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DISC – High Drive (D) with Compliance (C)


I’m type High D = Drive with C = Compliance according to the DISC.

Short Link: http://wp.me/P2pH8m-7U

Jorge Shailer-Baker’s Disc Results:

DISC_Results_Graph

 

THE RELATING DIRECTOR (Tony Alessandra):

(“The Producer”)


You’re an industrious go-getter who focuses on goals and proceeds full speed ahead. But you’re willing to be supportive of others if it will help achieve your objectives.
You place a great deal of importance on completing tasks from start to finish, preferably by yourself. In fact, Relating Directors often seem in constant motion, totally engrossed in their projects.

Your tendencies include these:

  • Disliking being told what to do, or when or how to do something;
  • being reluctant to change what you think or how you feel;
  • delegating tasks only if absolutely necessary;
  • acting competitively, especially when pushing yourself to new levels or in new directions;
  • making sure that production is completed on schedule;
  • depending on plans for action and follow-up routines; and
  • becoming tenacious and focused when under pressure.

Your Growth Opportunities

With tasks: You’re so highly focused that you can benefit by broadening your perspective. Learn to be effective outside your comfort zone by considering different points of view and other ways to achieve goals. Because you’re often too “either-or” in your decision-making, practicing flexibility would help you to solve problems more creatively.
With people: Show confidence in others by delegating and giving people tasks that will be fulfilling for them. You also can benefit by creating more free time and space in your life as well as generally appreciating and tolerating differences among people.
PERSONAL EMPOWERMENT POINTERS

Ask others to share their ideas on how to accomplish tasks and on how to satisfy their expectations and yours.

When making or implementing decisions, check with at least three to five other knowledgeable people to see if there’s a consensus. If you don’t find a pattern, widen the search.

Be more genuinely open with others by revealing your real feelings and addressing theirs.

What Is DISC?

The DISC Personality Test/Assessment, Explained

First of all, let us just say congratulations on finding us! If you’re here it’s probably because you’re asking yourself “What is a Personality Test or Assessment” or “What is this DISC I’ve heard about?”, and then decided to Google it to get your answers.

Well, here’s the simple answer: A “DISC Personality Test” or “DISC Personality Assessment” is the most universally accepted test for determining human behavior, and the DISC Test compiled into meaningful and readable form are called a “DISC Personality Report” or “DISC Personality Profile”.

There’s a reason we’ve been using it for over 30 years—it just plain works! Research has shown that behavioral characteristics can be grouped together in four major divisions or styles. These are called DISC Personality Styles, and are the basis for the name of DISC. Some people think of these four major dimensions as the “color palette of the personality”. People with similar personality test/assessment scores tend to exhibit specific behavioral characteristics common to that profile. All people share these four ingredients being like the infinite different colors you can make from mixing the primary colors.

What are the DISC Personality Styles, Literally?

The 4 DISC Personality Styles:

What are the DISC Personality Styles? A Detailed Explanation

Here is the full breakdown of the four fundamental behavioral styles that are the building blocks of the DISC personality assessment system:


= Drive

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General Characteristics Determined by DISC Personality Test/Assessment:
  • Direct. Decisive. High Ego Strength. Problem Solver. Risk Taker. Self Starter
Value to Team:
  • Bottom-line organizer. Places value on time. Challenges the status quo. Innovative
Possible Weaknesses:
  • Oversteps authority. Argumentative attitude. Dislikes routine. Attempts too much at once.
Greatest Fear:
  • Being taken advantage of.
Motivated By:
  • New challenges. Power and authority to take risks and make decisions. Freedom from routine and mundane tasks. Changing environments in which to work and play.
Ideal Environment:
  • Innovative focus on future. Non-routine challenging tasks and activities. Projects that produce tangible results. Freedom from controls, supervision, and details. Personal evaluation based on results, not methods.
Remember High D Personalities May Want:
  • Authority, varied activities, prestige, freedom, assignments promoting growth, “bottom line” approach, and opportunity for advancement.
DO:
  • Be brief, direct, and to the point. Ask “what” not “how” questions. Focus on business; remember they desire results. Suggest ways for him/her to achieve results, be in charge, and solve problems. Highlight logical benefits of featured ideas and approaches.
DON’T:
  • Ramble. Repeat yourself. Focus on problems. Be too sociable. Make generalizations. Make statements without support.
While analyzing information, a High D may:
  • Ignore potential risks. Not weigh the pros and cons. Not consider others’ opinions. Offer innovative and progressive systems and ideas.
D’s possess these positive characteristics in teams:
  • Autocratic managers – great in crisis. Self-reliant. Innovative in getting results. Maintain focus on goals. Specific and direct. Overcome obstacles. Provide direction and leadership. Push group toward decisions. Willing to speak out. Generally optimistic. Welcome challenges without fear. Accept risks. See the big picture. Can handle multiple projects. Function well with heavy work loads.
Personal Growth Areas for D Behavioral Styles:
  • Strive to be an “active” listener. Be attentive to other team members’ ideas until everyone reaches a consensus. Be less controlling and domineering. Develop a greater appreciation for the opinions, feelings, and desires of others. Put more energy into personal relationships. Show your support for other team members. Take time to explain the “whys” of your statements and proposals. Be friendlier and more approachable.

