The report of DiSC personality test (Full)
NO.: 80e22caf03200313-2018/3/26 16:20:16
. What's DiSC
DiSC, a behavior self-assessment tool, originated from psychologist William Moulton Marston's 1928 DISC emotional and behavioral theory. Marston's theory focused on four primary personality traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Industrial psychologist Walter Vernon Clarke later transformed this theory into a practical behavioral assessment tool. Notably, personality expert and researcher Merrick Rosenberg further advanced the contemporary application of the DiSC model, particularly in the context of team development, interpersonal relationships, and American presidential campaigns.
Marston proposed that individuals express their emotions through four distinct behavior types:
1. Dominance (D): Addressing problems assertively.
2. Inducement (I): Interacting with people.
3.Steadiness (S): Maintaining a steady pace.
4.Conscientiousness (C): Following procedures meticulously.
These behavioral types stem from an individual's self-perception and their interactions with the environment. Marston identified two underlying dimensions that influence emotional behavior:
1. Environmental Perception: Whether a person views their environment as favorable or unfavorable.
2. Perceived Control: Whether a person believes they have control or lack control over their environment.
Ⅰ.Graph Ⅰ – The Core (Private Self)
This graph, labeled as Graph I, is generated based on the "least like me" answers in the DiSC assessment. It primarily reflects a person's core behavior and even how they behave under stress. This graph tends to be resistant to change, representing ingrained and learned responses from past life events. It is often referred to as the stress graph because individuals tend to revert to their core behaviors when under pressure. For instance, an individual's "S" score may significantly increase on this graph during stressful situations, indicating a preference for stepping back, slowing down, and evaluating a situation before making decisions or taking action.
1.The Core of you :SC CS
SC:
Personality traits:
SC
Profiles of this kind, showing both high Steadiness and high Compliance, are often referred to as 'Technical'. This term is used in its broadest sense; people with this type of approach are suited to jobs such as accountancy, computer programming, or engineering because their personalities combine accuracy and precision with the patience to work at a problem until it has been solved. They are interested in producing quality work and will often go to great lengths to ensure that the results of their efforts are the best they can possibly achieve.
Calm and rational in approach, this type of person often has a better understanding of personal or emotional issues than might be suggested by their relatively detached demeanor. They are not assertive in style and will rarely offer input in a group situation or act independently.
Descriptive words: Analytical, Patient, Restrained, Cautious, Dispassionate, Accurate, Conscientious.
Relating to others:
This rather passive style often finds it difficult to relate to other people, especially in unfamiliar settings, because they need to know exactly where they stand before they feel able to act. While they value friendships and strong relations with others, this factor is often disguised by an apparently aloof and reserved style. In order to interact effectively with others, this type will look to more direct and outgoing styles to initiate and take control of interpersonal issues.
Common abilities:
As the term 'Technical' suggests, the particular talents and skills of this type of person lie in the areas of complex systems and procedures. Their high Steadiness lends them patience and a degree of persistence, while their correspondingly high levels of Compliance bring an interest in order and precision to their behaviour. In combination, these factors reflect an individual with strong potential in broadly technical work. Because of their interest in quality and productivity, it is not unusual to find people of this kind who possess special skills or knowledge, especially in the 'technical' areas described.
Motivating factors:
1.A consequence of the patient, precise style of this type is a need for time to plan and execute their work to a standard with which they can feel satisfied. They will wish to work steadily at a project, and dislike interruptions or distractions from the task in hand. They will also seek certainty, and need to be sure that the work that they are doing conforms with the expectations of their colleagues and managers.
2.A more subtle aspect to this type's motivation is their enjoyment of positive relations with others. As we mentioned above, this fact is unlikely to be clear from their somewhat reserved and reticent demeanour, but they like to feel accepted by other people, and can be surprisingly open in style in a favourable environment of this kind.
CS:
Personality traits:
Perfectionist Pattern(CS)
Perfectionists exhibit systematic and precise thinking, both in their personal lives and professional endeavors. Their conscientiousness drives them to excel in tasks that demand meticulous attention to detail and accuracy. These individuals thrive in well-defined work environments, seeking stability and predictability. They appreciate clear guidelines regarding work expectations, timeframes, and evaluation procedures.
However, Perfectionists can sometimes become entangled in the minutiae of decision-making. While they are capable of making significant choices, they may face criticism for the time they invest in gathering and analyzing information. Despite valuing input from their managers, Perfectionists take calculated risks when armed with factual data that allows them to draw informed conclusions.
In evaluating themselves and others, Perfectionists adhere to precise standards for achieving tangible results while following established procedures. Their unwavering commitment to quality significantly benefits the organization. However, they occasionally define their self-worth solely based on their accomplishments rather than their intrinsic value as individuals. Consequently, when receiving compliments, they may wonder about underlying motives. By graciously accepting sincere praise, Perfectionists can bolster their self-confidence.
Emotions: Demonstrates competence and exercises restraint and caution.
Goal: Strives for stability and predictable accomplishments.
Judges others by: Applies precise standards in assessment.
Influences others by: Pays meticulous attention to detail and prioritizes accuracy.
Value to the organization: Conscientiously maintains standards and ensures quality control.
Overuses: Relies excessively on established procedures and "fail-safe" controls, sometimes becoming overly dependent on past methods.
Under Pressure: Adopts a tactful and diplomatic approach.
Fears: Antagonism and the lack of recognition as an "expert."
Would increase effectiveness with more: Embracing role flexibility, fostering independence and interdependence, and cultivating self-worth.
Opportunities for Increased Effectiveness:
With Tasks: Be open to experimentation and take calculated risks for better results. Develop flexibility in roles.
With People: Surround yourself with individuals who see the bigger picture without getting bogged down in details. Strike a balance between working independently and collaborating with others.
Descriptive words: Analytical, patient, restrained, cautious, dispassionate, accurate, and conscientious.
Relating to others:
This rather passive style often finds it difficult to relate to other people, especially in unfamiliar settings, because they need to know exactly where they stand before they feel able to act. While they value friendships and strong relations with others, this factor is often disguised by an apparently aloof and reserved style. In order to interact effectively with others, this type will look to more direct and outgoing styles to initiate and take control of interpersonal issues.
Common abilities:
As the term 'Technical' suggests, the particular talents and skills of this type of person lie in the areas of complex systems and procedures. Their high Steadiness lends them patience and a degree of persistence, while their correspondingly high levels of Compliance bring an interest in order and precision to their behaviour. In combination, these factors reflect an individual with strong potential in broadly technical work. Because of their interest in quality and productivity, it is not unusual to find people of this kind who possess special skills or knowledge, especially in the 'technical' areas described.
Motivating factors:
1.A consequence of the patient, precise style of this type is a need for time to plan and execute their work to a standard with which they can feel satisfied. They will wish to work steadily at a project, and dislike interruptions or distractions from the task in hand. They will also seek certainty, and need to be sure that the work that they are doing conforms with the expectations of their colleagues and managers.
2.A more subtle aspect to this type's motivation is their enjoyment of positive relations with others. As we mentioned above, this fact is unlikely to be clear from their somewhat reserved and reticent demeanour, but they like to feel accepted by other people, and can be surprisingly open in style in a favourable environment of this kind.
2.Sub-traits :
S/D-Patience
1.This style of person has little sense of urgency and a slow pace, which means that they are able to work in situations that others would find repetitive or dull. They are submissive in style, and ready to accept that there are some things they cannot change.
2.Patient individuals tend to have an open and optimistic attitude, especially to other people. They are not competitive in style, and prefer to avoid situations where they may come into conflict with others. This leads to a rather trusting approach; they like to develop warm and friendly relations with those around them, and will not usually look for ulterior motives.
3.The position of influence will affect the style of a Patient individual, affecting the level of overt Friendliness that that individual presents. Regardless of the Influence level, Patience always retains the same basic behavioural structure, but more Influential individuals will present a more open and outgoing aspect.
4.Where Patience occurs in a profile that also contains a high level of Compliance, then a more practical aspect to the sub-trait appears. In this situation, the profile shares Patience with Accuracy; the result is a behavioural style in which a person concentrates particularly carefully on the details of a task.
S/I-Thoughtfulness
1.Thoughtful individuals plan their words and actions carefully and never act on impulse. Deadlines and other time constraints are difficult for this type of person to deal with. Their advantage, however, is the reliability and steadiness they bring to their work.
2.As a sub-trait, the term thoughtfulness refers specifically to the fact that individuals with element in their profile tend to think, plan and consider more than most other types. In common use, "thoughtfulness" also often indicates someone who is considerate, or takes other people's feelings into account. Though this isn't part of the "technical" definition of the sub-trait, people with high Steadiness in their profile often display such considerate traits in their styles.
3.The specific form taken by thoughtfulness will often depend on the level of Compliance present in the profile under consideration. Where this is high, Thoughtfulness combines with Accuracy, leading to a disciplined, purposeful approach, where actions are carefully planned with caution and care.
4.Where the Compliance level is low, Thoughtfulness becomes a less focused sub-trait. In this case, it can often be used to reinforce a High-S's resistance to change or direct action: the person concerned will prefer to think and plan than act directly.
C/D-Co-operativeness
1.This is the classic "rule-oriented" sub-trait, relating to a person who need to be absolutely sure of their position and prefers to use established regulations and procedures as a framework to support their ideas. Co-operative people are so called because this aspect of their personal style extends to the need for practical support from managers, colleagues and friends, and so they seek to maintain positive working relationships with others.
2.Co-operativeness is sometimes mistaken for a social sub-trait, but this is not the case. People of this kind work co-operatively with others as part of a behavioural strategy: it allows them to avoid individual risk and distribute responsibility. (This is not to say that there will not be other social drives in the behaviour - whether or not these are present will depend largely on the levels of Influence and Steadiness present in the profile).
3.Regardless of their motivations, though, Co-operative styles tend to be good team-workers. They are able to focus on the good of the group as a whole rather than on their own specific needs, and the organised, structured style that commonly accompanies this sub-trait can also be a strength in a group situation.
C/I-Accuracy
1.The sub-trait of Accuracy is found in DISC profiles with high Compliance and low Influence. The greater the difference between these two factors, the more Accurate the individual in question. The opposite sub-trait of Accuracy, where Influence is higher than Compliance, is Self-confidence.
2.This sub-trait is also sometimes referred to as "Caution". The type of person to whom it refers hates to make mistakes - they check and recheck their work, and are prone to correct errors in other people, whether or not they have been asked to do so. This need for certainty means that they will never take a risk unless absolutely necessary. They are also cautious in communication, rarely revealing more about themselves than a bare minimum.
3.Accuracy is a classic introverted sub-trait: those who possess it are highly analytical and relatively uncommunicative. Because of their analytical style, people of this kind will often hold back from action, rather than risk negative results. They prefer the predictable and systematic. This can lead to their being seen by more active types as rather dour and uninspired. In fact, Accurate styles are quite as capable of original thought and inventiveness as any other style, but they are typically reluctant to act on their ideas, or communicate them to others unless encouraged to do so.
4. Accuracy takes a unique form in profiles showing high Compliance in conjunction with high Dominance. In this case, the analytical and rather inexpressive element of the sub-trait is combined with a more demanding and assertive element. The demand for precision and unwillingness to take unnecessary risks associated with Accuracy are maintained, but the High-DC also has the assertiveness to demand these traits from those around them.
II.Word Sketch-Graph Ⅰ
Each of us possesses a unique set of strengths that adds value to our individuality. We appreciate recognition for these strengths and strive to be effective in our environment. However, any strength, when overused or applied inappropriately, can be perceived as a weakness. Let's examine the highlighted adjectives in the four columns below, which describe High, Medium, and Low behavior for each dimension. Understanding your Intensity Index can enhance your awareness of potential strengths and weaknesses.
DiSC is an observable "needs-motivated" instrument based on the premise that emotions and behaviors are neither inherently "good" nor "bad." Instead, behaviors reveal the underlying needs that drive them. By accurately observing actions, we gain insights into likely motivators and needs.
The chart depicts Graph I–The Core (Private Self). Use it alongside examples to explain why you behave as you do and what matters to you in terms of:
- Dominance (D).
- Influence (I).
- Steadiness (S).
- Conscientiousness (C).
Share more about the specific needs driving your behavior in each area of focus. If your DiSC intensity scores are at levels 1 and 8, your emotions and needs contrast with those at Levels 20 and 28 in that particular area.
D
I
S
C
DiSC Focus:
Problems/Tasks
DiSC Focus:
People
DiSC Focus:
Pace(or Environment)
DiSC Focus:
Procedures
Needs:
Challenges to solove,Authority
Needs:
Social relationships,
Friendly environment
Needs:
Systems,Teams,Stable environment
Needs:
Rules to follow,Data to analyze
Observable:
Decisive,risk-taker
Observable:
Optimistic,Trust others
Observable:
Patience,Stabilizer
Observable:
Cautious,Careful decisions
Fears:
being taken advantage of.
/lack of control
Fears:
being left out,loss of social approval
Fears:
sudden change.
/loss of stability and security
Fears:
being criticized.
/loss of accuracy and quality
D
I
S
C
28 egocentric
28 enthusiastic
28 passive
28 perfectionist
27 direct
27 gregarious
27 patient
27 accurate
26 daring
26 persuasive
26 loyal
26 fact-finder
25 domineering
25 impulsive
25 predictable
25 diplomatic
24 demanding
24 emotional
24 team-person
24 systematic
23 forceful
23 self-promoting
23 serene
23 conventional
22 risk-taker
22 trusting
22 possessive
22 courteous
21 adventuresome
21 influential
21 complacent
21 careful
20 decisive
20 pleasant
20 inactive
20 restrained
19 inquisitive
19 sociable
19 relaxed
19 high standards
18 self-assured
18 generous
18 non-demonstrative
18 analytical
17 competitive
17 poised
17 deliberate
17 sensitive
16 quick
16 charming
16 amiable
16 mature
15 self-reliant
15 confident
15 stable
15 evasive
14 calculated risk-taker
14 convincing
14 mobile
14 "own person"
13 self-critical
13 observing
13 outgoing
13 self-righteous
12 unassuming
12 discriminating
12 alert
12 opinionated
11 self-effacing
11 reflective
11 eager
11 persistent
10 realistic
10 factual
10 critical
10 independent
9 weighs pros and cons
9 logical
9 discontented
9 rigid
8 meek
8 controlled
8 fidgety
8 firm
7 conservative
7 retiring
7 impetuous
7 stubborn
6 peaceful
6 suspicious
6 restless
6 arbitrary
5 mild
5 pessimistic
5 change-oriented
5 rebellious
4 quiet
4 aloof
4 fault-finding
4 defiant
3 unsure
3 withdrawn
3 spontaneous
3 obstinate
2 dependent
2 self-conscious
2 frustrated by status quo
2 tactless
1 modest
1 reticent
1 active
1 sarcastic
III.Graph II–The Mask (Public Self)
Graph II in the DiSC report reflects an individual's perception of how they are expected to behave within a specific environment. This graph can significantly differ from Graphs 1 and 3, or it may closely align with them. We refer to this as the "Mask", as it may not truly mirror the person's authentic self. Graph II is derived from the "most like me" responses in the DiSC assessment and holds the highest potential for change.
For instance, consider someone with an "I" (Influence) score well above the midline in Graph II, but below the midline in Graphs 1 and 3. This individual might believe they are expected to be more outgoing and relational, even though their natural tendencies lean toward being task-oriented or passive.
1.The Mask of you :SC CS
SC:
Personality traits:
SC
Profiles of this kind, showing both high Steadiness and high Compliance, are often referred to as 'Technical'. This term is used in its broadest sense; people with this type of approach are suited to jobs such as accountancy, computer programming, or engineering because their personalities combine accuracy and precision with the patience to work at a problem until it has been solved. They are interested in producing quality work and will often go to great lengths to ensure that the results of their efforts are the best they can possibly achieve.
Calm and rational in approach, this type of person often has a better understanding of personal or emotional issues than might be suggested by their relatively detached demeanor. They are not assertive in style and will rarely offer input in a group situation or act independently.
Descriptive words: Analytical, Patient, Restrained, Cautious, Dispassionate, Accurate, Conscientious.
Relating to others:
This rather passive style often finds it difficult to relate to other people, especially in unfamiliar settings, because they need to know exactly where they stand before they feel able to act. While they value friendships and strong relations with others, this factor is often disguised by an apparently aloof and reserved style. In order to interact effectively with others, this type will look to more direct and outgoing styles to initiate and take control of interpersonal issues.
Common abilities:
As the term 'Technical' suggests, the particular talents and skills of this type of person lie in the areas of complex systems and procedures. Their high Steadiness lends them patience and a degree of persistence, while their correspondingly high levels of Compliance bring an interest in order and precision to their behaviour. In combination, these factors reflect an individual with strong potential in broadly technical work. Because of their interest in quality and productivity, it is not unusual to find people of this kind who possess special skills or knowledge, especially in the 'technical' areas described.
Motivating factors:
1.A consequence of the patient, precise style of this type is a need for time to plan and execute their work to a standard with which they can feel satisfied. They will wish to work steadily at a project, and dislike interruptions or distractions from the task in hand. They will also seek certainty, and need to be sure that the work that they are doing conforms with the expectations of their colleagues and managers.
2.A more subtle aspect to this type's motivation is their enjoyment of positive relations with others. As we mentioned above, this fact is unlikely to be clear from their somewhat reserved and reticent demeanour, but they like to feel accepted by other people, and can be surprisingly open in style in a favourable environment of this kind.
CS:
Personality traits:
Perfectionist Pattern(CS)
Perfectionists exhibit systematic and precise thinking, both in their personal lives and professional endeavors. Their conscientiousness drives them to excel in tasks that demand meticulous attention to detail and accuracy. These individuals thrive in well-defined work environments, seeking stability and predictability. They appreciate clear guidelines regarding work expectations, timeframes, and evaluation procedures.
However, Perfectionists can sometimes become entangled in the minutiae of decision-making. While they are capable of making significant choices, they may face criticism for the time they invest in gathering and analyzing information. Despite valuing input from their managers, Perfectionists take calculated risks when armed with factual data that allows them to draw informed conclusions.
In evaluating themselves and others, Perfectionists adhere to precise standards for achieving tangible results while following established procedures. Their unwavering commitment to quality significantly benefits the organization. However, they occasionally define their self-worth solely based on their accomplishments rather than their intrinsic value as individuals. Consequently, when receiving compliments, they may wonder about underlying motives. By graciously accepting sincere praise, Perfectionists can bolster their self-confidence.
Emotions: Demonstrates competence and exercises restraint and caution.
Goal: Strives for stability and predictable accomplishments.
Judges others by: Applies precise standards in assessment.
Influences others by: Pays meticulous attention to detail and prioritizes accuracy.
Value to the organization: Conscientiously maintains standards and ensures quality control.
Overuses: Relies excessively on established procedures and "fail-safe" controls, sometimes becoming overly dependent on past methods.
Under Pressure: Adopts a tactful and diplomatic approach.
Fears: Antagonism and the lack of recognition as an "expert."
Would increase effectiveness with more: Embracing role flexibility, fostering independence and interdependence, and cultivating self-worth.
Opportunities for Increased Effectiveness:
With Tasks: Be open to experimentation and take calculated risks for better results. Develop flexibility in roles.
With People: Surround yourself with individuals who see the bigger picture without getting bogged down in details. Strike a balance between working independently and collaborating with others.
Descriptive words: Analytical, patient, restrained, cautious, dispassionate, accurate, and conscientious.
Relating to others:
This rather passive style often finds it difficult to relate to other people, especially in unfamiliar settings, because they need to know exactly where they stand before they feel able to act. While they value friendships and strong relations with others, this factor is often disguised by an apparently aloof and reserved style. In order to interact effectively with others, this type will look to more direct and outgoing styles to initiate and take control of interpersonal issues.
Common abilities:
As the term 'Technical' suggests, the particular talents and skills of this type of person lie in the areas of complex systems and procedures. Their high Steadiness lends them patience and a degree of persistence, while their correspondingly high levels of Compliance bring an interest in order and precision to their behaviour. In combination, these factors reflect an individual with strong potential in broadly technical work. Because of their interest in quality and productivity, it is not unusual to find people of this kind who possess special skills or knowledge, especially in the 'technical' areas described.
Motivating factors:
1.A consequence of the patient, precise style of this type is a need for time to plan and execute their work to a standard with which they can feel satisfied. They will wish to work steadily at a project, and dislike interruptions or distractions from the task in hand. They will also seek certainty, and need to be sure that the work that they are doing conforms with the expectations of their colleagues and managers.
2.A more subtle aspect to this type's motivation is their enjoyment of positive relations with others. As we mentioned above, this fact is unlikely to be clear from their somewhat reserved and reticent demeanour, but they like to feel accepted by other people, and can be surprisingly open in style in a favourable environment of this kind.
2.Sub-traits :
S/D-Patience
1.This style of person has little sense of urgency and a slow pace, which means that they are able to work in situations that others would find repetitive or dull. They are submissive in style, and ready to accept that there are some things they cannot change.
2.Patient individuals tend to have an open and optimistic attitude, especially to other people. They are not competitive in style, and prefer to avoid situations where they may come into conflict with others. This leads to a rather trusting approach; they like to develop warm and friendly relations with those around them, and will not usually look for ulterior motives.
3.The position of influence will affect the style of a Patient individual, affecting the level of overt Friendliness that that individual presents. Regardless of the Influence level, Patience always retains the same basic behavioural structure, but more Influential individuals will present a more open and outgoing aspect.
4.Where Patience occurs in a profile that also contains a high level of Compliance, then a more practical aspect to the sub-trait appears. In this situation, the profile shares Patience with Accuracy; the result is a behavioural style in which a person concentrates particularly carefully on the details of a task.
S/I-Thoughtfulness
1.Thoughtful individuals plan their words and actions carefully and never act on impulse. Deadlines and other time constraints are difficult for this type of person to deal with. Their advantage, however, is the reliability and steadiness they bring to their work.
2.As a sub-trait, the term thoughtfulness refers specifically to the fact that individuals with element in their profile tend to think, plan and consider more than most other types. In common use, "thoughtfulness" also often indicates someone who is considerate, or takes other people's feelings into account. Though this isn't part of the "technical" definition of the sub-trait, people with high Steadiness in their profile often display such considerate traits in their styles.
3.The specific form taken by thoughtfulness will often depend on the level of Compliance present in the profile under consideration. Where this is high, Thoughtfulness combines with Accuracy, leading to a disciplined, purposeful approach, where actions are carefully planned with caution and care.
4.Where the Compliance level is low, Thoughtfulness becomes a less focused sub-trait. In this case, it can often be used to reinforce a High-S's resistance to change or direct action: the person concerned will prefer to think and plan than act directly.
C/D-Co-operativeness
1.This is the classic "rule-oriented" sub-trait, relating to a person who need to be absolutely sure of their position and prefers to use established regulations and procedures as a framework to support their ideas. Co-operative people are so called because this aspect of their personal style extends to the need for practical support from managers, colleagues and friends, and so they seek to maintain positive working relationships with others.
2.Co-operativeness is sometimes mistaken for a social sub-trait, but this is not the case. People of this kind work co-operatively with others as part of a behavioural strategy: it allows them to avoid individual risk and distribute responsibility. (This is not to say that there will not be other social drives in the behaviour - whether or not these are present will depend largely on the levels of Influence and Steadiness present in the profile).
3.Regardless of their motivations, though, Co-operative styles tend to be good team-workers. They are able to focus on the good of the group as a whole rather than on their own specific needs, and the organised, structured style that commonly accompanies this sub-trait can also be a strength in a group situation.
C/I-Accuracy
1.The sub-trait of Accuracy is found in DISC profiles with high Compliance and low Influence. The greater the difference between these two factors, the more Accurate the individual in question. The opposite sub-trait of Accuracy, where Influence is higher than Compliance, is Self-confidence.
2.This sub-trait is also sometimes referred to as "Caution". The type of person to whom it refers hates to make mistakes - they check and recheck their work, and are prone to correct errors in other people, whether or not they have been asked to do so. This need for certainty means that they will never take a risk unless absolutely necessary. They are also cautious in communication, rarely revealing more about themselves than a bare minimum.
3.Accuracy is a classic introverted sub-trait: those who possess it are highly analytical and relatively uncommunicative. Because of their analytical style, people of this kind will often hold back from action, rather than risk negative results. They prefer the predictable and systematic. This can lead to their being seen by more active types as rather dour and uninspired. In fact, Accurate styles are quite as capable of original thought and inventiveness as any other style, but they are typically reluctant to act on their ideas, or communicate them to others unless encouraged to do so.
4. Accuracy takes a unique form in profiles showing high Compliance in conjunction with high Dominance. In this case, the analytical and rather inexpressive element of the sub-trait is combined with a more demanding and assertive element. The demand for precision and unwillingness to take unnecessary risks associated with Accuracy are maintained, but the High-DC also has the assertiveness to demand these traits from those around them.
Ⅳ.Word Sketch-Graph II
Each of us possesses a unique set of strengths that adds value to our individuality. We appreciate recognition for these strengths and strive to be effective in our environment. However, any strength, when overused or applied inappropriately, can be perceived as a weakness. Let's examine the highlighted adjectives in the four columns below, which describe High, Medium, and Low behavior for each dimension. Understanding your Intensity Index can enhance your awareness of potential strengths and weaknesses.
DiSC is an observable "needs-motivated" instrument based on the premise that emotions and behaviors are neither inherently "good" nor "bad." Instead, behaviors reveal the underlying needs that drive them. By accurately observing actions, we gain insights into likely motivators and needs.
The chart depicts Graph II–The Mask (Public Self) illustrates how you perceive the expectations placed upon you in a specific environment. Use it alongside examples to explain your behavior and what matters to you in terms of:
- Dominance (D).
- Influence (I).
- Steadiness (S).
- Conscientiousness (C).
Share more about the specific needs driving your behavior in each area of focus. If your DiSC intensity scores are at levels 1 and 8, your emotions and needs contrast with those at Levels 20 and 28 in that particular area.
D
I
S
C
DiSC Focus:
Problems/Tasks
DiSC Focus:
People
DiSC Focus:
Pace(or Environment)
DiSC Focus:
Procedures
Needs:
Challenges to solove,Authority
Needs:
Social relationships,
Friendly environment
Needs:
Systems,Teams,Stable environment
Needs:
Rules to follow,Data to analyze
Observable:
Decisive,risk-taker
Observable:
Optimistic,Trust others
Observable:
Patience,Stabilizer
Observable:
Cautious,Careful decisions
Fears:
being taken advantage of.
/lack of control
Fears:
being left out,loss of social approval
Fears:
sudden change.
/loss of stability and security
Fears:
being criticized.
/loss of accuracy and quality
D
I
S
C
28 egocentric
28 enthusiastic
28 passive
28 perfectionist
27 direct
27 gregarious
27 patient
27 accurate
26 daring
26 persuasive
26 loyal
26 fact-finder
25 domineering
25 impulsive
25 predictable
25 diplomatic
24 demanding
24 emotional
24 team-person
24 systematic
23 forceful
23 self-promoting
23 serene
23 conventional
22 risk-taker
22 trusting
22 possessive
22 courteous
21 adventuresome
21 influential
21 complacent
21 careful
20 decisive
20 pleasant
20 inactive
20 restrained
19 inquisitive
19 sociable
19 relaxed
19 high standards
18 self-assured
18 generous
18 non-demonstrative
18 analytical
17 competitive
17 poised
17 deliberate
17 sensitive
16 quick
16 charming
16 amiable
16 mature
15 self-reliant
15 confident
15 stable
15 evasive
14 calculated risk-taker
14 convincing
14 mobile
14 "own person"
13 self-critical
13 observing
13 outgoing
13 self-righteous
12 unassuming
12 discriminating
12 alert
12 opinionated
11 self-effacing
11 reflective
11 eager
11 persistent
10 realistic
10 factual
10 critical
10 independent
9 weighs pros and cons
9 logical
9 discontented
9 rigid
8 meek
8 controlled
8 fidgety
8 firm
7 conservative
7 retiring
7 impetuous
7 stubborn
6 peaceful
6 suspicious
6 restless
6 arbitrary
5 mild
5 pessimistic
5 change-oriented
5 rebellious
4 quiet
4 aloof
4 fault-finding
4 defiant
3 unsure
3 withdrawn
3 spontaneous
3 obstinate
2 dependent
2 self-conscious
2 frustrated by status quo
2 tactless
1 modest
1 reticent
1 active
1 sarcastic
Ⅴ.Graph III – The Mirror (Perceived Self)
The Graph III is an amalgamation of the 1st and 2nd graphs, providing the most authentic depiction of an individual’s natural behavior. It combines how someone perceives they should behave in their current environment with their core behaviors derived from learned past responses. This graph reflects the person’s self-perception and represents their communication and behavior in the majority of situations.
1.The Mirror of you :CS
CS:
Personality traits:
Perfectionist Pattern(CS)
Perfectionists exhibit systematic and precise thinking, both in their personal lives and professional endeavors. Their conscientiousness drives them to excel in tasks that demand meticulous attention to detail and accuracy. These individuals thrive in well-defined work environments, seeking stability and predictability. They appreciate clear guidelines regarding work expectations, timeframes, and evaluation procedures.
However, Perfectionists can sometimes become entangled in the minutiae of decision-making. While they are capable of making significant choices, they may face criticism for the time they invest in gathering and analyzing information. Despite valuing input from their managers, Perfectionists take calculated risks when armed with factual data that allows them to draw informed conclusions.
In evaluating themselves and others, Perfectionists adhere to precise standards for achieving tangible results while following established procedures. Their unwavering commitment to quality significantly benefits the organization. However, they occasionally define their self-worth solely based on their accomplishments rather than their intrinsic value as individuals. Consequently, when receiving compliments, they may wonder about underlying motives. By graciously accepting sincere praise, Perfectionists can bolster their self-confidence.
Emotions: Demonstrates competence and exercises restraint and caution.
Goal: Strives for stability and predictable accomplishments.
Judges others by: Applies precise standards in assessment.
Influences others by: Pays meticulous attention to detail and prioritizes accuracy.
Value to the organization: Conscientiously maintains standards and ensures quality control.
Overuses: Relies excessively on established procedures and "fail-safe" controls, sometimes becoming overly dependent on past methods.
Under Pressure: Adopts a tactful and diplomatic approach.
Fears: Antagonism and the lack of recognition as an "expert."
Would increase effectiveness with more: Embracing role flexibility, fostering independence and interdependence, and cultivating self-worth.
Opportunities for Increased Effectiveness:
With Tasks: Be open to experimentation and take calculated risks for better results. Develop flexibility in roles.
With People: Surround yourself with individuals who see the bigger picture without getting bogged down in details. Strike a balance between working independently and collaborating with others.
Descriptive words: Analytical, patient, restrained, cautious, dispassionate, accurate, and conscientious.
Relating to others:
This rather passive style often finds it difficult to relate to other people, especially in unfamiliar settings, because they need to know exactly where they stand before they feel able to act. While they value friendships and strong relations with others, this factor is often disguised by an apparently aloof and reserved style. In order to interact effectively with others, this type will look to more direct and outgoing styles to initiate and take control of interpersonal issues.
Common abilities:
As the term 'Technical' suggests, the particular talents and skills of this type of person lie in the areas of complex systems and procedures. Their high Steadiness lends them patience and a degree of persistence, while their correspondingly high levels of Compliance bring an interest in order and precision to their behaviour. In combination, these factors reflect an individual with strong potential in broadly technical work. Because of their interest in quality and productivity, it is not unusual to find people of this kind who possess special skills or knowledge, especially in the 'technical' areas described.
Motivating factors:
1.A consequence of the patient, precise style of this type is a need for time to plan and execute their work to a standard with which they can feel satisfied. They will wish to work steadily at a project, and dislike interruptions or distractions from the task in hand. They will also seek certainty, and need to be sure that the work that they are doing conforms with the expectations of their colleagues and managers.
2.A more subtle aspect to this type's motivation is their enjoyment of positive relations with others. As we mentioned above, this fact is unlikely to be clear from their somewhat reserved and reticent demeanour, but they like to feel accepted by other people, and can be surprisingly open in style in a favourable environment of this kind.
2.Sub-traits: :
S/D-Patience
1.This style of person has little sense of urgency and a slow pace, which means that they are able to work in situations that others would find repetitive or dull. They are submissive in style, and ready to accept that there are some things they cannot change.
2.Patient individuals tend to have an open and optimistic attitude, especially to other people. They are not competitive in style, and prefer to avoid situations where they may come into conflict with others. This leads to a rather trusting approach; they like to develop warm and friendly relations with those around them, and will not usually look for ulterior motives.
3.The position of influence will affect the style of a Patient individual, affecting the level of overt Friendliness that that individual presents. Regardless of the Influence level, Patience always retains the same basic behavioural structure, but more Influential individuals will present a more open and outgoing aspect.
4.Where Patience occurs in a profile that also contains a high level of Compliance, then a more practical aspect to the sub-trait appears. In this situation, the profile shares Patience with Accuracy; the result is a behavioural style in which a person concentrates particularly carefully on the details of a task.
S/I-Thoughtfulness
1.Thoughtful individuals plan their words and actions carefully and never act on impulse. Deadlines and other time constraints are difficult for this type of person to deal with. Their advantage, however, is the reliability and steadiness they bring to their work.
2.As a sub-trait, the term thoughtfulness refers specifically to the fact that individuals with element in their profile tend to think, plan and consider more than most other types. In common use, "thoughtfulness" also often indicates someone who is considerate, or takes other people's feelings into account. Though this isn't part of the "technical" definition of the sub-trait, people with high Steadiness in their profile often display such considerate traits in their styles.
3.The specific form taken by thoughtfulness will often depend on the level of Compliance present in the profile under consideration. Where this is high, Thoughtfulness combines with Accuracy, leading to a disciplined, purposeful approach, where actions are carefully planned with caution and care.
4.Where the Compliance level is low, Thoughtfulness becomes a less focused sub-trait. In this case, it can often be used to reinforce a High-S's resistance to change or direct action: the person concerned will prefer to think and plan than act directly.
C/D-Co-operativeness
1.This is the classic "rule-oriented" sub-trait, relating to a person who need to be absolutely sure of their position and prefers to use established regulations and procedures as a framework to support their ideas. Co-operative people are so called because this aspect of their personal style extends to the need for practical support from managers, colleagues and friends, and so they seek to maintain positive working relationships with others.
2.Co-operativeness is sometimes mistaken for a social sub-trait, but this is not the case. People of this kind work co-operatively with others as part of a behavioural strategy: it allows them to avoid individual risk and distribute responsibility. (This is not to say that there will not be other social drives in the behaviour - whether or not these are present will depend largely on the levels of Influence and Steadiness present in the profile).
3.Regardless of their motivations, though, Co-operative styles tend to be good team-workers. They are able to focus on the good of the group as a whole rather than on their own specific needs, and the organised, structured style that commonly accompanies this sub-trait can also be a strength in a group situation.
C/I-Accuracy
1.The sub-trait of Accuracy is found in DISC profiles with high Compliance and low Influence. The greater the difference between these two factors, the more Accurate the individual in question. The opposite sub-trait of Accuracy, where Influence is higher than Compliance, is Self-confidence.
2.This sub-trait is also sometimes referred to as "Caution". The type of person to whom it refers hates to make mistakes - they check and recheck their work, and are prone to correct errors in other people, whether or not they have been asked to do so. This need for certainty means that they will never take a risk unless absolutely necessary. They are also cautious in communication, rarely revealing more about themselves than a bare minimum.
3.Accuracy is a classic introverted sub-trait: those who possess it are highly analytical and relatively uncommunicative. Because of their analytical style, people of this kind will often hold back from action, rather than risk negative results. They prefer the predictable and systematic. This can lead to their being seen by more active types as rather dour and uninspired. In fact, Accurate styles are quite as capable of original thought and inventiveness as any other style, but they are typically reluctant to act on their ideas, or communicate them to others unless encouraged to do so.
4. Accuracy takes a unique form in profiles showing high Compliance in conjunction with high Dominance. In this case, the analytical and rather inexpressive element of the sub-trait is combined with a more demanding and assertive element. The demand for precision and unwillingness to take unnecessary risks associated with Accuracy are maintained, but the High-DC also has the assertiveness to demand these traits from those around them.
Ⅵ.Word Sketch-Graph III
Each of us possesses a unique set of strengths that adds value to our individuality. We appreciate recognition for these strengths and strive to be effective in our environment. However, any strength, when overused or applied inappropriately, can be perceived as a weakness. Let's examine the highlighted adjectives in the four columns below, which describe High, Medium, and Low behavior for each dimension. Understanding your Intensity Index can enhance your awareness of potential strengths and weaknesses.
DiSC is an observable "needs-motivated" instrument based on the premise that emotions and behaviors are neither inherently "good" nor "bad." Instead, behaviors reveal the underlying needs that drive them. By accurately observing actions, we gain insights into likely motivators and needs.
This chart illustrates your Graph III as a "Mirror." Utilize it alongside examples to explain why you engage in certain behaviors and what holds significance for you in relation to the (D)ominance of Problems, (I)nfluence of People, (S)teadiness of Pace, or (C)onscientiousness of Procedures. Delve into the specific needs that motivate you within each area of FOCUS. If your DISC intensity scores are at levels 1 and 8, your emotions and needs contrast with those at Levels 20 and 28 in that particular domain.
D
I
S
C
DiSC Focus:
Problems/Tasks
DiSC Focus:
People
DiSC Focus:
Pace(or Environment)
DiSC Focus:
Procedures
Needs:
Challenges to solove,Authority
Needs:
Social relationships,
Friendly environment
Needs:
Systems,Teams,Stable environment
Needs:
Rules to follow,Data to analyze
Observable:
Decisive,risk-taker
Observable:
Optimistic,Trust others
Observable:
Patience,Stabilizer
Observable:
Cautious,Careful decisions
Fears:
being taken advantage of.
/lack of control
Fears:
being left out,loss of social approval
Fears:
sudden change.
/loss of stability and security
Fears:
being criticized.
/loss of accuracy and quality
D
I
S
C
28 egocentric
28 enthusiastic
28 passive
28 perfectionist
27 direct
27 gregarious
27 patient
27 accurate
26 daring
26 persuasive
26 loyal
26 fact-finder
25 domineering
25 impulsive
25 predictable
25 diplomatic
24 demanding
24 emotional
24 team-person
24 systematic
23 forceful
23 self-promoting
23 serene
23 conventional
22 risk-taker
22 trusting
22 possessive
22 courteous
21 adventuresome
21 influential
21 complacent
21 careful
20 decisive
20 pleasant
20 inactive
20 restrained
19 inquisitive
19 sociable
19 relaxed
19 high standards
18 self-assured
18 generous
18 non-demonstrative
18 analytical
17 competitive
17 poised
17 deliberate
17 sensitive
16 quick
16 charming
16 amiable
16 mature
15 self-reliant
15 confident
15 stable
15 evasive
14 calculated risk-taker
14 convincing
14 mobile
14 "own person"
13 self-critical
13 observing
13 outgoing
13 self-righteous
12 unassuming
12 discriminating
12 alert
12 opinionated
11 self-effacing
11 reflective
11 eager
11 persistent
10 realistic
10 factual
10 critical
10 independent
9 weighs pros and cons
9 logical
9 discontented
9 rigid
8 meek
8 controlled
8 fidgety
8 firm
7 conservative
7 retiring
7 impetuous
7 stubborn
6 peaceful
6 suspicious
6 restless
6 arbitrary
5 mild
5 pessimistic
5 change-oriented
5 rebellious
4 quiet
4 aloof
4 fault-finding
4 defiant
3 unsure
3 withdrawn
3 spontaneous
3 obstinate
2 dependent
2 self-conscious
2 frustrated by status quo
2 tactless
1 modest
1 reticent
1 active
1 sarcastic
D:
8 meek
You may often be viewed as a nonthreatening or amiable colleague, increasing the odds that you will not get caught up in power struggles of personal conflicts. The downside is that your ideas may get the respect that they deserve.
9 weighs pros and cons
Careful deliberation can produce stellar results. By measuring benefits against their potential costs, you may often pick the best option. But using this skill to excess can lead to indecision and anxiety.
10 realistic
When you keep your feet firmly planted on the ground, you often filter out impractical ideas or bizarre suggestions, thus eliminating wasted effort. However, being too pragmatic can provoke mediocrity or uninspired work.
11 self-effacing
Somewhat reserved and low-key in your manner, you may sometimes employ wit to alleviate tension when you are working with others. Being too laid-back has its drawbacks, though. It can cause others to not take you seriously and cost you respect among your colleagues.
12 unassuming
Usually modest about your abilities, you're not one to call attention to yourself or seek recognition for your accomplishments. This is a quality that others may appreciate when working with you because you're not "high maintenance." However, it's important to speak up every now and then to let others know what you need to be effective.
13 self-critical
This means that introspection often comes easily for you, and you're not afraid to examine your flaws and shortcomings. Such analysis can yield helpful insights that benefit you and your organization. Take care, however, that you do not become overly critical of yourself and cease to participate, or worse yet, project your condemnation onto others.
14 calculated risk-taker
Wild speculation is usually not for you. In taking calculated risks, you can help prevent disasters and minimize losses; however, the downside is that this tendency can stifle creativity and limit growth.
I:
4 aloof
You're likely an individualist at heart and prefer to do things your way without interference from others. Your ability to work independently is an asset in today's flatter organizations, but it's still necessary to work with others toward common goals. If you are too independent, you run the risk of being perceived as unfriendly and uncooperative by those trying to work with you.
5 pessimistic
You're commonly referred to as a realist, which in today's world doesn't necessarily equate with being positive. You tend to act from past experience in pragmatic and sensible ways. This can be helpful when working with unrealistic individuals. Just be careful not to come on too strong when offering advice to others because you could be perceived as relentlessly negative.
6 suspicious
You may often be skeptical of quick fixes or hype, and you may also check things out before taking action or making major decisions. Such thoroughness makes you valuable to any quality-centered organization. But taken to an extreme, this trait can cause you to become distrustful of others' motives, thereby thwarting the progress of the group.
7 retiring
Typically modest and unassuming, you're apt to shy away from attention, conflict, and power struggles. Preferring to work quietly behind the scenes, you're not one to cause friction. However, it's important to take a firm stand occasionally on those issues about which you are passionate, so that others do not trample your feelings.
8 controlled
Typically this means that you are self-disciplined and know how to act in most situations. In other words, you're not one to be laughed at. In being too reserved, though, you may miss out on new experiences that can broaden and enrich your life.
9 logical
Because of your common sense and ability to reason, others may look to you to help them settle a dispute or arrive at the best solution to a problem. If logic is used all the time, however, it can limit a team that is striving toward new or unproven ways of doing something.
10 factual
Straightforward and no-nonsense are words that likely describe you. Being factual is a quality that your colleagues appreciate. Especially if their ideas are sometimes lofty or unsubstantiated. This trait can be overused, though, and you run the risk of being perceived as a know-it-all or a wet blanket.
S:
20 inactive
You may often work at a steady pace and refrain from energetic displays or enthusiastic outbursts. This is beneficial when a methodical approach ensures an efficient solution. However, if you stay on the sidelines when direct action is necessary, you may jeopardize quality.
21 complacent
This means that you often display an even-tempered satisfaction, which makes you a content and affable colleague. The downside is that you run the risk of appearing bored or unengaged.
22 possessive
Taking command of key projects may come naturally for you, and this sense of ownership and accountability can be a valuable asset in a team setting. But if taken too far, your desire to keep pet projects for yourself can alienate others.
23 serene
Embracing a tranquil mood when problems arise can keep projects on track and conflicts in check. Still, an overly laid back approach can create lax leadership or poor follow-through.
24 team-person
You may often perform your best work or develop your greatest ideas while collaborating with others. On the other hand, relying too heavily on the team can weigh you down when independent initiative is required.
25 predictable
This trait is a strength when you use it to establish an efficient system or routine in your job. Others often appreciate consistency in their co-workers. This becomes a weakness if you adhere to the status quo so strictly that you banish any creativity of fresh though.
26 loyal
The courage to stand behind a team or concept is invaluable. Being devoted to a cause or organization means that you may weather turbulent events that would panic others. Unflinching loyalty can backfire, however, if it blinds you to unpleasant truths that need to be acknowledged.
C:
22 courteous
The words "please" and "thank you" may be instinctive to you. Because basic decency and respect go a long way, such an approach is bound to help form a satisfying environment. But be aware that too much formality may strike others as pandering or insincere flattery.
23 conventional
By producing stable and predictable results, you may keep projects focused. Employing this quality in excess, however, may lead to uninspired or bland work.
24 systematic
Making sure that everything gets done correctly and on time is often imperative for you. This flair for organization benefits you and your colleagues. The downside is that you may allow little time for spontaneity or innovative ideas.
25 diplomatic
You may often communicate well with others and favor a nonthreatening tone. This helps an organization run smoothly and creates an atmosphere of trust. The risk, however, is that you may not be straightforward enough when the situation demands it.
26 fact-finder
This trait is a strength when you use it to gather key information and identify factors that are necessary to a project's success. It becomes a weakness if you dismiss all subtleties and intuitions in favor of "just the facts."
27 accurate
Using this skill to its fullest requires eliminating both minor and critical flaws. You may often catch mistakes that no one else notices. However, if you rely too much on your own accuracy, your colleagues may grow lax and become dependent on you.
28 perfectionist
This means that producing high-quality work may be a top priority for you. The attention to detail and accuracy that you display is often impressive. But you may want to watch for overattention to tiny inaccuracies or insignificant factors, which can lead to diminishing returns or thwart progress.
Ⅶ.Compressed profiles
NO,NOT Compressed profiles!
Ⅷ.Examination of psychological stress
In the field of psychology, stress refers to the experience of emotional strain and pressure. Stress manifests as a form of psychological discomfort. While small amounts of stress can be desired, beneficial, and even healthy—enhancing athletic performance and contributing to motivation, adaptation, and environmental responsiveness—excessive stress may result in physical harm. Conditions such as strokes, heart attacks, ulcers, and mental illnesses (including depression) can be exacerbated by high stress levels.
Stress can originate externally, often tied to environmental factors. However, it can also arise from internal perceptions, leading an individual to feel anxiety or other negative emotions related to situations such as pressure or discomfort, which they then label as stressful.
Your capacity for self-adjustment in response to psychological stress: 2%
The more adept one is at adapting, the stronger their resilience to stress becomes. However, concurrently, they may exhibit relatively lower sensitivity to their own internal changes.
Psychological stress of you: :
Decrease,
Change in quantity.
D:
2
4
Increase,
Change in quantity.
I:
2
18
Decrease,
Change in quality.
S:
2
35
Decrease,
Change in quality.
