Marvin Boliche Lacaba

Marvin Lacaba May 27, 2016 This Innermetrix Disc Index is a modern interpretation of Dr. William Marston's behavioral dimensions. Marston's research uncovered four quadrants of behavior which help to understand a person's behavioral preferences. This Disc Index will help you understand your behavioral style and how to maximize your potential. Anthony Robbins Coaching www.tonyrobbins.com Copyright 2016 Innermetrix Incorporated • All rights reserved The DISC Index Executive Summary Natural and Adaptive Styles Comparison 100 90 80 70 60 50 40 30 20 Marvin Lacaba 10 0 D I S C 56 / 49 60 / 39 46 / 60 67 / 28 Natural Style: Adaptive Style: The natural style is how you behave when you are The adaptive style is how you behave when you feel being most natural. It is your basic style and the you are being observed or how you behave when one you adopt when you are being authentic and you are aware of your behavior. This style is less true to yourself. It is also the style that you revert natural and less authentic for you or your true to when under stress or pressure. Behaving in this tendencies and preferences. When forced to adapt style, however, reduces your stress and tension and to this style for too long you may become stressed is comforting. When authentic to this style you will and less effective. maximize your true potential more effectively. Copyright 2016 Innermetrix Incorporated • All rights reserved 2 The DISC Index Introduction About This Report Research conducted by Innermetrix shows that the most successful people share the common trait of self-awareness. They recognize the situations that will make them successful, and this makes it easy for them to find ways of achieving objectives that fit their behavioral style. They also understand their limitations and where they are not effective and this helps them understand where not to go or how not to be as well. Those who understand their natural behavioral preferences are far more likely to pursue the right opportunities, in the right way, at the right time, and get the results they desire. This report measures four dimensions of your behavioral style. They are: • Decisive — your preference for problem solving and getting results • Interactive — your preference for interacting with others and showing emotion • Stability — your preference for pacing, persistence and steadiness • Cautious — your preference for procedures, standards and protocols • The Elements of DISC — Educational background behind the profile, the science and the four dimensions of behavior • The DISC Dimensions — A closer look at each of your four behavioral dimensions • Style Summary — A comparison of your natural and adaptive behavioral styles • Behavioral Strengths — A detailed strengths-based description of your overall behavioral style • Communication — Tips on how you like to communicate and be communicated with • Ideal Job Climate — Your ideal work environment • Effectiveness — Insights into how you can be more effective by understanding your behavior • Behavioral Motivations — Ways to ensure your environment is motivational • Continual Improvement — Areas where you can focus on improving • Training & Learning Style — Your preferred means of sharing and receiving styles • Relevance Section — Making the information real and pertinent to you • Success Connection — Connecting your style to your own life Copyright 2016 Innermetrix Incorporated • All rights reserved 3 Marvin Lacaba This report includes: The DISC Index Four Components of Behavior The Elements of the DISC-Index This DISC-Index report is unique in the marketplace for a number of reasons. You just completed the first ever click & drag DISC instrument on the market. This was constructed in a precise manner to allow for ease of responses, even in the midst of many difficult decisions. This intuitive interface allows you to focus on your answers, not the process. Also, unlike other DISC instruments, this instrument allows you to rank all four items instead. As a result, this instrument produces zero waste in responses. Some instruments ask you to choose two items out of four, and leave two items blank. Those instruments have a 50% waste of terms, and do not provide for an efficient response process. The DISC Index instrument eliminates that response problem. Another unique aspect of this DISC-Index report is that we present the DISC aspects of your behavior both as separate entities and as a dynamic combination of traits. This report presents the first time that as an important learning tool as you explore the deeper aspects of DISC. Your unique pattern of DISC traits is developed through the context of this report. Additionally, the following four pages will be devoted to exploring your DISC scores as separate components within the unique combination of traits that you exhibit. A comment on contradictions: You may read some areas of this report that may contradict other text. This is due to the fact that many of us show contradictory behaviors in the normal course of our daily operations. Each of us are at times talkative and other times more reflective, depending on how we are adapting our behavior. The expression of these contradictions is a demonstration of the sensitivity of this instrument to determine these subtle differences in our natural and adaptive style. Copyright 2016 Innermetrix Incorporated • All rights reserved 4 Marvin Lacaba each of the DISC elements are separated and developed as pure entities of themselves. This can serve The DISC Index Four Components of Behavior A closer look at the four components of your behavioral style Decisive Interactive Stabilizing Cautious Problems: People: Pace: Procedures: How you tend