PACO 500Solving My People Puzzle Part 2 Grading RubricCriteri.docx

PACO 500
Solving My People Puzzle: Part 2 Grading Rubric
Criteria
Points Possible
Points Earned
Description of Ineffectiveness with other Relational Styles
· Description of ineffectiveness with each of the 4 DISC styles
was supported with evidence from the readings & assessments
· Where appropriate, evidence of flat brain tango and
communication traps was supported with pertinent example and
insights from readings
40
Strategies for Increasing Effectiveness with other Relational
Styles
· Concise strategy provided for communicating & connecting,
problem solving, and conflict management with each DISC style
· Each strategy provided evidence from the readings and
assessments to support plan of action
· Mentor identified and rationale provided for asking his/her
collaboration in increasing your relational effectiveness
· Where appropriate, spiritual formation truths, insights, and
techniques were integrated into each strategy
20
Application to a Predetermined Care-seeker
· Care-seeker from Case Study identified
· Care-seeker’s possible DISC style identified and concisely
described
· Challenges to demonstrating fit with care-seeker clearly
described and supported from the readings and assessments
· Strategy for building rapport and demonstrating fit with care-
seeker’s style was satisfactorily supported from the readings
and assessments.

20
Additional Insights from the Myers-Briggs Type Indicator
· M-BTI style satisfactorily identified with concise description
· Evidence from assessment provided to support increased
effectiveness in communicating & connecting with other
relational styles
10
Readability and current APA Style
· Spelling and grammar are correct.
· Sentences are complete, clear, and concise.
· In-text citations and References used appropriately and
correctly.
10
Total
100
Instructor’s Comments:
PACO 500
Solving My People Puzzle: Part 2 Instructions
This learning activity (i.e., Parts 1 and 2) will provide resources
for describing, developing, and managing your personality (i.e.,
relational style: thinking; doing, feeling; and relating to others)
against the backdrop of various people puzzles (e.g.,
extrovert/introvert; project/people oriented;
thinking/feeling/doing, etc.). Interestingly, our interpersonal
arena could be described as a bumper-human world as various
behavioral pressures continually bless, bother, and bruise us.
Understanding that “personality pressure” isa felt experience
that often reveals what makes us tick and get ticked off with
different people empowers us to become personality-,
emotionally-, and relationally-wise. It comes as no surprise to

realize that how we think, feel, and relate differently will
influence our relationships, even the people-helping
relationship. Keep in mind that it really does not matter what
your personality is. What matters most is that you learn to
control it through appropriate resources and best fit strategies
rather than allowing your personality to be in control.
Overview of Part 2:
· In Part 2, the student will demonstrate fit by aligning his
particular relational style with each of the main D.I.S.C
styles.This process informs an important query: “How to
Become the Me I Want to Be?” The student will discuss how
his/her particular style evidences attention to each styles’
strengths, blindspots, listening patterns, as well as style
preferences and priorities.
· In Part 2, in anticipation of this course’s counseling scenario,
the student will demonstrate fit with a predetermined careseeker
(i.e., Bruce, Joshua, Brody, Justin, or Melissa) from the case
study Crossroads: A Story of Forgiveness (see Module/Week 1
> Reading & Study).
· Finally, the student will identify and solicit a person to be the
mentor in this project. As a result of taking 2 free abridged
assessments (i.e., DISC and MBT-I), a common behavioral
language will be used in the mentorship. This action supports
student’s efforts to “Become the Me I Want to Be.”
(Solving My People Puzzle: Part 2 is due by 11:59 p.m. (ET) on
Sunday of Module/Week 3.)
The following outline identifies essential components of the
SMPP Part 2: Developing and Managing My Relational Style
Report.
Template Components of Part 2: Developing and Managing My
Relational Style Report

