Person analyzedExtended DISC Personal Analysis                                             Tabor, Jeffrey                 ...
Extended DISC Personal Analysis                              Tabor, Jeffrey Narrative Page                                ...
Extended DISC Personal Analysis                              Tabor, Jeffrey Motivators and De-Motivators                  ...
Extended DISC Personal Analysis                               Tabor, Jeffrey Strengths and Reactions to Pressure          ...
Extended DISC Personal Analysis                     Tabor, JeffreyBehavioral Competencies                             Moun...
Extended DISC Personal Analysis                           Tabor, Jeffrey Development Areas                                ...
Extended DISC Personal Analysis                     Tabor, Jeffrey Leadership Style Assessment                         Mou...
Extended DISC Personal Analysis                           Tabor, Jeffrey Leadership Development Areas                     ...
Extended DISC Personal Analysis                   Tabor, JeffreyTeam Member Assessment                            Mountain...
Extended DISC Personal Analysis                           Tabor, Jeffrey Team Member Development Areas                    ...
Extended DISC Personal Analysis                                                                                           ...
Person analyzedExtended DISC Personal Analysis                                                       Tabor, Jeffrey       ...
Extended DISC Personal Analysis                           Tabor, Jeffrey Relationship Roles                               ...
Extended DISC Personal Analysis                              Tabor, Jeffrey Reading Instructions                          ...
Extended DISC Personal Analysis                                   Tabor, Jeffrey Reading Instructions                     ...
Extended DISC Personal Analysis                            Tabor, Jeffrey Reading Instructions                            ...
Extended DISC Personal Analysis                              Tabor, Jeffrey Reading Instructions                          ...
Extended DISC Personal Analysis                            Tabor, Jeffrey Reading Instructions                            ...
Extended DISC Personal Analysis                           Tabor, Jeffrey Reading Instructions                             ...
Extended DISC Personal Analysis                               Tabor, Jeffrey Reading Instructions                         ...
Extended DISC Personal Analysis                             Tabor, Jeffrey Reading Instructions                           ...
Extended DISC Personal Analysis                         Tabor, Jeffrey Reading Instructions                               ...
Extended DISC Personal Analysis                                Tabor, Jeffrey Reading Instructions                        ...
Extended DISC Personal Analysis                               Tabor, Jeffrey Reading Instructions                         ...
Extended DISC Personal Analysis                             Tabor, Jeffrey Reading Instructions                           ...
Extended DISC Personal Analysis                               Tabor, Jeffrey Reading Instructions                         ...
Person analyzed Extended DISC Personal Analysis                                                 Tabor, Jeffrey            ...
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Jeffrey Tabor Disc Assessment

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Jeffrey Tabor Disc Assessment

  1. 1. Person analyzedExtended DISC Personal Analysis Tabor, Jeffrey Organization DateREPORT Mountain State Univ… 08.05.2011 This analysis is based on the responses given in the Extended DISC Personal Analysis Questionnaire. This analysis should not be the sole criterion for making decisions about oneself. The purpose of this analysis is to provide supporting information to the respondent in self-development. This analysis is prepared by Extended DISC International and it is protected by Copyright. Licensed to: Extended DISC International
  2. 2. Extended DISC Personal Analysis Tabor, Jeffrey Narrative Page Mountain State University 08.05.2011This page is a description of how this style of person is typically seen by others. Read the text as such and useit to develop an overall picture. In evaluating specific sentences, it is important to consider a persons consciousability to adapt behavior. In other words, while the text describes the typical behavior for individuals with this style, aperson certainly can modify behavior to fit the needs of a particular situation or individual(s). Also, you may havealready addressed the development areas by learning new skills.Attributes:Extroverted, sociable, social, active, alert, idea generator, purposeful, ambitious, seeks newcontacts, exact, follows instructions, inspiring.Motivators:Jeffrey is motivated by opportunities to work with people in a variety of situations. He likes toinspire people and enjoys being popular. He wants to proceed independently in his work but doesnot mind if he is instructed.Tries to Avoid:This person tries to avoid too small units when Jeffrey cannot motivate himself enough with thehelp of a strong atmosphere or good client relationships. In a bigger unit, he has more chancesto communicate with different people. Jeffrey tries to avoid tasks which are repetitive or demandaccuracy because in the long