to pace things in your environment Your preference for established protocol/ standards How you tend to How you tend to interact approach problems and with others and share makes decisions opinions High I High S High C Demanding Gregarious Patient Cautious Driving Persuasive Predictable Perfectionist Forceful Inspiring Passive Systematic Daring Enthusiastic Complacent Careful Determined Sociable Stable Analytical Competitive Poised Consistent Orderly Responsible Charming Steady Neat Inquisitive Convincing Outgoing Balanced Conservative Reflective Restless Independent Mild Matter-of-fact Active Rebellious Agreeable Withdrawn Spontaneous Careless Unobtrusive Aloof Impetuous Defiant Low D Low I Low S Low C Copyright 2016 Innermetrix Incorporated • All rights reserved Marvin Lacaba High D 5 The DISC Index Four Components of Behavior Marvin Lacaba Copyright 2016 Innermetrix Incorporated • All rights reserved 6 The DISC Index Four Components of Behavior Decisive Your approach to problem-solving and obtaining results The D in DISC represents Decisiveness. Your score on this scale, represented below, shows your location on the D spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher D — Tend to solve new problems very quickly and assertively. They take an active and direct approach to obtaining results. The key here is new problems such as those that are unprecedented or haven't happened before. There may also be an element of risk in taking the wrong approach or developing an incorrect solution, but those with a High D score are willing to take those risks, even if they may be incorrect. Natural 100 90 56 / Adaptive 49 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 • 50 40 30 20 • • • You can be sufficiently assertive without being pushy or nervy. You can become critical of others who don't measure up to your standards. You are pretty competitive in the things you do on both the personal and professional side. You are always interested in new approaches and new ways of doing things. Your patience is likely not great and you can become impatient when things don't happen quickly enough for you. You are likely the one to initiate action before others. 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved 7 Marvin Lacaba Lower D — Tend to solve new problems in a more deliberate, controlled, and organized manner. Again, the key here is new and unprecedented problems. The Lower D style will solve routine problems very quickly because the outcomes are already known. But, when the outcomes are unknown and the problem is an uncertain one, the Lower D style will approach the new problem in a calculated and deliberate manner by thinking things through very carefully before acting. The DISC Index Four Components of Behavior Interactive Your approach to interacting with people and display of emotions. The I in DISC represents Interactive. Your score on this scale represented below shows your location on the I spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher I — Tend to meet new people in an outgoing, gregarious, and socially assertive manner. The key here is new people whom one hasn't met before. Many other styles are talkative, but more so with people that they've known for some time. The Higher I scores are talkative, interactive and open even with people whom they have just initially met. People scoring in this range may also be a bit impulsive. Generally speaking, those with the Higher I scores are generally talkative and outgoing. Natural 100 90 80 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 • 50 • 40 • 30 • 20 • You tend to meet new people in a confident and appropriate manner. You may sometimes promise a bit more than you can deliver because of your natural optimism. You present yourself in a poised manner to both small or large groups of people. You like democratic not dictatorial relationships on the job. You work best when you are able to interact with others. You like a flexible environment that allows for creativity. 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved 8 Marvin Lacaba 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 80 46 / Adaptive 60 Your score shows a low average score on the 'S' spectrum. The comments below highlight some of the traits specific to just your unique score. • 70 60 • 50 • 40 • 30 20 10 0 • • You respect the established ways, but are open to change when it is deemed necessary. You work well in a variety of environments and on a wide selection or projects or tasks. You are flexible enough to deal with change openly and without fear. You are comfortable acting alone to determine the best course of action. You prefer a moderately structured environment, not too much - not too little. You bring a metered sense of urgency to get things done now, but not without some planning and thought. Copyright 2016 Innermetrix Incorporated • All rights reserved 9 Marvin Lacaba Lower S — Tend to prefer a more flexible, dynamic, unstructured work environment. They value freedom of expression and the ability to change quickly from one activity to another. They tend to become bored with the same routine that brings security to the Higher S traits. As a result, they will seek opportunities and outlets for their high sense of urgency and high activity levels, as they have a preference for spontaneity. The DISC Index Four Components of Behavior Cautious Your approach to standards, procedures, and expectations. The C in DISC represents Cautiousness. Your score on the scale represented below shows your location on the C spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher C — Tend to adhere to rules, standards, procedures, and protocol set by those in authority whom they respect. They like things to be done the right way according to the operating manual. "Rules are made to be followed" is an appropriate motto for those with higher C scores. They have some of the highest quality control interests of any of the styles and frequently wish others would do the same. Lower C — Tend to operate more independently from the rules and standard operating procedures. They tend to be bottom-line oriented. If they find an easier way to do something, they'll do it by developing a variety of strategies as situations demand. To the Lower C scores, rules are only guidelines, and may be bent or broken as necessary to obtain results. 