Phoebecate Licao Ranera

DISC & MOTIVATORS REPORT FOR phoebecate ranera 10/18/2022 Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 1 This report contains a summary of your DISC and Motivators results. If you are looking for deeper insights into your results, see the last page of this report. UNDERSTANDING DISC & MOTIVATORS DISC STYLES DISC is a simple, practical, easy to remember and universally applicable model. It focuses on individual patterns of external, observable behaviors and measures the intensity of characteristics using scales of directness and openness for each of the four styles: Dominance, Influence, Steadiness, and Conscientious. Your DISC Style: Formalist Formalists rely upon procedure and structure in all aspects of life. They are detailed oriented and seek perfection. They need to know the expectations and the timetable for their work. They can get bogged down in detail and will not rush important decisions. They will take a risk if they have the facts to support it. They may be initially suspicious of personal compliments, praise or flattery.  Emotionally: Internally focuses energy on holding themselves to exacting standards and doing things right; may appear reserved and restrained.  Your goal: To achieve stable and reliable accomplishments.  How you value others: The consistent ability to be precise and accurate.  How you influence a group: Through detailed and accurate input to team efforts.  The value you bring to an organization: Will embrace and support high quality and expected standards.  Cautions: Rely too much on past procedures; can become rule bound.  When under pressure: May revert to too much diplomacy and overly careful maneuvering.  What you fear: Aggressive, risky and confronting interactions; superficial personal relationships. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 2 An Overview of Your DISC Style Below are some key behavioral insights to keep in mind and share with others to strengthen your relationships. You take calculated, educated risks only after a thoughtful analysis of the facts and data, and after you have examined all options and potential outcomes. This is a strength. However, when the team has a deadline, you could be perceived as a bottleneck to the process. Not maliciously, but because you want to analyze the facts and data and determine all possible outcomes as a result of a decision. Be aware of this, and be prepared to abbreviate the analysis a bit when the clock is ticking. You like your space to be neat and well-organized. When the workspace is clean and clutter-free, you are more able to focus clearly on the project at hand. You tend to judge others by objective standards, and prefer to be evaluated by specific criteria, preferably provided in writing. For you, things are more clear and well-defined when written down. When evaluation time comes, your preference is a list of specific criteria, or a performance measure that is specific and unambiguous. You tend to make decisions slowly and carefully, only after consideration of all variables and input from others. Of the many patterns of behavioral styles, your scores put you among a minority of the population (a positive minority) who show the trait of careful and deliberate decision making when it comes to important decisions. We specify "important," because you may make routine decisions rather rapidly. Your response pattern indicates that you tend to hide your emotions. You are generally quiet in a group unless asked for input, or if the topic is one of high importance to you. Our advice is to move out of that comfort zone and be a bit more verbal. It will benefit the team, because many will not have considered the issues as deeply as you have. Your input will raise the quality of the conversation. And you will benefit by being perceived as a more open and interactive person. You tend to evaluate others by how well they implement and execute procedures, standards, and quality action. You hold others accountable to the same high standards that you maintain for yourself. Those who demonstrate these high standards (as you know, they are somewhat rare) are individuals that you will tend to hold in esteem. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 3 An Overview of Your Motivators Aesthetic - Strong desire and need to achieve equilibrium between the world around us and ourselves (within) while creating a sustainable work/life balance between the two. Creative, imaginative, arty, mystical and expressive, this style may redefine or resist real world approaches to current challenges. Based on your Motivators assessment Aesthetic score: You will balance yourself between creative alternatives and practical approaches without being extreme in either dimension. • • • • You can work well with others to create and transform. You work equally well with practical and imaginative, self-expressive types. You can appreciate others' needs to express their creativity. You possess a healthy balance between style, purpose, and function. Economic - The motivation for security from self-interest, economic gains, and achieving real-world returns on personal ventures, personal resources, and focused energy. The preferred approach of this motivator is both a personal and a professional one with a focus on ultimate outcomes. Based on your Motivators assessment Economic score: You will likely possess a competitive spirit and will focus on gaining a practical return for your time and energy. • • • • You respond best when your time is not being wasted on superficial things. You may fit the stereotype of the typical hard worker who wants to win most of the time. Your outcomes should demonstrate a bottom-line financial result to match your effort. You are only interested in what is realistic and advantageous in achieving your vision of success. Individualistic - Need to be seen as autonomous, unique, independent, and to stand apart from the crowd. This is the drive to be socially independent and have opportunity for freedom of personal expression apart from being told what to do. Based on your Motivators assessment Individualistic score: You appreciate what others bring to the table and may be apt to become the unsung hero of any project or team. • • • • You may never make the necessary noise surrounding important issues and may set yourself up for being overlooked. You will likely support others while rarely focusing on gaining the personal support you may want or need. Because you don't seek attention for your efforts, you may be left feeling like a ghost, never drawing attention to yourself. You will not likely seek lime light roles, but rather stay back and support someone else. Power - Being seen as a leader, while having influence and control over one's environment and success. Competitiveness and control is often associated with those scoring higher in this motivational dimension. Based on your Motivators assessment Power score: You don’t need to be behind the wheel and won’t mind yielding your position to avoid controversy. • • • • You will not like high-pressure environments with excessively driven people types. You'll likely want to watch others lead more than you'll want to lead things yourself. You may not volunteer yourself for positions of greater responsibility. You will not have the energy for conflicting matters or leadership disputes. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 4 An Overview of your Motivators - Continued Altruistic - An expression of the need or energy to benefit others at the expense of self. At times, there’s genuine sincerity in this dimension to help others, but not always. Oftentimes an intense level within this dimension is more associated with low self-worth. Based on your Motivators assessment Altruistic score: You connect personally before connecting professionally and are always willing to lend a hand. • • • • Your high service ethic allows you to put others first and yourself last while feeling good about it. You will appreciate kind, selfless, and good-hearted people. You connect personally before you connect professionally with most people. You believe it is better to give than to receive. Regulatory - A need to establish order, routine and structure. This motivation is to promote a black and white mindset and a traditional approach to problems and challenges through standards, rules, and protocols to color within the lines. Based on your Motivators assessment Regulatory score: You believe there’s only one way to solve a problem and will endeavor to work within established boundaries. • • • • It's very hard to change your mind once you make a decision. In your family, you're likely the "bad cop." If you're breaking a moral code, you'll justify it. You'll create a system if one isn't present and then enforce it on everyone. Theoretical - The desire to uncover, discover, and recover the "truth.” This need to gain knowledge for knowledge sake is the result of an “itchy” brain. Rational thinking (frontal lobe), reasoning and problem solving are important to this dimension. This is all about the “need” to know why. Based on your Motivators assessment Theoretical score: You will learn whatever you need to know to get the job done and then some. • • • • You need more proof than most people before buying into an idea. Your need to know everything about certain things may seem excessive to others. You are likely seen as an expert in your field of interest. You have high focus and are likely research oriented. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 5 A General Overview of the Four DISC Styles The Dominant ‘D’ Style: look at my accomplishments! Goals and Fears Dominant ‘D’ Styles, driven by the inner need to lead and be in personal control, take charge of people and situations so they can reach their goals. Since their key need is achieving, they seek no-nonsense, bottom line results. Their motto is: "Lead, follow, or get out of the way." They want to win, so they may challenge people or rules. Similarly, Dominant ‘D’ Styles also accept challenges, take authority, and go head first into solving problems. Closely related to Dominant ‘D’ Styles' goals are their fears: falling into a routine, being taken advantage of, and looking "soft". So, they may go to extremes to prevent those fears from materializing. They may act impatient, but they make things happen. "Do as I say" Since Dominant ‘D’ Styles need to have control, they like to take the lead in both business and social settings. As natural renegades, they want to satisfy their need for autonomy. They want things done their way or no way at all. Strengths and weaknesses They work quickly and impressively by themselves. They try to shape their environments to overcome obstacles en route to their accomplishments. They seek maximum freedom to manage themselves and others, using their leadership skills to become winners. They often have good administration and delegation skills. These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including their own personal worth, as determined by individual track records. Of all the types, they like and initiate changes the most. We symbolize this personality type with a lion--a leader, an authority. At least, they may, at least, have the inner desires to be #1, the star, or the chief. Less positive Dominant ‘D’ Style components include stubbornness, impatience, and toughness. Naturally preferring to take control of others, they may have a low tolerance for the feelings, attitudes, and "inadequacies" of co-workers, subordinates, friends, families, and romantic interests. From general to specific Dominant ‘D’ Styles process data conceptually by using deductive reasoning--from general to specific information. They are more comfortable using the left brain more than the right. When combined with their need for control, this helps us better understand the emphasis on getting down to the bottom-line results. Masters of "mind control" They are adept at blocking out distractions when they immerse themselves in projects. They don't hear voices, sirens, or doorbells. They seem to channel all their energies into specific jobs. Venting relieves their tension Under pressure, Dominant ‘D’ Styles are likely to rid themselves of anger by ranting, raving, or challenging others. They naturally react to tense situations with a fight response. Although this venting allows the relief of their own inner tensions, other styles may feel intimidated by this stress reducing practice. But the Dominant ‘D’ Styles' barks usually exceed their bites, and they may soon forget what specifically upset them in the first place. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 6 The Interacting ‘I’ Style: hey, look at me! Outgoing, Supporting, Interacting ‘I’ Styles Interacting ‘I’ Styles like to go where the action is. Typically, they are outwardly energetic or fast-paced, and relationships tend to naturally take priority over tasks. They try to influence others in an optimistic, friendly way focused on positive outcomes, whether in the social or work environment. In other words, if they show others that they like them, they figure others will be more likely to reciprocate by responding favorably towards them. Since recognition and approval motivate him, he often moves in and around the limelight and hub of activity. Goals and Fears He wants your admiration and thrives on acknowledgment, compliments, and applause. "It's not just whether you win or lose. . .it's how you look when you play the game." People's admiration and acceptance typically mean more to this type than to any other. If you don't talk about him, he may spend considerable time talking about his favorite subject--himself--to gain the acceptance he wants. His biggest fear is public humiliation--whether appearing uninvolved, unattractive, unsuccessful, or unacceptable to others. These frightening forms of social rejection threaten the Interacting ‘I’ Style's core need for approval. Consequently, he may go to extremes to avoid public humiliation, lack of inclusion, or loss of social recognition. Strengths and weaknesses Interacting ‘I’ Styles' primary strengths are their enthusiasm, persuasiveness, and friendliness. They are idea people who have the ability to get others caught up in their dreams. With great persuasion, they influence others and shape their environments by building alliances to accomplish results. Then they seek nods and comments of approval and recognition for those results. If compliments don't come, Interacting ‘I’ Styles may invent their own. "Well, Harry, I just feel like patting myself on the back today for a job well done!" They are stimulating, talkative, and communicative. This type can be represented by a porpoise--playful, sociable, and talkative. Their natural weaknesses are too much involvement, impatience, being alone, and short attention spans. This causes them to become easily bored. When a little data comes in, Interacting ‘I’ Styles tend to make sweeping generalizations. They may not check everything out, assuming someone else will do it or procrastinating because redoing something just isn't exciting enough. When Interacting ‘I’ Styles feel they don't have enough stimulation and involvement, they get bored and look for something new again. . .and again. . .and again. When taken to an extreme, their behaviors can be seen as superficial, haphazard, erratic, and overly emotional. "Let me entertain you!" If they pursue the entertainment field for careers, Interacting ‘I’ Styles typically allow their natural, animated emotions to show and flow. They become stimulated by the movement and reactions of the audience, trying to get the audience to figuratively fall in love with them by acting charming and friendly. They want viewers to feel, "He (or she) is fabulous!" Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 7 The Steady ‘S’ Style: notice how well-liked I am Goals and fears Steady ‘S’ Styles seek your sincere personal attention and acceptance of them. Steadiness and follow-through actions characterize these people. They prefer a slower and easier pace. They focus on building trust and getting acquainted because they aim for long-standing personal relationships. Pushy, aggressive behavior secretly irritates them. They strive for security. Their goal is to maintain the stability they prefer in a more constant environment. To Steady ‘S’ Styles, while the unknown may be an intriguing concept, they prefer to stick with what they already know and have experienced. "Risk" is an ugly word to them. They favor more measured actions, like keeping things as they have been and are, even if the present situation happens to be unpleasant due to their fear of change and disorganization. Consequently, any disruption in their routine patterns can cause distress in them. A general worry is that the unknown may be even more unpleasant than the present. They need to think and plan for changes. Finding the elements of sameness within those changes can help minimize their stress to cope with such demands. Strengths and weaknesses Steady ‘S’ Styles naturally "wear well" and are an easy type to get along with. They prefer stable relationships which don't jeopardize anyone, especially themselves. Steady ‘S’ Styles can be represented by the koala with its accompanying slower, steady pace; relaxed disposition; and appearance of approachability and warmth. Steady ‘S’ Styles have a tendency to plan and follow through. This helps them to routinely plug along. But they have their own type of unique difficulties with speaking up, seeming to go along with others or conditions, while inwardly, they may or may not agree. More assertive types might take advantage of this Steady ‘S’ Style tendency to give in and avoid confrontation. Additionally, Steady ‘S’ Styles' reluctance to express themselves can result in hurt feelings. But if Steady ‘S’ Styles don't explain their feelings, others may never know. Their lack of assertiveness can take a toll on this type's health and well-being. Take it slow Steady ‘S’ Styles yearn for more tranquility and security in their lives than the other three types. They often act pleasant and cooperative, but seldom incorporate emotional extremes such as rage and euphoria in their behavioral repertoire. Unlike Interacting ‘I’ Styles, Steady ‘S’ Styles usually experience less dramatic or frequently-occurring peaks and valleys to their more moderate emotional state. This reflects their natural need for composure, stability, and balance. "Just plain folks" Steady ‘S’ Styles lend a tone of continuity, coziness, and project a genuine liking and acceptance of others. They are comfortable people to watch and listen to who emanate that "I'm just a regular person" modesty. They put on no airs and project contentment with present conditions--just as they are and always have been. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 8 The Conscientious ‘C’ Style: notice my efficiency Goals and fears Conscientious ‘C’ Styles concern themselves more with content than with congratulations. They prefer involvement with the performance of products and services under specific, and preferably controlled, conditions so the process and the results can be correct. Since their primary concern is accuracy, human emotions may take a back seat with them. Their biggest fears of uncontrolled emotions and irrational acts relate to their fear that these illogical acts may prevent goal achievement. Similarly, they fear emotionality and irrationality in others. They strive to avoid embarrassment, so they attempt to control both themselves and their emotions. Strengths and weaknesses Conscientious ‘C’ Style strengths include accuracy, dependability, independence, clarification and testing skills, follow-through, and organization. They often focus on expectations (e.g., policies, practices, and procedures) and outcomes. They want to know how things work so they can evaluate how correctly they function. Conscientious ‘C’ Styles can be cagey, resourceful, and careful. Because they need to be right, they prefer checking processes themselves. This tendency toward perfectionism, taken to an extreme, can result in "paralysis by over analysis". These overly cautious traits may result in worry that the process isn't progressing right, which further promotes their tendency to behave in a more critical, detached way. Complex and serious They prefer tasks over people, clearly defined priorities, and a known pace which is agreeable to them, especially where task timelines and deadlines are involved. Other types typically live life through a single predominant time orientation--past, present, or future. But Conscientious ‘C’ Styles are apt to be concerned about all three, as one aspect of their complex mental makeup. They tend to see the serious, more complicated sides of situations as well as the lighter--or even bizarre side--which accounts for their natural mental wit. Conscientious ‘C’ Styles concentrate on making decisions in both logical and cautious ways to ensure that they take the best available action. Think deeply Due to compliance to their own personal standards, they demand a lot from themselves and others and may succumb to overly critical tendencies. But Conscientious ‘C’ Styles often keep their criticisms to themselves, hesitating to tell people what they think is deficient. They typically share information, both positive and negative, only on a "need to know" basis when they are assured that there will be no negative consequences for themselves. When Conscientious ‘C’ Styles quietly hold their ground, they do so as a direct result of their proven knowledge of facts and details or their evaluation that others will tend to react less assertively. So, they can be assertive when they perceive they're in control of a relationship or their environment. Having determined the specific risks, margins of error, and other variables which significantly influence the desired results, they will take action. Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 9 Three Upgrade Options to get a better understanding of YOUR style! Complete DISC + Motivators Combined Report AND a one-on-one DISC strategy session with one of Tony’s top Results Coaching Strategists ($99.97) Get the report the pros use! See every data point, graph, chart, statement set, and prescriptive recommendation, specific to your unique behavioral and motivational styles. As a BONUS  Get the Tony Robbins Personal Coaching Collection – his classic training program that will help you discover greater joy, impact, and fulfillment in your everyday life.  A one-on-one DISC strategy session with one of Tony’s top Results Coaching Strategists ($250 value!) to convert your newly-discovered personal knowledge into powerful action. Click Below to Upgrade! - View a Sample Report https-i=c1687f6faa51427db98690f909869e03 When you return to your Results page, click the blue UPGRADE REPORT button to view options and make a purchase. Complete DISC + Motivators Combined Report ($59.00) Get the report the pros use! See every data point, graph, chart, statement set, and prescriptive recommendation, specific to your unique behavioral and motivational styles. As a BONUS  Get the Tony Robbins Personal Coaching Collection – his classic training program that will help you discover greater joy, impact, and fulfillment in your everyday life. Click Below to Upgrade! - View a Sample Report https-i=c1687f6faa51427db98690f909869e03 When you return to your Results page, click the blue UPGRADE REPORT button to view options and make a purchase. 