· Correct file name for word document (i.e.,
PACO500_SMPP2_StudentInitials)
· Cover Sheet
· Abstract
· Table of Contents
· Introduction (Do not use this heading. The first paragraph is
assumed to be the introduction.)
· Mentor’s DISC and M-BTI Confirmation
· Student’s M-BTI Report
· SMPP Part 2 Questions/Answers (Consider using an annotated
outline approach; i.e., bulleted full sentence explanations
grounded appropriately in course materials through
citations/References. For Annotated Outline details, see
Discussion Board Guidelines and Tips and Final Project
Instructions)
· Conclusion (i.e., the “So What?!” or closing argument of your
study)
· References (at least 8 sources will be cited; place References
on its own page)
· HumanMetrics.com
· InternalChange.com
· Professional/Leader DISC Profile
· How to Solve the People Puzzle
· Why Don’t We Listen Better?
· Squidoo.com/discstrengths
· DataDome.com
· DiscProfiles4u.com
· Grading Rubric (on its own page)
SMPP Part 2 Instructions:
In Part 2 of Solving My People Puzzle, the student will describe
best fit strategies for the development and management of
relational styles. Directions are provided below.
· Now that you have gained a basic understanding of your
relational style, refer to Part 1 as necessary to complete Part 2.

If necessary, add to or clarify the Part 1 Report before writing
this paper. For example, Part 2 includes the Myers-Briggs Type
Indicator (M-BTI) assessment (i.e., “HumanMetrics”). After
completing that assessment, you may want to add further insight
to your Part 1 information. Review Kollar’s (2011) discussion
of the M-BTI (ch. 17) after taking the M-BTI.
· Identify and solicit a wise person for mentorship. This person
may ultimately secure and support your personal and
professional growth and development; for now, he/she will only
need to help you complete this assignment:
· On the first day of the module/week, email this person
requesting partnership in completing this assignment. Since
language is everything in the development of an effective
mentorship, ask him/her to take 2 free assessments (include
directions and links below) and to email confirmation of
completion with a concise identification of his/her DISC (e.g., I
have a dominant cautious temperament: DC) and M-BTI (e.g., I
am typed as an extrovert who prefers to think from the gut and
not have more than 1 or 2 things unfinished at a time: ENTJ)
indexes. As a result, common language will be acquired to help
both effectively engage a future mentorship. Ask for email
confirmation to be returned within 2 days of receipt.
· A free 10-minute DISC assessment (abridged) may be taken
through the following link:
http://discpersonalitytesting.com/When the site opens:
A short, free M-BTI assessment (Jung Personality Test) may be
taken through the following link:
http://similarminds.com/jung.html
Ignore initial prompt for age description; only give attention to
questions under this heading:
· Refresh your relational style description by
comparing/contrasting your DISC description with a different
version of the M-BTI assessment (i.e., free “HumanMetrics”).

Self-administer this assessment, capture the brief report, and
paste it on to the page after your mentor’s report. To go
immediately to this free assessment, click on
http://www.HumanMetrics.com/cgi-win/JTypes1.htm. Click on
“DO IT” button. Your HumanMetrics score will look like the
material pasted below. Explore the web links provided to
explain more about your type.
Your Type is
INTJ
Introverted
Intuitive
Thinking
Judging
Strength of the preferences %
67
25
50
67
INTJ type description by D.KeirseyINTJ Career Choices by
Jung Career Indicator™ INTJ type description by J. Butt and
M.M. Heiss
Qualitative analysis of your type formula
You are:
· distinctively expressed introvert
· moderately expressed intuitive personality
· moderately expressed thinking personality
· distinctively expressed judging personality
After the “HumanMetrics” is completed, compare your DISC
profile with the MBTI through the following web site:
http://www.internalchange.com/PPSMBO-231.pdf
Concisely answer the following questions in your Part 2
template. Support (i.e., cite) your answers by remaining closely