term he becomes careless and makes small mistakes.Ideal Supervisor:This person needs a encouraging and extroverted supervisor who can say things in a positiveway and see the best sides in everything. The supervisor must be able to control this personsstrong emotional attitude. The supervisor must also keep him motivated in his work by providingnew and different projects, etc.Communication Style:He has no problem approaching people and discussing any subject. As he is a strongly emotionalperson, he may have difficulty hiding his bad mood even when he wants to. He is able to sell ifreminded of the importance of the final results.Decision-making:Basically he is good at making decisions. He is not very traditional, so can create new ideas.Sometimes he may hesitate and change his decision as he faces a conflict between wanting tomake quick and at the same time the best (most correct) decisions. Complicated or unpleasantdecisions that concern people demand more time to ponder. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -2-
  3. 3. Extended DISC Personal Analysis Tabor, Jeffrey Motivators and De-Motivators Mountain State University 08.05.2011 Motivators - Comfort AreasThese items usually motivate this style of person. The individual is likely to respond positively if the level of theseitems is increased in his/her work environment. A possibility to get enthusiastic easily People who are in a good mood Assignments that need quick reaction Positive work environment Changing situations Inspirational encouragement Generating new ideas and starting new things Varying assignments Lots of time with people The organizations support in tough situations Lots of different communications More talk than listening Situations that Reduce MotivationThese are items that this style of person typically does not like very much. Their effect on the individuals motivationwill be negative if the level of these items is increased in the work environment. Argumentative solutions and situations Losing openness Boredom Too tough people Routines Complete unawareness of the situation People depressing others by pessimism Bureaucrats slowing things down Having to repeat the same message People who dont get excited over his thing Unreasonable risk-taking Making decisions that complicate things for others © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -3-
  4. 4. Extended DISC Personal Analysis Tabor, Jeffrey Strengths and Reactions to Pressure Mountain State University 08.05.2011 StrengthsThe behavioral skills listed in this section are this persons clear natural strengths. It is possible that they are notexceptional skills, but are very natural for him/her. Increasing these items in the present work environment isrecommended. Looks for and finds new ideas alone Has multi-faceted thoughts Can sell his ideas Is not the first one to say "No!" Doesnt remain in one place Gets excited over challenging things Can portray his idea in an inspiring way Takes care of many things Is not afraid of meeting people Talks a lot to people Knows how to influence peoples feelings Knows the rules and instructions Reactions to Pressure SituationsThese are not a description of this persons weaknesses or present behavior. They are items that the person shouldbe cautious about since if he/she gets overly enthusiastic or stressed these weaknesses may become active. Lives in an unreal world Operates here and there Thinks about change all the time Concentrates on himself Can be wavering Talks too long Considers difficult decisions too long Cannot concentrate Is not strong enough in his opinions Does not actually want to listen Talks about exactness but forgets it himself Concentrates on nice things © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -4-
  5. 5. Extended DISC Personal Analysis Tabor, JeffreyBehavioral Competencies Mountain State University 08.05.2011 Job Environment Not Natural to Your Style Natural to Your Style Broad range, few instructions A variety of different contacts Systematic planning Creative fact-based thinking Emphasizing positiveness Helping, guiding Repetitious routines Exact following of instructions Tough competition Distance from other people Avoiding mistakes Continuous search for change Decision-Making Independent, no instructions provided Concentration on facts Concentration on people encouragement Exact following of rules Finding a favorable solution Fast Communication Direct, fact-oriented Inspiring, results-oriented Inspiring, adjusting Balanced talking/listening Considerate/based on facts Consistent keeping to the subject Is Motivated By High-risk situation Security Belonging to a team Encouraging atmosphere Possibility to specialize 1 10 © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -5-