90 67 / Adaptive 28 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. 80 • 70 • 60 • 50 • 40 • 30 • 20 You believe in maintaining high standards of quality control. You like to work in an environment that is very precise and more structured. You are very conscientious in delivering high levels of detail. You are excellent at gathering detailed information and examples. You may be perceived as somewhat resistant to change. You can be skeptical of brand new ideas or fads until they are sufficiently proven. 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved 10 Marvin Lacaba Natural 100 The DISC Index Natural Style Pattern Overview Natural Style Pattern: Your natural style is the way you tend to behave when you aren't thinking about it. This is where you are most comfortable (natural). This is also the style you will revert back to when under stress or moving too quickly to be consciously thinking about modifying your behavior. Finally, this is the style you should seek to be true to in your daily roles. Being natural will return better results with less effort and stress. The following statements are true to just your unique natural style: • Able to help initiate complex processes and activities. • Shows a high degree of conscientiousness and thoroughness in handling any work project. • Able to accomplish complex tasks by working enthusiastically with people. • Tends to be considerate of others on the team and persuades in an assertive manner without being demanding. and efficient work environment for the team. • Decisions are made by gathering facts and considering the needs of the people involved. • Maintains high quality control standards while also being sensitive to the needs of others on the team. • Will follow-up carefully on project details, especially if they have been delegated to others. Copyright 2016 Innermetrix Incorporated • All rights reserved 11 Marvin Lacaba • Because of attention to both people and quality control, has the ability to contribute to a pleasant 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: • Wants to be seen as friendly and easygoing without being an extremist. • Because of your high degree of patience, some may look toward you as a generous teacher, mentor, or coach for complex projects or problems. • 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. • Once you have established a project routine, pattern, or rhythm, you have a remarkable ability to • You tend to be more modest than egocentric, and as a result you are able to work well with a variety of other DISC-Index™ style preferences. • You tend to work very successfully as a member of a team or group of professionals, and are able to coordinate your own participation in complex schedules with sincerity and ease. • You are able to model the professional stability necessary to grow within an organization. • You tend to resist the impulses toward fad solutions, and prefers to establish your own processes instead. Copyright 2016 Innermetrix Incorporated • All rights reserved 12 Marvin Lacaba follow that pattern or procedure with enduring patience. 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: • Having clear and specific job descriptions and role responsibilities. • Reducing any ambiguities in what you do. • Working in a democratic environment. • Having ample time to complete all tasks. • Having a complete explanation of the "what, why and how" of the task at hand. • Capitalize on your detail-orientation. Marvin Lacaba • Being involved in the wider picture and scope of the work. • Relying on others more when under pressure. Copyright 2016 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 moderate to greater level of security in the environment. • Identification with company and colleagues that one can be proud of. • Established procedures on which a base of successful processes can be built. • A link to some of the successful traditions that have built success in the past. • Appreciation for the competence and work ethic demonstrated over the long haul. • Sufficient time to adjust to change so as not to disrupt systems and processes. • Sincerity from peers and colleagues. • Projects and challenges of a specialized nature to demonstrate skills and competence. Marvin Lacaba Copyright 2016 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: • An active agent with a moderately high sense of urgency to get things done without being frantic. • Demonstrates technical competence and skills on the people side; this trait is rare and can be of great importance. • Brings a sense of genuine enthusiasm to the team and organization. • An optimistic team player. • Shows a level of respect for systems and organizational protocol. • At meetings, will let the team know feelings in a positive and solution-oriented way. goals. • Brings a sense of quality-control to the team efforts. Copyright 2016 Innermetrix Incorporated • All rights reserved 15 Marvin Lacaba • Helps motivate the team toward common goals and works with participants to help achieve those 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: • A