connected to the readings and assessment information according
to APA Guidelines (e.g., in-text citations and References).
SMPP Part 2 Questions:
1. How will you demonstrate fit with each of the primary DISC
styles (i.e., D-I-S-C)?
Your answer will inform the process of “Becoming the Me I
Want to Be” in various relational contexts.
Considerations:
· Remain alert to your relational style challenges (e.g.,
blindspots: overuse of a strength or an unmanaged shortcoming)
as you demonstrate fit with the potential challenges of each
style
· Concise strategy identifies alignment needs and resources with
appropriate insight and technique
· Evidence of Hallmark Purpose’s influence with appropriate
application of spiritual formation truths, insights, and
techniques
TIP: Before responding to question 1, use the following links to
increase your ability to respond rather than react to the 4 styles;
cite accordingly:
· Be alert to each style’s strengths and blind spots:
http://www.squidoo.com/discstrengths
· Communicate and connect effectively with each style:
http://datadome.com/newsblog/tag/disc-behavior/
· Be alert to different styles’ preferences and priorities in the
learning process
http://www.discprofiles4u.com/blog/2012/different-disc-profile-
behavioral-styles-learn-in-different-ways/
2. How will you communicate and connect with a predetermined
care-seeker from the case study?
Your answer will inform the process of relational alignment in
this course’s counseling scenario.

Considerations:
· Identify care-seeker from case study (i.e., Bruce, Josh, Brody,
Melissa, or Justin)
· Identify and briefly describe care-seeker’s relational style
· Demonstration of fit should provide evidence of care-seeker’s
potential strengths, shortcomings, and interpersonal challenges
(i.e., apply Q#1 insights; review Case Study & Why Don’t We
Listen Better?)
3. How will you communicate and connect with your mentor?
Your answer will inform an initial mentorship as well as
positively influence future mentor/mentee relationships.
Considerations:
· Mentor assessment information
· Strategy for communicating and connecting with mentor
should noticeably evidence DISC and M-BTI relational style
alignment
Page 1 of 5
SMPP PART TWO:
DEVELOPING AND MANAGING MY RELATIONAL STYLE
O.J. Squeeze
[Disclaimer: This student sample is unedited and should not be
considered an authoritative template for this assignment. This
paper does not fully comply with assignment expectations or
APA Guidelines, yet it does head in the right direction. Do not
copy any part of student’s original work or delete material to
use its shell as a template.]
Liberty University Seminary
201340 Fall 2103
PACO500-B43 LUO

Professor: Dr. Roscoe Ridley
Running head: SMPP PART TWO1
SMPP PART TWO: DEVELOPING AND MANAGING MY
RELATIONAL STYLE15
September 8, 2013
ABSTRACT
This report was the second of a two part study in to the
personality profile of O.J. Squeeze. The study introduced
results from several testing centers that use the DISC model and
the M-BTI model for evaluating and discussing personality
traits. This study presents relational style data from
Similarminds.com, DISCpersonalitytesting.com, and
Humanmetrics.com. A compare/contrast was conducted against
the backdrop of the Internal Change Report on DISC and M-BTI
styles. This report introduced this student’s relational
alignment with a predetermined careseeker as well as a mentor
of choice. Wisdom strategies were developed to positively
influence this writer’s personal and professional growth and
development.
TABLE OF CONTENTS
Introduction…………………………………………………………
…………………………….4
Mentor’s DISC & M-BTI Confirmation4
Student’s M-BTI Report 5
SMPP Part 2 Questions and Answers7
Demonstrating Fit7
Communicate and Connect with a Care-Seeker10
Communicating With Student’s Mentor11
Conclusion……………………………………………………………
………………………….12
References13
Grading Rubric15

In Part 2, this student continues the development and
management of his relational style against the backdrop of the
four main DISC styles, a predetermined care-seeker from the
course’s Case Study, and a mentor/mentee relationship. Insights
from the readings and assessments began to inform the
development of best fit strategies.
Mentor’s DISC & M-BTI Confirmation
The student’s mentor’s name is Chuckles. His mentor stated
that he is “S/I/D” type personality. Chuckles recognized the
report stated that he was a dominant “S” type, which he thought
was described as helpful and relaxed. He agreed with
Carbonell’s ( 2008) assessment that he is soft spoken and
adverse to trouble or change (p. ?). He agreed that he is very
comfortable in his own skin and helpful and results oriented at
the same time. Comment by Dwight Rice: When author's name
is mentioned, the pub date should follow. When an assertion is
this specific, then pagination is also required.
Chuckles mentioned that he had taken a Jung test before and he
remembered that his score reflected he was part of only 1% of
the total population. He agreed, by and large, that he was an
extrovert but also related to being a feeling oriented person as
opposed to a thinking type of person (Similar Minds, 2013).
Chuckles felt that his combination allowed him to easily
identify with and relate to others as they expressed their
problems and issues.
Student’s M-BTI Report
Quick views of the two reports posted above reflect differences
that can found between two iterations of the same type of
personality test. The first Jung Test Results as reported by
Similar Minds (2013) showed responses identified the subject as
more extroverted than introverted, more sensing than intuitive;