4-page report detailing your DISC and Motivators scores and graphs ($24.97) Send your employer, prospective employer, or staffing company and share the additional personal insights that only come from seeing your scoring data. Click Below to Upgrade! - View a Sample Report https-i=c1687f6faa51427db98690f909869e03 When you return to your Results page, click the blue UPGRADE REPORT button to view options and make a purchase. Kids DISC If you’d like similar insights about the kids in your life, give them the Kids DISC assessment. The Kids DISC report offers significant insights with three distinct sections for kids, parents, and teachers. This report contains helpful information for children and the adults in their lives. Click for Kids DISC! Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 10 How to Assure Assessment Accuracy? Independent & Qualified Testing at Standards Set by the APA and EEOC. “…this DISC assessment has one of the highest Cronbach scores in the DISC marketplace.” “...we applaud your efforts at making Motivators reliable and valid..” - Assessment Standards Institute The Assessment Industry’s Past and Present Assessments have been used since the mid-20th century, initially relied upon by Fortune 500s, calculated by highly skilled PhDs and produced by only a handful of trusted developers. With the advent of the internet in the 1990s, the ability to produce, market, and sell assessments became exponentially easier and less expensive. Since then, it has developed into a kind of “global cottage industry” with hundreds of new assessment developers, producing thousands of different assessments. Each developer purporting its assessments to be scientifically accurate instruments - sold, resold and used by individuals and organizations of all kinds; including many of our largest institutions like Fortune 500s, major universities, world governments, and even military. Frighteningly, this “global cottage industry,” which produces data relied upon by millions, is entirely unregulated with nothing to ensure its consumers are receiving what they are being told and sold. There are zero requirements, safeguards, laws or regulations ensuring the consumer receives a scientifically accurate instrument - or even what the developers and sellers claim. The Solution? Independent & Verifiable Testing by a Qualified Institution The Assessment Standards Institute (ASI) provides our assessments with verifiably objective testing and reporting that meet standards set by the American Psychological Association (APA) and the Equal Employment Opportunity Commission (EEOC). This battery of tests is both voluntary and verifiably transparent. Our goal? To ensure this assessment’s professional merit and scientific accuracy for you, the user. These reports are readily available upon request and include: Construct Validity (APA Standards) [DISC & Motivators] Construct validity is one of the most central concepts in psychology. It is the degree to which a test measures what it claims, or purports to be measuring. Researchers generally establish the construct validity of a measure by correlating it with a number of other measures and arguing from the pattern of correlations that the measure is associated with these variables in theoretically predictable ways. Reliability - Cronbach’s alpha (APA Standards) [DISC] This technique is regarded as one of the most robust measures of reliability and presents the highest 'bar' from which to compare. The readers should note that Cronbach's alpha is the method selected for this instrument, because of its high standards. The reader is encouraged to compare reliability coefficients presented herein to other vendors, and also to ask those vendors which reliability formulas they used to compute their reliability coefficients. Cronbach’s alpha is a measure used to assess the reliability, or internal consistency, of a set of scale or test items. In other words, the reliability of any given measurement refers to the extent to which it is a consistent measure of a concept, and Cronbach’s alpha is one way of measuring the strength of that consistency. External Data Reliability (APA Standards) [Motivators] The term reliability in psychological research refers to the consistency of a testing or assessment method. In this case we are measuring the reliability or consistency of assessment measures over time. External Reliability measures the extent to which assessment measure varies from one use to another. In this analysis we are measuring reliability from the use of a test at one time as compared to another time. The comparison is using a mean variance measure referred to as the mean value ratio. The mean value ratio measures the external or time consistency of an assessment. Disparate Impact (EEOC Guidelines) [DISC & Motivators] Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a job. However, use of these tools can also violate the EEOC Guidelines if they disproportionately exclude people in a protected group by class, race, sex, or another covered basis. Importantly, the law does allow for selection procedures to select the best candidates based on job related requirements. If the selection procedure has a disparate impact based on race, color, religion, sex, or national origin, the employer is required to show that the selection procedure is job related and consistent with business necessity. If discrimination exists, the challenged policy or practice should therefore be associated with the skills needed to perform the job successfully. Issue date: January 1, 2020. Renewal date: January 1, 2025. ASI Validation Reports Additional details and published reports - DISC and Motivators (Disparate Impact) and (Reliability/Construct Validity) Copyright © 2022 A24x7 TONY ROBBINS WWW.TONYROBBINS.COM 11