= Compliance

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General Characteristics Determined by DISC Personality TestAssessment:
  • Accurate; analytical. Conscientious; careful. Fact-finder; precise. High standards; systematic.
Value to Team:
  • Perspective: “the anchor of reality.” Conscientious and even-tempered. Thorough to all activities. Defines situation; gathers, criticizes and tests information.
Possible Weaknesses:
  • Needs clear-cut boundaries for actions/relationships. Bound by procedures and methods. Gets bogged down in details. Prefers not to verbalize feelings. Will give in rather that argue.
Greatest Fear:
  • Criticism.
Motivated By:
  • Standards of high quality. Limited social interaction. Detailed tasks. Logical organization of information.
Ideal Environment:
  • Tasks and projects that can be followed through to completion. Specialized or technical tasks. Practical work procedures and routines. Few conflicts and arguments. Instructions and reassurance that they are doing what is expected of them.
Remember High C Personalities May Want:
  • Autonomy and independence, controlled work environment, reassurance, precise expectations and goals, exact job descriptions, planned change.
DO:
  • Prepare your case in advance. Delineate pros and cons of proposed ideas. Support ideas and statements with accurate data. Reassure them that no surprises will occur. Submit an exact job description with a precise explanation of how that task fits into the big picture. Review recommendations with them in a systematic and comprehensive manner. Be specific when agreeing. Disagree with the facts rather than the person when disagreeing. Be patient, persistent, and diplomatic while providing explanations.
DON’T:
  • Refuse to explain details. Answer questions vaguely or casually.
While analyzing information, a High C may:
  • Become overly cautious and conservative. Get too bogged down in details. Avoid or postpone decisions, especially if they perceive a risk. Be an effective trouble shooter.
C’s possess these positive characteristics in teams:
  • Instinctive organizers. “Do it yourself” managers – create and maintain systems. Strive for a logical, consistent environment. Control the details. Conscientious. Evaluate the team’s progress. Ask important questions. Maintain focus on tasks. Offer conservative approaches. Emphasize quality. Think logically. Will share risks and responsibilities. Work systematically. Will strive for consensus. Diplomatic. Analyze obstacles.
Personal Growth Areas for C Behavioral Styles:
  • Concentrate on doing the right things, not just doing things right. Be less critical of others’ ideas and methods. Respond more quickly to accomplish team goals. Strive to build relationships with other team members. Be more decisive. Focus less on facts and more on people. Take risks along with other team members.

Source: Click Here

High Dominance and Compliance

his ‘U’-shaped profile is not uncommon. It represents a highly formal and structured individual with a forceful and blunt style. This type of person believes in getting things right, and is rarely afraid to state their mind robustly and directly. Of all possible DISC profiles, this style probably represents the least forthcoming in personal or emotional matters; individuals of this type tend to be remote and somewhat isolated, preferring to keep their own counsel.

Relating to Others

As we suggested above, relating to others (at least on a personal level) is not a high priority for this type of person. When communication with others is essential, it tends to be brief and succinct, focusing on practical matters. This type of individual is quite distrustful of others, and will prefer to keep facts to themselves unless absolutely necessary.

Common Abilities

This is a personality motivated by achievement and efficiency, as are all personalities containing a high level of Dominance. In this case, however, this is modulated by the presence of a high Compliance factor, which also lends the character an interest in detail and precision. A noticeable element of this type, for example, is their tendency to correct other people when they make errors, even to the point of highlighting mistakes that others might regard as trivial or unimportant.

Nonetheless, this combination of efficiency and precision can be an effective one, and their bluntly assertive style helps them to achieve difficult tasks by sheer force of character.

Motivating Factors

This is a complex character in terms of motivation. In common with all High-D’s, they have a desire for personal achievement and success, but they also like to feel that they are completing assignments or projects accurately and efficiently. The naturally unexpressive style of this personality can make it difficult to detect whether or not they are motivated in any particular set of circumstances.

Sub-traits

Source: http://www.axiomsoftware.com/disc/interpretations/dc.php

Read more information from Wikipedia

Back to Know Thyself

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