more thinking than feeling; and more judging than perceiving,
all by more than a 2 to 1 basis. The numbers suggested that the
subject is solidly in the “ESTJ” personality type. It predicts
that “ESTJ” types would make great administrators and are very
strong willed and natured (Similar Minds, 2013); while the
Human Metrics’ report labels the subject as a “ENTJ” type with
a very strong preference of judging over perceiving. There is
one variance between the two reports; the intuition and the
sensing component. Similar Minds reports a 2 to 1 preference
towards sensing while Human Minds relates a moderate
preference of intuition over sensing. It is difficult to explain
the difference, due to unfamiliarity with testing questions but
generally the tests are in agreement.
Joe Butt (2013) gives his analysis of the “ENTJ” type as
follows; the “ENTJ” type is a natural leader with high
tendencies to marshall and direct. While forward and direct, he
can lead with the charm and finesse of a world leader or the
insensitivity of a cult leader. They have larger than life
personalities and are comfortable in crowds or telling stories.
“ENTJ” types are decisive and tend to be doers. “ENTJ” types
are very resolute in conflict as well.
David Keirsey (2013) labels the “ENTJ” as a Fieldmarshal.
This type is very organized and analytical; while always having
a plan to accomplish his goals. The “ENTJ” types are natural
leaders and it is evident from a very early age; they have a great
tendency to provide structure and direction wherever they are.
They tend to build starters and builders and are very goal
oriented. “ENTJ” types are generally very good
communicators. They tend to take high ranking positions and
enjoy those responsibilities (Keirsey, 2013).
There is agreement in the Human Metrics (2013) determination
of career choices for the “ENTJ” type. It reports they gravitate
to occupations that require good analytical, organizational,
intellectual, and planning skills. They would be found in
technological and management consulting companies. The web
site named careers such as Law, Counseling, Politics,

Engineering, Higher Education, Computer Programming and
Business Management as highly attractive to the “ENTJ” type.
Overall the Jung Test using the M-BTI indicators compare
favorably with the Carbonell (Uniquely You Professional
Profile, 2013) DISC testing results, though the two tests
measure different things. DiSC Classic describes behavior
based on how people view themselves in their various
environments. The Myers-Briggs Type Indicator describes how
people approach the environment intellectually and attitudinally
and how they process information (Inscape Publishing, 1996).
DISC Classic attempts to explain how normal human emotions
can lead to behavioral differences in people while, The M-BTI
attempts to consider both conscious and unconscious forces that
affect behavior and how they correlate to peoples varying
personality traits. These tests are not designed to yield
identical results but will rather serve to enhance each other, in
determining how personality types can relate to each other
(Inscape Publishing, 1996).
All the aforementioned personality tests convey the subject as a
driven, goal oriented, thinking, decisive and outgoing. All
three tests reflect the subject as analytical and organized; all
traits that support his leadership ability. All the positions or
career choices tend to reflect high intellect and a strong ability
to communicate.
SMPP Part 2 Questions/Answers
How will you demonstrate fitness with each of the core DISC
styles?
“D” Communication – As conveyed by the Data Dome site,
“D’s” are quick minded and agenda oriented. They need to see
the value of an event quickly or they will leave or tune out. The
“D” oriented counselor should recognize that the counselee does
not need much back ground information. The counselee is an
intelligent and quick study, so bullet points are advised when
communicating but be ready and able to provide details if called
for (Inc, Data Dome, 2013). “D” types could benefit from the

“Talker / Listener” card from Petersen (2007) as it would
provide structure and the counselor could introduce it as a tool
to ensure all parties have equal say and as a time saver.
Learning Styles – Disc profiles states that “WHAT?”, is the
primary question asked by “D” types. They gravitate to
structure both in what is to be taught and in what they are to
learn. As intellectuals they have opinions about many things
and those presuppositions can cloud their objectivity. “D”
types have little tolerance for the unimportant things and may
make learning sessions difficult as they may not see the value of
the action or material (DISC Profiles, 2013).
Potential blind spots – Dominant personality styles lend to
misinterpretation of intent; they can easily be viewed as rude,
aggressive, and insensitive (Squidoo LLC., 2013). The
counselor would be wise to note these attributes and not react in
kind especially if they are “D” type counselors. The counselor
would not be incorrect to begin sessions quickly and get to the
point directly but not insensitively.
“I” Communication – The “D” counselor would note that “I”
styles are chatty and will over talk because they feel that is
what is expected of them. As such the “I” types listening skills
are not the best as they are always talking or thinking about
what to say next (Inc, Data Dome, 2013). The counselor would
do well to incorporate the “Talker / Listener” card from
Petersen’s (2007) Why Don’t We Listen Better? It is a non-
confrontational way to ensure that talkative “I” types stay on
task and mind the boundaries if the counseling session.
Learning Styles – Disc profiles states that “WHO?” is the
question that “I” types ask when learning. They love new ideas
and get excited over learning new material. “I” types are fun
loving and enjoying learning where they are active participants.
They learn best is fast paced and stimulating environments
(DISC Profiles, 2013).
Potential blind spots – “I” types are talkers and may easily
waste time in talking and not listening (Squidoo LLC., 2013).
The “D” type counselor would be wise to manage the

environment by continuing to bring any conversation back
around to the point at hand. As management is a strong point of
the “D” type, this should not be difficult to accomplish.
“S” Communication – “S” demonstrate behaviors that would
support good listening. They prefer things proceed at a slower
pace so that they are better able to take in as much information
as possible regarding the issue at hand (Inc, Data Dome, 2013).
For the “S” type, Petersen’s (2007) “Talker / Listener” card
answers the how question of how the sessions will proceed and
provides a boundary for communication that should not offend
any other personality type.
Learning Styles - Disc profiles states that “HOW?” is the
question “S” types ask when learning. They would like to know
the procedures and steps involved in resolving solutions.
Providing “S” types with checklists and action plans are good
way to enhance their learning capacities (DISC Profiles, 2013).
Potential blind spots – “S” types may be subject to getting run
over due to their desire to avoid conflict. They are concerned
with others feelings and may not take action so as not to offend
(Squidoo LLC., 2013). The “D” type counselor should reassure
them that change is sometimes uncomfortable but often
necessary; in fact doing nothing is more harmful than any action
could be. The counselor should set boundaries for any
interactions, thereby providing support for all parties involved.
“C” Communication – “C” types are also very good listeners.
They too use conversation as an opportunity to gather
information. They are very attentive and are detail oriented.
They do not hesitate while communicating, with good listening
and competent communication skills makes them effect in the
area of problem resolution (Inc, Data Dome, 2013). The “C” can
utilize Petersen’s (2007) effective questioning techniques; one
is identified as “Play Detective” (p. ?). It enables the listener
to ask probing questions thereby appealing to “C” types desire
to gather information and organize details.
Learning Styles - Disc profiles states that “WHY?” is the
question “C” types ask when learning. Analytical in nature they