C:
2
35
Examination of the sub-item "stress" :
If the psychoanalysis chart above does not display any item where red completely covers green, congratulations! Your adaptability has enabled you to overcome all pressure.
However, if the psychoanalysis chart reveals a single item with red entirely covering the green, it's essential to address your stress. While you may handle the individual pressure of quantitative change, be particularly mindful of the individual pressure related to qualitative change.
Stress can arise from the following factors:
1. An increase in "D" indicates pressure stemming from a competitive work environment. Conversely, a decrease in "D" suggests you are facing fewer challenges and less competition.
About you (D):
Decrease,
Change in quantity. Your DiSC style exhibits low dominance (D), characterized by a preference for indirectness, flexibility, and a collaborative approach. However, due to the situational context, you may find yourself gravitating toward the high dominance (D) style, which can lead to stress.
Dominance (D) has not changed significantly!
Regrettably, your adaptability did not suffice to alleviate this stress. It is imperative to reassess the situation and proactively elevate the expectations associated with the high dominance (D) traits—directness, firmness, strong-willed behavior, and a results-oriented approach.
2.An increase in "I" suggests that you may feel less comfortable interacting with others. Conversely, a decrease in "I" indicates that you don’t experience close contact with others.
About you (I):
Increase,
Change in quantity. Your DiSC style exhibits low Inducement (I), characterized by a preference for indirectness, flexibility, and a collaborative approach. However, due to the situational context, you may find yourself gravitating toward the high Inducement (I) style, which can lead to stress.
Congratulations! You have successfully demonstrated the low Inducement (I) DiSC style!
Regrettably, your adaptability did not suffice to alleviate this stress. It is imperative to reassess the situation and proactively elevate the expectations associated with the high Inducement (I) traits—outgoing, enthusiastic, optimistic, high-spirited, and lively demeanor.
3.An increase in "S" suggests that you may feel impatient with a rigid work environment. Conversely, a decrease in "S" indicates that you need to adapt to a rapidly evolving environment.
About you (S):
Decrease,
Change in quality. Your DiSC style exhibits high Submission (S), characterized by even-temperedness, accommodation, patience, humility, and tactfulness. However, due to the situational context, you may find yourself gravitating toward the low Submission (S) style, which can lead to stress.
Congratulations! You have successfully demonstrated the high Submission (S) DiSC style!
Regrettably, your adaptability did not suffice to alleviate this stress. It is imperative to reassess the situation and proactively elevate the expectations associated with the high Submission (S) traits—even-temperedness, accommodation, patience, humility.
4.An increase in "C" suggests that your stress may stem from a tightly controlled and regulated work environment. Conversely, a decrease in "C" indicates that you are currently working without sufficient support.
About you (C):
Decrease,
Change in quality. Your DiSC style exhibits high Compliance (C), characterized by analytical thinking, reserve, precision, privacy, and systematic approaches. However, due to the situational context, you may find yourself gravitating toward the low Compliance (C) style, which can lead to stress.
Congratulations! You have successfully demonstrated the high Compliance (C) DiSC style!
Regrettably, your adaptability did not suffice to alleviate this stress. It is imperative to reassess the situation and proactively elevate the expectations associated with the high Compliance (C) traits—analytical thinking, reserve, precision, privacy, and systematic approaches.
Extreme situation:
Under conditions of extreme relaxation (such as a lack of discipline) or when faced with challenging adjustments to work pressure, individuals may exhibit the following disadvantaged behaviors:
1. Adapting to those in authority and thinking with the group: In this scenario, they tend to give in and avoid revealing their true opinions.
2. Becoming worrisome and overwhelming others with logic: Their rigidity remains a characteristic.
The overall stress may primarily stem from:
1. Bearing excessive workload alone: Taking on too much without delegating.
2. Making major decisions independently: The weight of significant choices.
3. Handling novel tasks: Facing unfamiliar challenges.
4. Work schedule pressure: Feeling overwhelmed and unable to follow plans.
5. Adapting to sudden policy changes: Swift adjustments required.
6. Balancing work and personal life: Juggling family responsibilities.
7. Navigating conflict or complex situations: High-pressure scenarios.
8. Fast-paced work environment: Keeping up with rapid demands.
9. Fear of offending others: Hesitance to assert opinions.
10. Public speaking: Addressing an audience.
Secondary sources of stress may include:
1. Being questioned and misunderstood: Feeling challenged or misinterpreted.
2. Insufficient data for decision-making: Lack of information affecting choices.
3. Challenges to daily operations: Scrutiny of established processes.
4. Unclear principles, regulations, and policies: Ambiguity in guidelines.
5. Active engagement with others: Necessity to interact with people.
6. Uncontrollable environment: External factors impacting work.
7. Awareness of others' mistakes: Noticing errors made by colleagues.
Ⅸ.Ease Your Stress
1.Schedule "One-on-One" Time:
- "S" styles value stability and routine. Although managing routines might be challenging at the moment, sticking to a schedule can provide stability and a sense of normalcy. Additionally, reconnect with co-workers you haven't seen lately. Arrange one-on-one projects with friends or colleagues to ease back into your comfort zone. And when was the last time you received or wrote a heartfelt handwritten letter? Grab some stationery and a pen, and send a thoughtful note via good old-fashioned snail mail.
2.Get Organized:
- "C" styles are detail-oriented and conscientious. Do you have older PowerPoint or Excel spreadsheets that could benefit from reformatting? Now is the ideal time to tackle them. "C" styles are comfortable working independently, whether at home or in the office. They remain focused on their goals and strive for fulfillment. Consider organizing your closet—upgrade it with a new storage shelf, matching cube bins, and color-coded t-shirts. Completing these tasks will leave the "C" style feeling better than ever.
Ⅹ.Team Leadership Styles
The team member who assumes the leadership role exerts both direct and indirect influence on the entire team. The direct impact is typically evident and straightforward to recognize—it encompasses the instructions issued by the leader or the policies they implement. Equally significant, albeit less straightforward to discern, are the leader's indirect effects on the team. These arise not directly from the leader's actions but rather from their individual behavioral style in executing those actions.
High
C
The Thinker, which characterizes styles demonstrating high Compliance, embodies a leadership approach centered around planning and structure. As we've observed, individuals with strong Compliance tendencies often seek to assert authority through procedural frameworks and organizational systems. This inclination stems primarily from their need for certainty—they aspire to comprehend the team's day-to-day operations in as much detail as possible.
High
S
The Supporter, a style rooted in high Steadiness, perceives themselves as offering a service to the team members rather than acting as a directive force. While they fully grasp their leadership responsibilities, they consistently strive to build rapport with team members. They provide support when necessary and actively seek reciprocal support from their team.Your leadership approach will typically display two aspects, often switching between these two styles according to the demands of a situation.
.. .Postscript
As you review your report, please remember that no dimension or pattern in DiSC Classic is inherently superior or inferior to another. There are no absolute right or wrong answers. Instead, the report reflects your unique responses within your environment.
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