  6. 6. Extended DISC Personal Analysis Tabor, Jeffrey Development Areas Mountain State University 08.05.2011 Items that Require a Little EnergyThe instructions below are for situations where you have to leave your comfort area and adjust your style.Job Environment - Tough competition Learn to take things easy Practice cooperating more with othersJob Environment - Continuous search for change Before you think of something new, make sure previous issues have been taken care of Learn to look for bad sides in a good idea before getting too excitedDecision-Making - Fast Even if you make a decision, consider what the second best option would be and compare them Create a system for yourself that after you make a decision, you will consider its possible consequencesCommunication - Inspiring, results-oriented Learn to give other people chances to talk more Practice communicating with facts only Items that Require a Lot of EnergyThe instructions below are for situations where you have to leave your comfort area and adjust your style.Job Environment - Repetitious routines Do not quit an assignment before it is finished Ask someone else to write down step-by-step instructions regarding your recurring responsibilitiesJob Environment - Exact following of instructions Check after each stage of your assignment if you did it the proper way Review the instructions BEFORE startingJob Environment - Avoiding mistakes Before every phase of your work, think about how it should be done Learn to perform your job slowerIs Motivated By - Possibility to specialize Learn not to speak with people when you should not Learn to shut other things out of your mind when you are working on something © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -6-
  7. 7. Extended DISC Personal Analysis Tabor, Jeffrey Leadership Style Assessment Mountain State University 08.05.2011 Not Natural to Your Style Natural to Your Style Leader who both plans and participatesDemanding communication and leading from a distance Constant, positive encouragement of people Providing guidance and support to experts Participative and supportive member of the team Positive encouragement of specialists Achieving results through and with people Creating routines and systems Motivating by being knowledgeable and systematic Being a demanding, fast-moving creator of resources Charismatic leader of masses of people Developing new systems independently Demanding, people-oriented leadership style Modest and participating guide of others Coming up with and selling ideas Patiently developing others professional skills Reassuring people in a positive manner Making complex issues more pleasant Strongly influencing people to achieve results Trying new operational procedures 1 10 © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -7-
  8. 8. Extended DISC Personal Analysis Tabor, Jeffrey Leadership Development Areas Mountain State University 08.05.2011 Items that Require a Little EnergyThe instructions below are for situations where you have to leave your comfort area and adjust your style.Achieving results through and with people Teach people to concentrate on what they do best Do not make people expect that you are always availableCharismatic leader of masses of people Be careful not to give too much to outsiders at the expense of your own subordinates Make sure you are up-to-date on what is happening to your subordinates and how they feelComing up with and selling ideas Do not change something that you just recently changed You can get people excited - but make sure that you know about what exactlyTrying new operational procedures Be careful not to implement bigger and bigger changes Try to implement only one new way of doing things at a time Items that Require a Lot of EnergyThe instructions below are for situations where you have to leave your comfort area and adjust your style.Participative and supportive member of the team As much as possible, try to be one of the team members at the team meetings Show clearly that you put your tasks aside when others ask you for helpCreating routines and systems Do not be too optimistic - check how things are in reality Make sure your plan is documentedBeing a demanding, fast-moving creator of resources Always start from the goal Inform about issues faster than you make decisions about themPatiently developing others professional skills Be careful not to get excited about some new thing that you want everybody to learn Remember to follow up closely and discuss with each person you try to develop - show that you care © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -8-
  9. 9. Extended DISC Personal Analysis Tabor, JeffreyTeam Member Assessment Mountain State University 08.05.2011 Not Natural to Your Style Natural to Your Style Lively team member who involves others Participative and talkative doer Demanding goal-setter Organizer and ensurer of the teams duties Independent, logical planner Positive guide and advisor Supporter of others and compromiser Determined expeditor of others Introducer of a new perspective Accurate and demanding emphasizer of quality Steady doer and care-taker Reducer of conflicts and a guide of others Bringing teammates toward the goal Reliable and participating care-taker Positive change agent, able to eliminate boredom People-focused and conscientious doerIndependent developer of ones area of responsibility Specialist concentrating on work alone Specialist who can show the bright side of things Pleasant in doing routine work and helper of others 1 10 © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International -9-
  10. 10. Extended DISC Personal Analysis Tabor, Jeffrey Team Member Development Areas Mountain State University 08.05.2011 Items that Require a Little EnergyThe instructions below are for situations where you have to leave your comfort area and adjust your style.Determined expeditor of others Make sure you do not force everybody in the same direction Remember to ask for other peoples opinionsIntroducer of a new perspective Give people time to adjust to one new thing at a time Be careful that employees do not lose respect for you because you start new things but never complete themReliable and participating care-taker Learn to disagree with others Make sure other people do not lean on you too much and run away from their responsibilityPositive change agent, able to eliminate boredom Learn to control your schedule Do not take issues where others are dependent on you lightly Items that Require a Lot of EnergyThe instructions below are for situations where you have to leave your comfort area and adjust your style.Organizer and ensurer of the teams duties If you make plans, write them down At the end of every day or project, review the completed tasksIndependent, logical planner Review things in the order that they actually should happen Make sure that your plans do not restrict other team members - the most important thing is to achieve the goalsSteady doer and care-taker If your help is needed, try to provide it Learn to complete one thing at a timeSpecialist concentrating on work alone Do not go to battle unprepared - practice first Spend time solving issues © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 10 -
  11. 11. Extended DISC Personal Analysis Tabor, JeffreyFlexibility Zones Mountain State University 08.05.2011 C Facts, basics, analyses, systems, criticism, creating, developing, goals, results, speeding up D Commitment, patience, consideration, thoroughness, exactness, persistence, instructions, details Hard values, decisions, change, speed, activity, inspiration, atmosphere, openness, enjoyment Stability, trustworthiness, responsiveness, discussing, participation, friendliness, easiness S IFlexibility Zones: Current Zone = The position of the profile at the moment Natural Flexibility Zone = The area where the profile will most probably shift Easiest Development Zone = The area toward which the profile is easiest to develop Most Difficult Development Zone = Areas that require stronger conscious adjustment of behavior © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 11 -
  12. 12. Person analyzedExtended DISC Personal Analysis Tabor, Jeffrey Organization DateExtended DISC - Profiles Mountain State Univ… 08.05.2011 Profile I - Perceived Need to Adjust Profile II - Natural Style D I S C D I S C Upper Zone Neutral Zone Lower Zone 100 00 00 00 35 50 00 15 00 20 65 15 00 00 100 00Extended DISC - Diamond Distance C Logic D Facts Results Correctness Change Preciseness Influence Standards Activity Tabor, Jeffrey Thoroughness People Patience Positiveness Helpfulness S Friendliness I © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 12 -
  13. 13. Extended DISC Personal Analysis Tabor, Jeffrey Relationship Roles Mountain State University 08.05.2011Your primary relationship role is: StimulatorA Stimulator is an extremely open and positive person who wants to see - and sees - good in every person and inevery situation. The Stimulator seeks positive opportunities and steers away from all negative situations. He livesthrough his emotions and is also able to influence other peoples emotions. Others find the Stimulator as someonewho is positive and who makes friends easily. Some people may also find the Stimulator superficial and toorelaxed. In reality he wants to take part in many things and he does not find it necessary to analyze every singlething thoroughly. The Stimulator knows that reality is different from what we plan it to be. The Stimulator likes itwhen he is included in everything and when there are many things going on. The Stimulator does not usually saydirectly what is on his mind if he feels that it may annoy the other person or if it would lead to an unpleasantconversation. He likes bringing up new ideas and attending meetings where new ideas are created.An attitude toward teamwork A means to maintain contact with people An important channel for giving data A positive way to motivateA role in a team The one who discusses and chats The one who brings up new thoughts in a positive manner The one who maintains a good atmosphereA role as a decision maker Wants people to decide things together Does not want to close the lid on final decisions Wants a solution that everybody is happy withA role as a motivator Manages to spend time with people Ponders ones words so that they have a good impact Talks a lot and tells storiesA role as a performer Cant manage to enter into routine tasks Participates in the work with others May stray from assigned workThe benefit the group receives Good atmosphere New thoughts Being togetherConvergent roles Influencer, Participator, CommunicatorComplementary roles Specialist, Developer, Assurer © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 13 -
  14. 14. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Instructions for Interpreting Personal AnalysisGeneral InstructionsThe Extended DISC® Personal Analysis does not provide results that classify people. There are no good-badcategories and the system does not rank people in any way.All of the information in the report is derived from your "natural behavioral style". It is a behavioral style that takesthe least energy and effort, requires the least amount of concentration, and is usually the most pleasant to you. It isthe mode that you normally use to react and is most frequently exhibited outwardly in your behavior.The Extended DISC® Personal Analysis divides all of the different behavioral styles into four main styles. Thesestyles are not better or worse. Each of the styles has its own advantages and disadvantages.D-styleD-styles are competitive, aggressive, decisive and results-oriented. They prefer to move fast, take risks and getthings done now. D-styles also like to be in charge, control and have the power. They like change and challenges.D-styles can also be impatient, overbearing and even rude. They are often not very good listeners and are prone tomake snap decisions. Others may perceive D-styles as somewhat self-centered, demanding, blunt and overlyaggressive.I-styleI-styles are talkative, sociable, optimistic and lively. They are people-oriented, spontaneous, energetic andenthusiastic. I-styles tend to be positive and good at influencing others.I-styles can also be inattentive to details, overly talkative and emotional. They may over-promise because they areso optimistic and are eager to be popular. Others may perceive I-styles as somewhat careless, impulsive andlacking follow-up.S-styleS-styles are calm, helpful, patient, modest and laid back. They are eager to help, loyal and often make excellentteam players. S-styles tend to be patient listeners, trustworthy, and balanced between tasks and people. They arevery persistent.S-styles need stability and security and, therefore, need help with change. They may be too willing to pitch in and attimes are taken advantage of. Others may perceive S-styles as too slow, stuck on the status quo, indecisive,stubborn and even quietly resentful.C-styleThe C-styles are precise, logical, matter-of-fact, analytical and careful. They need data, information and analyses.They are focused on tasks and ensure things get done correctly. C-styles tend to produce high quality work.C-styles may also focus too much on the details, becoming nitpicking, slow and losing the big picture. At times theyget lost in the analysis, focusing too much on the trees and not the forest. Others may perceive C-styles as toocritical, distant, pessimistic, and even cold. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 14 -
  15. 15. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Understanding the ProfileThe Profiles are visual presentations of your style. They are based on your responses to the questionnaire.Essentially, your responses have been tabulated by your "most" and "least" selections into a frequency distributionbyeach of the D, I, S and C behavioral styles. Emphasis is on frequency - there are no right or wrong answers.The interpretation of both the Profiles and the Diamond require some training. To interpret the results without anunderstanding of how to read the information is not recommended because of possible misinterpretations.Profile I - Your adjusted style. How you believe you must adjust your style to meet the demands of your presentenvironment.Profile II - Your natural style. This is a style that remains fairly stable, but not rigid, over your lifetime. It is the stylethat is the most comfortable for you. Profile II - Natural Style D I S CUpper level - Indicates your Upper Normal level -strong identification with this Styles plotted here arestyle. seen by others in your behavior."The mid-point" - Thisdetermines if the style is seenas strong or as opposite. Itemsabove the line are observableby others. Items below the line Neutral zone - Youare often exhibited as the do not frequentlyopposite behavior related to this engage in thestyle. behavior style plotted here, but enough for it to be familiar.Lower Normal level - Stylesplotted here are seen by othersas an opposite behavior. Lower level - Styles plotted here tend to 35 50 00 15 require a more 00 00 100 00 significant amount of energy from you.Percentages - Toprow indicates thepercentagedistribution (out of 100percent) of yourstrongest styles.Bottom row indicatesthe percentagedistribution (out of 100percent) of your lesscomfortable styles. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 15 -
  16. 16. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Understanding the DiamondThe Extended DISC® Diamond visually shows what behavioral styles are the most comfortable to you and whatstyles require the most energy from you. The Diamond is divided into 160 areas (40 in each quadrant), eachillustrating a different combination of the four main behavioral traits.The deepest shade on the Diamond shows the location of your natural style. Determine in what quadrant it isplaced. This is your most natural and comfortable behavioral style (D, I, S or C). The shadings demonstrate thebehavioral styles that are quite comfortable for you. The white areas illustrate the areas on the Diamond that willrequire the most energy, effort and concentration from you. The farther from your deepest shade you move, themore energy is required. The extreme corners - The extreme corners represent an area where one C D character is dominating the other three. In the Profile, this means 100 percent of thatA quadrant - A behavioral style.person positioned inthis quadrant has Cas his/her dominant The first "circle" - Instyle. this area two characters are dominating the other two. In the Profile, Jeffrey this would mean two characters being above the middle line.The opposites - Inthese areas of theDiamond, twocharacters dominatethe other two. Thetwo dominatingcharacters are the The second "circle"opposite characters S I - In this area one(D and S, or I and C). character is clearlyIn the Profile, those insignificant comparedtwo characters would to the others. In thebe above the middle Profile, this meansline. three characters being above the middle line. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 16 -
  17. 17. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Narrative PageThis page is a description of how others typically see individuals with your style. Read the text as such and use it todevelop an overall picture of your style. In evaluating specific sentences, it is important to consider your consciousability to adapt behavior.In other words, while the text describes the typical behavior for individuals with your style, you certainly can modifyyour behavior to fit the needs of a particular situation or individual(s). Also, you may have already addressed thedevelopment areas by learning new skills.If you find a statement that you believe does not accurately describe you, ask others for their feedback before youdismiss it. This may be a great opportunity for you to further improve your performance.Identify the main items that you believe would have a positive impact on your performance if you were to consciouslymodify your behavior. You may want to get some input from others (peers, supervisor, coach, etc.) when selectingthese items.Motivators PageThis page highlights dimensions that are typical for the individuals like you. Be sure that you do not focus too muchon the bottom halves of the Motivators pages - many people do. Make sure you are taking advantage of thestrengths of your style.Motivators = You tend to like and feel comfortable with these items. Are you taking advantage of comfort areas?Situations that Reduce Motivation = You tend not to like these items as much.Strengths = These items require less energy from you.Reactions to Pressure Situations = These items require more energy from you. Some of the items relate to youusing your strength so much that it becomes a weakness.Note! This is not a "can - cannot do" scale. In other words, it does not mean that you cannot excel in the items onthe bottom halves of these pages. It simply indicates that these areas typically require more energy andconcentration for individuals with your style.Select one to three items that you believe will have a positive impact on your performance if you were to consciouslymodify your behavior. Ask for input from others.Behavioral CompetenciesThis page uses a 1-10 point scale, from "Not Natural to Your Style to Natural to Your Style".Natural to Your Style - most on the right. These items require less energy from you.Not Natural to Your Style - most on the left. These items require more energy from you.The rectangles in the bar graphs indicate how natural a particular behavioral dimension is to your style.The arrows indicate how you perceive you want or need to adjust your style to perform even better in your existingenvironment. An arrow toward the right indicates that you perceive a need to increase the behavioral dimension. Anarrow toward the left indicates that you perceive a need to decrease the behavioral dimension.Note! This is not a "can - cannot do" scale. In other words, when one of your dimensions is on the left side of thescale, it does not mean that you cannot do very well in that area. In fact, you might excel in that area. The resultssimply indicate that you must spend more conscious effort, concentration and energy with that particular behavioralaspect.Select one to three items that you believe will have a positive impact on your performance if you were to consciouslymodify your behavior. Ask for input from others. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 17 -
  18. 18. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011The Text Part of the Behavioral Competencies highlights eight items to assist you in performing even better. Thefirst four items do not require much energy from you to perform well. For this reason, be careful that you do notover-emphasize these strengths too much as they may become weaknesses. Carefully consider, and periodicallyreview, how you could benefit from the suggestions relating to each of these four items.The last four items require a lot of energy from you. Consider if you could improve your performance by consciouslyadjusting these behavioral dimensions with the help of the provided suggestions.Additional PagesInterpret Additional Pages just like the Graphical Page. The pages also use 1-10 point scales, from "Not Natural toYour Style to Natural to Your Style".Natural to Your Style - most on the right. These items require less energy from you.Not Natural to Your Style - most on the left. These items require more energy from you.The rectangles in the bar graphs indicate how natural a particular behavioral dimension is to your style.The arrows indicate how you perceive you want or need to adjust your style to perform even better in your existingenvironment. An arrow toward the right indicates that you perceive a need to increase the behavioral dimension. Anarrow toward the left indicates that you perceive a need to decrease the behavioral dimension.Note! This is not a "can - cannot do" scale. In other words, when one of your dimensions is on the left side of thescale, it does not mean that you cannot do very well in that area. In fact, you might excel in that area. The resultssimply indicate that you must spend more conscious effort, concentration and energy with that particular behavioralaspect.The Additional Pages focus on:- Administrative Style- Customer Service Style- Entrepreneurial Style- Information Technology Style- Leadership Style- Management Style- Project Style- Sales Style- Team Style- Training StyleWhen using the additional pages, select one to three items that you believe will have a positive impact on yourperformance if you were to consciously modify your behavior. Ask for input from others.The Text Part of the Additional Page highlights eight items to assist you in performing even better. The first fouritems do not require much energy from you to perform well. For this reason, be careful that you do notover-emphasize these strengths too much as they may become weaknesses. Carefully consider, and periodicallyreview, how you could benefit from the suggestions relating to each of these four items.The last four items require a lot of energy from you. Consider if you could improve your performance by consciouslyadjusting these behavioral dimensions with the help of the provided suggestions. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 18 -
  19. 19. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Worksheet - The Narrative PageIdentify what you believe to be your greatest strengths. How are you using them in your current position?Should you adjust your style to improve your performance? If yes, how?Are there statements that you do not think describe you?Is this something you have learned to do or to avoid?Why do you think you may not see this in your behavior?What about others? Can they see it in your behavior? © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 19 -
  20. 20. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Worksheet - MotivatorsIdentify two Motivators that are being fulfilled in your current position:How can you increase their effect on your performance? Be specific.Identify two Strengths that you can capitalize upon in your current position:How can you maximize the impact of your Strengths? Be specific.Identify two Situations that Reduce Motivation that create the greatest challenges in your current position:How can you decrease their effect on your performance? Be specific.Identify two Reactions to Pressure Situations that you can work on that will have the greatest impact on yourperformance in your current position:How can you develop in these areas to improve your performance? Be specific. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 20 -
  21. 21. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Worksheet - Behavioral CompetenciesJob Environment:Identify two areas that are comfortable for you in your current position:Identify two areas that are less comfortable for you in your current position:Based on the above, how can you adjust your style to improve your performance?Decision-Making:Identify an aspect of your decision-making style that is the most comfortable for you. What impact does it have inyour current position?Identify an aspect of your decision-making style that is the least comfortable for you. What impact does it have inyour current position? What can you do to improve?Communication:Identify an aspect of your communication style that is the most comfortable for you. What impact does it have inyourcurrent position? How can you capitalize on it more effectively?Identify an aspect of your communication style that is the least comfortable for you. What impact does it have inyourcurrent position? What can you do to improve?Is Motivated By:Identify your greatest and lowest motivator from the five motivation factors.How can you capitalize on your greatest motivator?Do your current responsibilities require behaviors that relate to your lowest motivator? How can you reduce itsimpact and/or adjust your style accordingly? © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 21 -
  22. 22. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Improving your performance:There is no one best style. Each style has advantages and disadvantages. Depending on your style, below aresome of the most important things you could do to improve your performance.D-style:Slow down, be more patient.Do not jump to conclusions or snap decisions.Listen to others more.Be more aware of how you impact others.Do not overreact.I-style:Talk less, listen more.Do not react emotionally.Do not over promise.Focus more on details.Follow-up.S-style:Be more assertive and aggressive.Speak out.Act now, think less.Keep your emotions under control.Do not be afraid of change and new things.C-style:Talk more.Decide and take action faster.Do not be afraid to make mistakes.Do not lose the big picture.Accept ambiguity. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 22 -
  23. 23. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011How to Identify Others Styles:Once you know what your style is, you need to know the other persons style in order to make the appropriateadjustments in your style. Below you will find a helpful checklist.D-style:Often appears to be in a hurry.Is direct, says what he/she thinks.May be blunt.States own opinions as facts.Interrupts others.May talk to many people at the same time."Whats the bottom line?"Is aggressive.Is demanding."How does this benefit ME?"Very impatient.Becomes irritated easily.I-style:Is open and friendly.Talks a lot.Gets easily excited.Is animated.Talks about people he/she knows.Does not focus much on details.Does not listen for long.Does not pay close attention.May ask same questions several times.Jumps from subject to subject.Stays away from hard facts.S-style:Appears calm.Does not get easily excited.Listens carefully.Nods and goes along.Is easy-going.Asks questions and inquires about the specifics.Seems to have strong opinions but does not express them vocally.Appears thoughtful.Completely new ideas/things seem to make him/her uncomfortable.C-style:Appears reserved and somewhat timid.Is quiet.Focuses on details.Asks many questions.Studies specifications and other information carefully.Proceeds cautiously.Does not easily express disagreeing views.May have done homework on the topic.May be very critical; criticism based on facts, not opinions. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 23 -
