Randy Pequero

Randy Pequero February 27, 2017 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 0 D I S C 42 / 42 53 / 60 53 / 39 88 / 53 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 Randy Pequero 10 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 Randy Pequero 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 Randy Pequero 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 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 Randy Pequero High D The DISC Index Four Components of Behavior Randy Pequero Copyright 2016 Innermetrix Incorporated • All rights reserved 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 80 42 / Adaptive 42 Your score shows a low average score on the 'D' spectrum. The comments below highlight some of the traits specific to just your unique score. • 70 60 • • 50 40 30 20 • • • Under high pressure, you may become somewhat indecisive or resistant to making a very quick decision. You can be very modest in dealing with others. You think it is important to have some time to evaluate options before acting. You may be hesitant to share your opinion with others if the topic is divisive or hotly contested. You like to think things through before acting. You prefer a culture that allows ample time for analysis of new ideas before implementation takes place. 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero 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 53 / Adaptive 60 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 • • • • • You prefer working in a social environment rather than one that is remote or isolated. You like democratic not dictatorial relationships on the job. You prefer an environment with ample people contact. You work best when you are able to interact with others. You present yourself in a poised manner to both small or large groups of people. You can be an effective coach or counselor for others. 20 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero 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 53 / Adaptive 39 Your score shows a high average score on the 'S' spectrum. The comments below highlight some of the traits specific to just your unique score. • 70 60 50 40 30 20 • • • • • You prefer to have sufficient clarification of policy or tasks before proceeding, so as to avoid mistakes. You think it is important to follow established procedures and processes. When you need to, you can be flexible to change or new ideas. You can accept change, but you require a good argument for it first. You serve to stabilize others on a team who are perhaps too maverick. You believe rules exist for a reason. 10 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero Lower S — Tend to prefer a more flexible, dynamic, unstructured work environment. They value freedom of expression and the ability to change quickly from one activity to another. They tend to become bored with the same routine that brings security to the Higher S traits. As a result, they will seek opportunities and outlets for their high sense of urgency and high activity levels, as they have a preference for spontaneity. The DISC Index Four Components of Behavior Cautious Your approach to standards, procedures, and expectations. The C in DISC represents Cautiousness. Your score on the scale represented below shows your location on the C spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example: Higher C — Tend to adhere to rules, standards, procedures, and protocol set by those in authority whom they respect. They like things to be done the right way according to the operating manual. "Rules are made to be followed" is an appropriate motto for those with higher C scores. They have some of the highest quality control interests of any of the styles and frequently wish others would do the same. Natural 100 90 88 / Adaptive 53 Your score shows a very 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 10 • • • You can express your disagreement in a passive-aggressive way. You prefer a more conventional approach when possible (e.g., "If is isn't broken, don't fix it"). You are very systematic and like to analyze details to accomplish a process correctly. You expect high quality control and accuracy in all that you do or with anything you are involved with. You like things to be done the "right" way according to standard operating procedure. When you present your argument you do so logically not emotionally. 0 Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero Lower C — Tend to operate more independently from the rules and standard operating procedures. They tend to be bottom-line oriented. If they find an easier way to do something, they'll do it by developing a variety of strategies as situations demand. To the Lower C scores, rules are only guidelines, and may be bent or broken as necessary to obtain results. The DISC Index Natural Style Pattern Overview Natural Style Pattern: Your natural style is the way you tend to behave when you aren't thinking about it. This is where you are most comfortable (natural). This is also the style you will revert back to when under stress or moving too quickly to be consciously thinking about modifying your behavior. Finally, this is the style you should seek to be true to in your daily roles. Being natural will return better results with less effort and stress. The following statements are true to just your unique natural style: • May become verbally disappointed when standards aren't met, or when the team project becomes delayed. • Able to express a sense of humor, but you become very serious about work tasks and projects, especially in the desire to maintain a high quality control. • You have a large knowledge-base and a continuing appetite to learn more. and expertise within the organization. • You have the ability to self-manage much of your own organizational activity and workload. • You place high expectations on yourself and others, and are able to help coach others into a stronger quality orientation. • Tend to be optimistic and demonstrate high personal standards and set high goals for yourself. • You demonstrate a high degree of competence in your area of expertise. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Response pattern indicates that you have the ability to be a strong achiever in technical performance 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: • Maintains high quality control standards while also being sensitive to the needs of others on the team. • Wants to bring an appropriate balance between logic and emotion when communicating and motivating others on the team. • On complex assignments, will show the ability to handle both the people-side and the detail-side of a project with equal skill and confidence. • Because of attention to both people and quality control, has the ability to contribute to a pleasant • Motivated to accomplish complex tasks by working enthusiastically with people. • Shows a special characteristic of being able to help others on the team to visualize the activities necessary to lead to success in a complex project or design. • When the organizational urgency gets high, can work with the team to restore comfort and also get the urgent project done successfully. • Wants to be seen as one who can help initiate complex processes and activity. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero and efficient work environment. 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 an efficient system in place to handle routine work more effectively. • Having reassurances that it is OK to take appropriate and calculated risks. • Having sufficient time to consider alternatives prior to making changes. • Increased authority to delegate routine tasks and procedures. • A democratic environment in which you can influence and offer direction. • Having the option to change certain methods or procedures in order to increase efficiency. • Clear and specific job descriptions, and role responsibilities. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Greater participation in team efforts and activities. 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: • Supportive and encouraging working environment. • Social recognition for success on a project or achieving a goal. • Work tasks of a specialized nature to support your natural curiosity and detail orientation. • A democratic environment with a free exchange of ideas. • Information about suggested changes to be made in processes that may have an impact on quality. • Awards to confirm ability, competence, or achievements. • Interesting activities outside of the work environment. Some peers with similar scores may like to be involved in volunteer and community activities. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Procedures that can support a quality initiative and have the flexibility to be changed when necessary. 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: • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project. • Able to reconcile various factions within a group, and do so in a sincere and stable manner. • Excellent listening style. • Others on the team may seek you out to answer detailed or process-oriented questions. • Excellent team player. • Has a rare ability of being able to calm people who are angry or upset. • Brings enthusiasm and optimism to team projects. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Remains objective in emotional situations. The DISC Index Ideal Job/Climate Your behavioral style plays a significant role in determining what aspects of an environment you like. The items below will help you understand what will define an ideal working climate for you. Based on how you prefer to behave, an ideal climate for you is one that provides you with: • Operating procedures that support sometimes complex processes. • Activities to get and maintain the attention of others. • Freedom to move around, either in the office or around the country. • Complete explanations of areas of responsibility and control. • Activities with many opportunities for interaction with people. • Variety in the work tasks and multiple projects. • Quality standards in which to support and maintain. • Public recognition for accomplishments. Randy Pequero Copyright 2016 Innermetrix Incorporated • All rights reserved The DISC Index Areas for Continual Improvement Along with strengths, all behavioral styles come with areas that could become weaknesses - if depended upon or not acknowledged. The trick is not to manufacture a weakness in the first place by depending on these things. Here are a few items that could become problematic for you if not acknowledged or known. Your awareness of the potentials below is your best step in making sure they remain only potential problems. Due to your behavioral style, you may tend to: • Become indecisive in times of significant change or pressure. • Hang on too much to current or past procedures, especially when faced with impending change. • React on impulse rather than thinking things through before responding. • Struggle with prioritizing things appropriately, due to ranking all items as the "most important". • Overestimate the ability of others. • Resist changes and have a lower sense of urgency. • Become overly aggressive when the climate becomes unfavorable. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Set unreasonable expectations of the capability or capacity of others on the team. 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: • Leads the group by encouraging cooperation. • Wants to know performance outcomes, objectives, etc., and communicates these to the participants. • Sincere participation with others as a co-learner or co-facilitator. • Wants to provide participants with the ability to understand principles and concepts. • Knowledge gives the participants the ability to maximize their potential and share with others. • Prefers explicit instructions and measurement criteria to be established with the participants. How you prefer to receive knowledge or learn: • Wants to know performance outcomes, objectives, etc. • Sincere participation with others. • As a participant, prefers a balance between individual and group work. • Interacts frequently with others. • High expectations of performance. • Does well with independent practice as well as working with others. • Shows commitment, and wants to be personally involved in learning. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Very accurate in presenting information. 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 Randy: • Do your homework, because others will have already done their share of it. • Provide assurances about input and decisions. • Present your ideas and opinions in a non-threatening way. • Assure others that there won't be surprises. • Be certain to emphasize next action-steps. • List pros and cons to suggestions you make. Things to avoid to effectively communicate with Randy: • Don't threaten with position or power. • Don't stick to a strictly business agenda. Loosen up a little. • Don't push too hard. • Don't offer assurances and guarantees you can't fulfill. • Don't fail to follow through. If you say you're going to do something, do it. • Don't rush into business or the agenda; provide some time to break the ice. • Don't be rude, abrupt, or too fast-paced in your delivery. Copyright 2016 Innermetrix Incorporated • All rights reserved Randy Pequero • Provide clear, specific solutions, and support your position. 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? 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 Randy Pequero ___________________________________________________________________________________________________________ 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? 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 Randy Pequero ___________________________________________________________________________________________________________ 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 Randy Pequero Limiting Success: