your Political Drive 73 59 50 48 This drive is to be seen as a leader and to have influence 55 51 The Political Dimension: and control over one's environment or success. Competitiveness is often associated with those scoring 23 high in this motivation. AES ECO IND POL ALT REG THE General Traits: • You bring a sense of balance to some power-issues that may emerge occasionally. • You may be seen as a stabilizing force in day-to-day team operations. • You have the ability to take or leave the control-factors of group leadership roles. motivational factor. • Your score in this range is near the typical business professional's score. Key Strengths: • You bring flexibility to the team. Able to lead when asked, but able to support when asked as well. • You are a stabilizing force on the team. • You are able to appreciate the needs of both the higher and lower Political individuals on the team. • You are perceived by others on the team as neither dictatorial nor dependent with regard to team projects and goals. • You show appropriate respect to leaders of a project, as well as ability to offer suggestions for change. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • A score near the mean indicates that the Political (power seeking) drive is not your primary DISC Plus Your Political Drive 73 50 59 48 This drive is to be seen as a leader and to have influence 55 51 The Political Dimension: and control over one's environment or success. Competitiveness is often associated with those scoring 23 high in this motivation. AES ECO IND POL ALT REG THE Motivational Insights: • Don't forget that you have the ability to be a stabilizing agent between high-control and highsupport on special team functions and initiatives. • You bring a power seeking drive typical of many business professionals, since your score is very • Give your input to the team in order to gain a middle-of-the-road insight and understanding of work related issues. • Review other Values drives that might be higher or lower than the Political score in this report in order to gain a greater understanding of specific keys to managing and motivating. Training/Learning Insights: • You score like those who are supportive in a variety of work activities and development. • You will respond with flexibility to either cooperative or competitive team activities. • You score like those who participate openly in training activities without trying to dominate the event. • You show ability to lead a training event as well as support and participate. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc near the national mean on this scale. DISC Plus Your Political Drive 73 50 59 48 This drive is to be seen as a leader and to have influence 55 51 The Political Dimension: and control over one's environment or success. Competitiveness is often associated with those scoring 23 high in this motivation. AES ECO IND POL ALT REG THE Continual Improvement Insights: • You may need to shift gears into either a more supportive role or a greater leadership role at times. • When issues of team leadership emerge, you may need to take a more visible stand on some • Examine other Values drives in this report in order to gain increased understanding of areas for continuous improvement. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc problem-solving situations. DISC Plus Your Altruist Drive 73 50 59 48 This drive is an expression of the need or drive to benefit 55 51 The Altruistic Dimension: others in a humanitarian sense. There is a genuine sincerity in this dimension to help others, give of one's 23 time, resources and energy, in aid of others. AES ECO IND POL ALT REG THE General Traits: • You expect a strong work ethic from others, because you demonstrate that yourself. • You are not driven by a strong desire to be Altruistic. • You view it as risky to openly trust others too much. past and not wanting it to happen again. • Your requests for help by others should be connected to a practical return as well. You have learned to say, "No" appropriately to things that don't add to the revenue. Key Strengths: • You are more pragmatic and prefer a bottom-line approach rather than a selfless and servicing approach. • You can weather storms well and survive well in competitive situations. • Purely emotional arguments or pleas do not convince you very effectively. • You have rational-steady business focus. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You are somewhat guarded at first with others, maybe in part as a result of being 'burned' in the DISC Plus Your Altruist Drive 73 50 59 48 This drive is an expression of the need or drive to benefit 55 51 The Altruistic Dimension: others in a humanitarian sense. There is a genuine sincerity in this dimension to help others, give of one's 23 time, resources and energy, in aid of others. AES ECO IND POL ALT REG THE Motivational Insights: • You are motivated more by goals and objectives than by supporting others strictly for support's sake. • You should stay unemotional when trying to convince, and appeal to 'business-sense.' • You should try not to place too much burden for coaching or counseling duties. • You should make sure to appeal to with practical arguments rather than emotional ones. Training/Learning Insights: • You should connect your arguments to the business need, not the human need. • You should demonstrate the practical benefits of any training or learning. • You should connect all training or learning to the bottom-line business needs and how it will return personal results. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You should include personal benefit when attempting to persuade. DISC Plus Your Altruist Drive 73 50 59 48 This drive is an expression of the need or drive to benefit 55 51 The Altruistic Dimension: others in a humanitarian sense. There is a genuine sincerity in this dimension to help others, give of one's 23 time, resources and energy, in aid of others. AES ECO IND POL ALT REG THE Continual Improvement Insights: • Some could consider your very pragmatic approach as self-centered if it is not monitored. • You are likely to be viewed as "guarded" and "reserved" by those who are much more altruistic. • You might benefit from being more sensitive to the personal needs of others. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You may gain personally by helping others gain personally as well. DISC Plus Your Regulatory Drive 73 50 59 48 The Regulatory drive indicates one's drive to establish 55 51 The Regulatory Dimension: order, routine and structure. This motivation is to promote rules and policies, a traditional approach and 23 security through standards and protocols. AES ECO IND POL ALT REG THE General Traits: • You are accurate, detailed and follow procedures. • You believe in sticking to what works. • You believe quality control is a vital part of accurate work. • You prefer documenting activity and like lists. Key Strengths: • You provide a sound stabilizing base for dynamic situations. • You take pride in things that support tradition like national history, honor, duty. • You achieve a sense of accomplishment based on the quality of the work. • You maintain focus throughout projects. • You are efficient and effective in organizing tasks and most work. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You respect tradition a lot. DISC Plus Your Regulatory Drive 73 50 59 48 The Regulatory drive indicates one's drive to establish 55 51 The Regulatory Dimension: order, routine and structure. This motivation is to promote rules and policies, a traditional approach and 23 security through standards and protocols. AES ECO IND POL ALT REG THE Motivational Insights: • Ensure adequate information, resources and time to complete tasks. • Be patient when introducing new concepts or procedures. Give ample to adapt. • You prefer to receive personal criticism in a constructive manner and in private. • You prefer a structured and routine environment to work in. Training/Learning Insights: • You will prefer learning activities that are structured and detailed. • You are a well disciplined learner. • You like to understand the why behind the what when learning new things. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You should avoid disrupting your schedules and flow unnecessarily. DISC Plus Your Regulatory Drive 73 50 59 48 The Regulatory drive indicates one's drive to establish 55 51 The Regulatory Dimension: order, routine and structure. This motivation is to promote rules and policies, a traditional approach and 23 security through standards and protocols. AES ECO IND POL ALT REG THE Continual Improvement Insights: • You should realize that change can be good, productive and needed. • When in a high change environment, remember to be flexible. • Explore a little. Discovering new ways to do things can be rewarding. • You should be consistent in enforcing rules for everyone. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You shouldn't get too hung up on the rules. DISC Plus Your Theoretical Drive 73 50 59 48 The drive to understand, gain knowledge, or discover the 55 51 The Theoretical Dimension: “truth”. This motivation can often be to gain knowledge for knowledge sake. Rational thinking, reasoning and 23 problem solving are important to this dimension. AES ECO IND POL ALT REG THE General Traits: • You have a strong personal belief in life-long learning. • You have many interests outside the workplace. • You believe that continuous learning is healthy for the mind and body. • You have a strong desire to learn and go beyond the required knowledge base. Key Strengths: • You demonstrate logic in approach to problems and patience to analyze an array of solutions. • You know a little about most everything, and are conversant about it. • You have a strong ability to read, study, and learn independently. • You will work long, hard hours on the resolution to a problem, being actively engaged in problem-solving and strategic solutions. • You have a very high interest level, always questioning, and always learning more. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • You may prefer learning-based events or conferences over a small economic incentive. DISC Plus Your Theoretical Drive 73 50 59 48 The drive to understand, gain knowledge, or discover the 55 51 The Theoretical Dimension: “truth”. This motivation can often be to gain knowledge for knowledge sake. Rational thinking, reasoning and 23 problem solving are important to this dimension. AES ECO IND POL ALT REG THE Motivational Insights: • You will provide a high degree of technical credibility when dealing with customers or internal stakeholders who need very detailed information for decision-making. • Look for opportunities to teach as well as to learn. don't throw them into the recycle bin. • You can be a constructive critic for new ideas or when evaluating existing projects and protocol. • Realize that as much as you have learned, you still want to learn more. Training/Learning Insights: • You score like those who may have their own on-going personal development program already in progress. • You enjoy learning even for its own sake, and will be supportive of most training and development endeavors. • You can be depended upon to do your homework… thoroughly and accurately. • You are actively engaged in learning both on and off the job. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • Identify your interests and seek related information. Topical mail, brochures, and info-sheets… DISC Plus Your Theoretical Drive 73 50 59 The drive to understand, gain knowledge, or discover the 55 51 48 The Theoretical Dimension: “truth”. This motivation can often be to gain knowledge for knowledge sake. Rational thinking, reasoning and 23 problem solving are important to this dimension. AES ECO IND POL ALT REG THE Continual Improvement Insights: • Your sense of urgency may vacillate depending on the level of mind-share you are willing to invest. • You shouldn't rush from one learning experience to another. Make certain there are some • You score like some who need coaching on time management. • You may sometimes be selfish in sharing ideas with others, until your technical credibility has been established. • You may prefer to wait on a project, believing that helpful information may be forthcoming if more time is allowed. Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc practical applications. DISC Plus Relevance Section Use this sheet to help you track which motivators are well aligned and which are not and what you can do about it. Action Step: Looking at your Values Index report, find which motivators are the most powerful for you (i.e., which ones are highest and farthest above the norm). Write down the top two in the space below, and record how well your current roles align with these motivators (i.e., how well what you do satisfies what you are passionate about). Alignment Poorly Highly Motivator #1: ______________________ 1 2 3 4 5 Motivator #2: ______________________ 1 2 3 4 5 Legend: • 8-9 = Excellent • 10 = Genius To reach Genius levels of passion, you must increase alignment of your environment with your passions. Motivator #1: What aspects of your company or role can you get involved in that would satisfy this motivator? ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ Motivator #2: What aspects of your company or role can you get involved in that would satisfy this motivator? ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc • 2-4 = Poor • 4-5 = Below Average • 6-7 = Average Tally your score here: DISC Plus Success Connection Your final step to making sure you really benefit from the information in this report is to understand how your values style contributes to, and perhaps hinders, your overall success. Supporting Success: Overall, how well do your motivators and drivers help support your success? (cite specific examples): ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ specific examples): ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ ___________________________________________________________________________________________________________ Copyright 2016 Innermetrix Incorporated • All rights reserved Julien Ofel Emoc Limiting Success: Overall, how do your natural drivers or motivators not support your success? (cite