  24. 24. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Communication Considerations:Effective communication is critical in all types of interactions. Below you will find a helpful checklist to assist you inimproving your effectiveness with the different styles.When communicating with D-styles:Be direct and specific.Provide alternatives.Ensure he/she "wins".Disagree only on facts.Enjoy the battle.Do not be emotional.Do not dominate.Act quickly, he/she decides fast.When communicating with I-styles:Be a friend, do not ignore.Schedule time for chatting.Have fun and act silly.Let him/her speak.Give recognition.Speak about people and feelings.Remember to follow up.Move closer.When communicating with S-styles:Slow down your presentation.Build trust.Focus on people.Provide the information he/she needs.Present issues logically.Secure commitment piece by piece.Be sincere, do not dominate.When communicating with C-styles:Provide facts.Do not touch.Be patient, slow down.Give plenty of detailed information.Control your own activity.Do not talk about personal issues.Do not pressure.Focus on issues. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 24 -
  25. 25. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Dos and Donts with the Styles:Below is a checklist of what to do and what not to do with the different styles:D-style:Do:Be direct.Provide alternatives.Ensure he/she "wins".Give immediate feedback.Concentrate on subject.Act quickly.Let him/her speak and listen.Focus on issues.Show interest.Provide direct answers.Dont:Go into all the details.Provide too much information.Try to control the situation.Talk too much.Lose focus.Slow down.Take issues personally.I-style:Do:Maintain positive atmosphere.Help to achieve popularity and recognition.Allow to express him/herself.Take time to chat and talk.Be more expressive.Be more enthusiastic.Focus on the big picture.Focus on the people aspects.Get involved in the process.Dont:Talk about too many details.Fail to socialize.Bring up negative issues.Fail to have fun.Set restrictions.Be too practical.Be pessimistic. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 25 -
  26. 26. Extended DISC Personal Analysis Tabor, Jeffrey Reading Instructions Mountain State University 08.05.2011Dos and Donts with the Styles:Below is a checklist of what to do and what not to do with the different styles:S-style:Do:Proceed in logical order.Ask specific questions to find out true needs.Provide support.Provide precedents to reduce uncertainty.Remember fairness and justice.Dont:Forget your promises.Make unexpected changes.Be unreliable.Forget to provide enough information.Move too fast.Be impatient.C-style:Do:Listen carefully.Answer questions calmly and carefully.Be thorough; remember to include all relevant information.Slow down your presentation.Utilize written supporting materials.Find out what the key issues are and focus on them.Dont:Move too fast.Spend too much time with small talk.Move too close.Lose patience in providing all the requested information.Expect decisions right away. © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 26 -
  27. 27. Person analyzed Extended DISC Personal Analysis Tabor, Jeffrey Organization Date Questions Mountain State Univ… 08.05.2011Questions relating to the persons expressed emotions:Presently he feels that he wants to / has to be even stronger, bolder and more independent thanhe naturally is.Are you being pressured into generating profit or making decisions?At the time of analysis he felt the need to concentrate clearly more on facts and tough valuesthan people and emotional values. This feeling can cause stress.Do you feel that you get enough attention in your current surroundings?This person is extremely active and hard-working by nature. It is very important for him toconstantly get new incentives so that he will not get bored. The current surroundings seem tooffer just enough.=> When was the last time you were bored?He feels occasional need to be more decisive and bolder than he naturally is and to makedecisions that he does not feel he is ready to make.What kind of decisions would you not want to make on your own at work?Questions relating to the jobYou want to experience pleasant, new things in your life. We want to help you with that. Howcan we do that?You give an open image of yourself. What kind of issues would you not want to talk about withme?You tend live for today. How do you make sure that your team is with you in the future as well?You actively seek new people contacts. How soon will get bored with you co-workers?You are not a good listener and are impatient. How do you know what someone really wants? © Copyright 1995-2011 - Extended DISC International Licensed to: Extended DISC International - 27 -

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