culture that provides a relatively stable and predictable workplace environment with few sudden changes, even in the midst of high stakes or pressure. • Clear-cut lines of decision-making authority. • An appreciation of the very high degree of patience you bring to the job culture and sincerity in working with others. • An ability to function effectively in the midst of some important and necessary, but sometimes very routine work procedures. • An organizational culture that allows time to consider changes, rather than jumping into change. Marvin Lacaba • Working with a smaller group of competent people with whom trust has been established. • Sometimes working more with things than with people. • A culture in which you can interact with people on a casual and personal basis. Copyright 2016 Innermetrix Incorporated • All rights reserved 16 The DISC Index Areas for Continual Improvement Along with strengths, all behavioral styles come with areas that could become weaknesses - if depended upon or not acknowledged. The trick is not to manufacture a weakness in the first place by depending on these things. Here are a few items that could become problematic for you if not acknowledged or known. Your awareness of the potentials below is your best step in making sure they remain only potential problems. Due to your behavioral style, you may tend to: • Trust people a bit too much and may get burned in the process. • Take a passive aggressive approach, rather then a confrontational one. • Be overly enthusiastic at times, at least to others who are more reserved. • Be overly optimistic in judging the ability of others. Marvin Lacaba • Require an overly complete explanation of details before changes are made. • Withdraw ideas or your position in order not to make waves or create controversy. • Become overly defensive when faced with change or threats. • Stick to the plan a little too much sometimes. Copyright 2016 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: • Precise in evaluations of participants to increase their quality of knowledge. • Enriches the content with stories and experiences. • Wants to provide participants with the ability to understand principles and concepts. • Appreciates intellectual recognition. • Knowledge gives the participants the ability to maximize their potential and share with others. • Evaluations based on maximizing the participants' process and success. Marvin Lacaba • Wants to enlarge the scope and vision of the training program. How you prefer to receive knowledge or learn: • Interacts frequently with others and can also work independently. • Collects data and analyzes information. • Needs to know specifically what to do and when to do it. • Likes spontaneity, flexibility, and variety in the learning environment. • High expectations of performance. • Accepting of a more impersonal training/learning venue at times. • Likes active testing of ideas and experiences. Copyright 2016 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 Marvin: • Plan some extra time in your schedule for talking, relating, and socializing. • If you disagree with the direction, make an organized presentation of your position. • Join in and talk positively about people and their goals. • Provide testimonials from people seen as important and prominent. • Make an organized appeal for support and contributions. Marvin Lacaba • List pros and cons to suggestions you make. • Be certain that the information you have is credible. Things to avoid to effectively communicate with Marvin: • Don't legislate. • Don't use quick manipulations of ideas. • Don't leave decisions hanging in the air. • Don't be dogmatic. • Don't whine about all of the work you have to do. • Leave things up in the air, or to work out by chance. • Don't fail to follow through. If you say you're going to do something, do it. Copyright 2016 Innermetrix Incorporated • All rights reserved 19 The DISC Index Relevance Section In order to make the most out of the information in this report it is important that you connect it to your life in a tangible way. To help you make this information your own, and pull out the most relevant parts, fill in the blanks below. Decisiveness: How is your 'D' score relevant to your life? ___________________________________________________________________________________________________________ Interacting: How is your 'I' score relevant to your life? ___________________________________________________________________________________________________________ Stabilizing: How is your 'S' score relevant to your life? Marvin Lacaba ___________________________________________________________________________________________________________ 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 20 The DISC Index Relevance Section Communication Dos and Don'ts: What did you learn from understanding your preferred communication style? ___________________________________________________________________________________________________________ Ideal Job Climate: How well does your current climate fit your behavioral style? ___________________________________________________________________________________________________________ Effectiveness: What is one way in which you could become more effective? ___________________________________________________________________________________________________________ Motivation: How can you stay more motivated? Marvin Lacaba ___________________________________________________________________________________________________________ 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 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 2016 Innermetrix Incorporated • All rights reserved 22 Marvin Lacaba Limiting Success: