Empowering OFW's to Invest and Prosper
DISC ASSESSMENT TOOL
What does DiSC measure?
Everything DiSC assessments measure a few important personality traits. The vertical dimension goes from fast-paced and outspoken to more cautious and reflective. The horizontal dimension goes from questioning and skeptical to accepting and warm. These measurements can tell us a great deal about our preferences and tendencies.
DISC ASSESSMENT LINK:
#1 Dealing with DOMINANCE (RESULTS)
-direct, strong-willed, and forceful (fast-paced and skeptical)
-These eople tend to be fast-paced and outspoken.
-They also display questioning and skeptical traits.
-You’ll notice they acted assertively, making quick decisions, and speaking candidly.
-D-types profile is results-driven.
-Achievements count and not how to get there.
-Dominance types are bottom-line-driven.
-Their communication style is direct.
When you are a DOMINANCE leader:
-Set and control targets.
-Trust and delegate whenever possible.
When you lead DOMINANCE employees:
-Set challenging targets.
-Don't micro-manage.
#2 Dealing with INFLUENCE (ENTHUSIASM)
-sociable, talkative, and lively (fast-paced and accepting)
-You can often recognize I-Style people by their outgoing energy, optimism, warmth, and gift of gab.
-They seek new experiences rather than routine, and care a great deal about their relationships with others.
-I-types need attention and recognition.
-Their enthusiasm can motivate others to follow their lead.
-journey is more important than results to I-types as the goal.
-Success is a very strong motivator, conflict and failure a very strong demotivator to I-types.
When you are an INFLUENCE leader:
-Communicate and coordinate.
-Build relationships and be the bridge into adjacent teams.
-Delegate the last 10% of initiatives you have started to others.
When leading INFLUENCE employees:
-Generously share information with them.
-Let them express thoughts and feelings.
-Assign tasks that require strong communication and little precision.
#3 Dealing with STEADINESS (SUPPORT)
-gentle, accommodating, and soft-hearted (cautious and accepting)
-S-types people tend to be more reflective than outspoken.
-They are warm, sincere, and accepting personalities.
-If you want someone to listen patiently to you, this might be the person you go to.
-S-types are nice people and generally likable.
-They are strong in empathy and make sure that everybody in the team feels welcome and gets a voice.
-They prefer to shoulder more tasks than possible just to avoid challenging their team members.
-Because of their people-focus and their empathy S-types can become very good leaders (maybe the best) if they can overcome their weakness.
When you are a STEADINESS leader:
-Listen actively and make people feel appreciated.
-Be aware that not everybody wants to share feelings.
-Dig deep into the personal targets of your team and help to achieve these.
When leading STEADINESS employees:
-Slow down and listen. Don't be aggressive or impatient.
-When assigning tasks, discuss possible approaches in detail.
#4 Dealing with COMPLIANCE (ACCURACY)
-private, analytical, and logical (cautious and skeptical)
-C-Style people value high standards, careful analysis, and diplomacy.
-They excel at bringing an objective lens to various situations, and care about demonstrating their competency.
-C-Types love details.
-Hitting a deadline is an issue and deadlines are seen as unjust obstacles to perfection.
-The chance of acquiring new knowledge is what gets them out of bed in the morning.
-Their communication style is formal, logical, and can they take some time to get to the point.
When you are an COMPLIANCE leader:
-Lead from the background.
-Work with milestones and deadlines (also for yourself).
When you lead COMPLIANCE employees:
-Assign tasks that require deep know-how and precision.
-Give enough time to make decisions.
-Use action plans, checklists, and milestones to keep on track.