GREGORY is an extremely task-oriented person who is sensitive to problems. He cares more about the task at hand than the people that are around him and how their feelings. GREGORY is very determined and has an approach to thinking that allows for effective problem solving. Because of his driven nature and desire for tangible results, GREGORY may come across as unfeeling or even cool and distant. He makes decisions based on facts, not on emotions. GREGORY tends to be quiet and does not trust easily.
As a Designer, GREGORY has a high intellect and is very analytical. He expects techniques used to be fact-based and rejects "quick fixes". GREGORY will adhere to commitments, and expects the same of others. He is competitive by nature and will use facts to help him win. Quality is extremely important, and he feels that if a job is not done right, it should not be done at all. Accuracy and precision are imperative in his work, and high standards are maintained in GREGORY's personal life as well.
Because GREGORY feels that he is the only one that can do a job right, he will sometimes get bogged down and not allow others to help. He wants all the facts and will work hard to get them. Reserved by nature, GREGORY needs to be sensitive to the needs of those around him. While GREGORY feels that he is the only one to do a job correctly, others may see him as not being able to make decisions. This is because GREGORY takes extensive time and efforts to make sure he does it right.
Your C and D plotted above the midline, your style is identified by the keyword "Designer".
General Characteristics
· Analytical; Methodical· High Ego Strength· Problem Solver; Capable Doer· Extremely task oriented
Value To Team
· Bottom-line organizer· Analytical capabilities· Not afraid to make unpopular decisions; decisive· Get results efficiently
Possible Weaknesses
· Provides too much information to others· Cool and distant· Weak interpersonal skills· Need to control
Greatest Fear
· Others criticizing and challenging their methods
Motivated by
· Work and project completion· Power and authority to design and implement solutions· Not having to needlessly socialize or play politics· Being provided the necessary tools to achieve success
My Ideal Environment
· Being able to design and refine· Challenging tasks and activities· Projects that produce tangible results· Recognition for my analytical abilities· Personal evaluation based on my results, not my methods
Remember, a Designer may want:
· Authority, assignments promoting growth, "bottom line" approach, opportunities for advancement, ability to work alone
When communicating with a Designer, DO:
· Be brief, direct, and to the point· Ask "what" and "why" 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· Alone time alone· Recognize their high quality work
When communicating with a Designer, DON'T:
· Ramble· Repeat yourself· Focus on problems· Be too sociable· Make generalizations· Make statements without support
While analyzing information, a Designer may:
· Want to do it alone without consulting others· Neglect the human factor; decisions are based on facts· Not consider others' opinions· Offer innovative and progressive systems and ideas
Designers possess these positive characteristics in teams:
· Instinctive leaders· Autocratic managers who are great in crisis· Self-reliant· Innovative in getting results· Maintain focus on goals· Specific and direct· Overcome obstacles· Provide direction and leadership· Will test their concepts before proceeding· Willing to speak out· Production of high quality work· Welcome challenges without fear· Maintains deadlines well· Natural director of events· Function well with heavy workloads
Personal Growth Areas for Designers:
· 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
This next section uses adjectives to describe where your DISC styles are approximately plotted on your graph. These descriptive words correlate as a rough approximation to the values of your graph. (For exact adjectives that relate to your graph, see the IML Introduction to Behavioral Analysis Certification Guide pgs. 20-21)
D – Measures how decisive, authoritative and direct you typically are. Words that may describe the intensity of your “D” are:
FORCEFUL Full of force; powerful; vigorousRISK TAKER Willing to take chances; hazardous in actionsADVENTURESOME Exciting or dangerous undertakingDECISIVE Settles a dispute, answers questionsINQUISITIVE Inclined to ask many questions; curious
I - Measures how talkative, persuasive, and interactive you typically are. Words that may describe the intensity of your “I” are:
WITHDRAWN Retreating within oneself; shy; reserved; abstractRETICENT Silent or uncommunicative; disinclined to speak; reserved
S – Measures your desire for security, peace and your ability to be a team player. Words that may describe the intensity of your “S” are:
RESTLESS Inability to rest or relax; uneasy; not quietCHANGE-ORIENTED Desire to alter; likes varietySPONTANEOUS Acting in accordance with a natural feeling without constraintACTIVE Characterized by much action or emotion; busy; quick
C – Measures your desire for structure, organization and details. Words that may describe the intensity of your “C” are:
PERFECTIONIST One who strives for complete, flawless accuracyACCURATE Careful and exact; free from errorsFACT-FINDER A searcher for truth; realityDIPLOMATIC TactfulSYSTEMATIC According to a system; orderly
How you Communicate with Others
We have just reviewed the dos and don'ts of communication with your specific style. After reviewing this section of the report, you may now feel, "Yes, this is what I would like. This is how I wish people would treat me and work together to give me the information that is important to me." Equally important is that you now see that THE WAY SOMETHING is said can be as important to what is said. And unfortunately, we all have a tendency to communicate the same way that we like to hear something, instead of the way we need to verbalize.
Your style is predominately a "C" style, which means that you prefer receiving information that gives you enough details to make an informed decision. But, when transferring that same information to a client or co-worker, you may need to translate that into giving them just the end results, or even telling them in a manner that is more experiential and less detail oriented. More detail may not necessarily be better when communicating to some other personality styles.
This next section of the report deals with how your style communicates with the other three dominant styles. Certain styles have a natural tendency to communicate well, while certain other styles seem to be speaking different languages all together. Since you are already adept at speaking your "native" language, we will examine how to best communicate and relate to the other three dominant languages people will be using.
This next section is particularly useful for a dominant "C" style as you may have the tendency to give many facts and details, while others are making decisions based more on their "gut" reaction, or on one or two of the most important details.
Your Behavioral Style
A "C" and a "D" must be careful not become too detail oriented or too demanding, respectively. However, a "C" provides the detail attention the "D" needs, but must remember to answer based on what the end result will be rather than talk about the process.
The "C" and the "I" work well together as their strengths tend to complement one another. In relationships there can sometimes be conflicts as the "C" is more detail oriented and has less of a need to be constantly involved in new or changing social environments.
The "C" and the "S" complement each other and work well together, as each style prefers to work at a pace that provides for accuracy. Also, both styles like to work on something together until completion, while the "I" and the "D" have a tendency to multitask rather than focus on one area until completion.
Two "C"s work well together and also are compatible socially as both will want to make decisions and choices based on careful selection.
How the "C" Can Enhance Interaction With Each Style
C with D
C's tend to view High D's as argumentative, dictatorial, arrogant, pushy and impetuous. Your tendency will be to become defensive, and refer to an external authority to deflect the D's demands. If you are not careful, there will be tension in the relationship. You'll focus on details while the D sees only the "big picture".
Relationship Tip:
Develop direct communication and learn to deal with issues in a straightforward manner. Negotiate commitments and goals on an equal basis. Use summary data in communication.
C with I
You will tend to view the High I as egotistical, superficial, overly optimistic, glib, overly self-assured and inattentive. You may view I's as overbearing, and appeal to external authority to deflect their demands, too. You'll tend to point out possible dangers and problems; and will insist on providing facts and details; but don't overwhelm the I with data.
Relationship Tip:
Be friendly and complimentary, I's truly desire relationships and are not as superficial as you believe them to be. Listen to their ideas and applaud their accomplishments.
C with S
C's will tend to view S's as impassive, apathetic, too accepting, lenient, possessive, complacent and nonchalant. You will agree with S's on the importance of cooperation and the need for caution in the face of risk, especially when making decisions; but you'll likely feel that the S is not precise enough.
Relationship Tip:
S's appreciate a relaxed, slowly developing relationship, but they will focus more on the personal aspects than you will. Allow yourself to appreciate personal details. Also, show appreciation for tasks that are well done by praising them, not the accomplishment.
C with C
You will most likely view other C's as perfectionists who are accurate, thorough, systematic and agreeable. Since you both favor attention to detail, you will work well together. When working with another C, you will each tend to cooperate and develop extensive control systems for projects. High C's often allow their concern for being correct override their concern for meeting deadlines; and two C's will frequently compete to see who is "more correct".
Relationship Tip:
Be natural and go at a slow pace; talk about facts and details. Be certain to remove any apparent threats to your relationship. Plan carefully and be well prepared for meetings with one another. Accept and encourage one another's doubts and questions. Be certain that you give each other ample time to consider data before asking for decisions.
Communication Tips Worksheet:
Changes in your graphs indicate your coping methods The human personality is profoundly influenced by changes in our environment. Typically, people change significantly from graph one to graph two as a result of stressors or environmental changes. Recognizing the differences or changes between these two graphs (our public self, our private self) helps us and others understand our instinctive coping mechanism and indicates how to better adapt in the future.
Instructions: Each of your graphs illuminates different aspects of your personality. A closer look at those changes reveals valuable insight. Please refer to your first two graphs and, if necessary, reference data throughout your profile. Compare the D, I, S, and C points on graphs one and two. Answer the following questions with a checkmark in the appropriate space. Finally, read the analysis of your answer and consider how your environment affects your decisions, motivations, actions and verbal messages.