too appreciate plans and schedules. Information is important
and they will ask a lot of questions. To assist the “C” learner,
the counselor should provide information and details as to plans
and progress for problem resolution (DISC Profiles, 2013).
Potential blind spots – “C” types can become victim to analysis
paralysis, in other words they can be so cautious and planning
that they never move towards resolution. (Squidoo LLC., 2013)
They often miss opportunities will contemplating the next
move. The “D” type counselor would be wise to provide
structure that calls for a decision and an action, both in
consideration of a time table.
How will you communicate and connect with a predetermined
care-seeker from the case study?
The character that will be evaluated is Bruce, the father. Bruce
is the classic “D” type personality. Carbonell (2008) identifies
him as direct, driven and goal oriented. He is very decisive in
nature and sticks to business. He reflects “D” type attributes of
being aggressive, assertive, and stimulated by challenges. He
will often work too hard and it is often at the forfeiture of other
equally important areas in his life. He is very serious about his
success and all that it means for his family, loved ones, and
employees (Harrison, 2007).
As a “D” type Bruce will be an excellent communicator but may
need some assistance in expressing his feelings. In addressing
this issue, SBSPC would be best utilized. The counselor should
ask first where he would be most comfortable in deciding where
to hold the sessions. The counselor should give him only a few
choices thereby appealing to his decisive and controlling nature.
In counseling him, the best avenue would be to allow him to
describe what he believes will be optimum results for the
compromising situations. The counselor would suggest he
reflect on times when things were perfect and what were the
things that contributed to those times (Kollar, 2011, p. ?). What
would it look like when he and Brody actually had a positive
healthy relationship? The counselor should then encourage
Bruce by noting it was good that he first be able to share that

information but too be able to identify that the relationship can
indeed be better.
Some challenges that “D” types have are appearing insensitive.
To other personality types it can convey hopelessness and lack
of love or emotion. By making him aware that other may not
always respond the way he does would alert Bruce to pay more
attention when dealing with others. “D” type personalities can
be loving but often times have difficulty in conveying true
feelings and that realization is the beginning of the corrective
process (Carbonell, 2008, p. ?).
How will you communicate and connect with your mentor?
This student’s mentor stated that he is “S/I/D” type personality,
though his dominant trait is the “S” type, which is described as
helpful and relaxed. He is soft spoken, adverse to trouble or
change, and is very comfortable in his own skin. As it
compares to this subject’s “D” type personality there must be an
agreement or understanding between the two of us that each
style is inherently different and do different communication
types. Carbonell (2008) suggests “The first step in solving
people problems is controlling your feelings.” (p. 232). Once
you have gained control of your feelings, he then suggests this
mentee recognize differences and consider how to demonstrate
fit. Taking these steps may help to diffuse most conflicts. For
instance while this subject may raise his voice because he can
be very demanding and decisive, he must check responses to be
softer and kinder in nature. With regard to the Hallmark
Purpose of becoming a better man of God, it speaks directly to
this student’s need to recognize that both understand, hear, and
respond to situations differently. So in any discussion this
mentee might suggest/ask that his mentor further expand
thoughts, placing positive emphasis on the opinions and
decisions at which he arrives. Kollar (2011) termed this solution
focused communication (p. ?).
“S” type personalities are easily irritated by inflexibility, anger,
and insensitivity. “D” types would do well to recognize early
this fact and takes steps to not be so rigid and unfeeling in

compromising situations. The “D” should not try to manipulate
or intimidate “S’s”, as they are very perceptive and intuitive
(Similar Minds, 2013). “D’s” should speak slowly and use soft
words and vocal tones (Carbonell, 2008, p. 236).
CONCLUSION
This student gleaned insight for building bridges with each of
the four main DISC styles. In so doing, he was able to consider
how this might look with a predetermined careseeker from the
Case Study as well as his mentor. Relational style language was
further informed from the Myers-Brigg Type Indicator and
subsequent comparison with the DISC profile.
References
Bradley, A. (2013). Resources unlimited workplace profile.
Inscape Publishing.
Butt, J. (2013, September). Extraverted intuitive thinking
judging. Retrieved September 6, 2013, from
http://typelogic.com/entj.html
Carbonell, M. (2008). How to solve the people puzzle:
Understanding personality patterns. Uniquely You Resources.
Carbonell, M. (2013). Uniquely you profession profile report.
Blue Ridge: Uniquely You.
DISC Profiles. (2013, September). Different DiSC Profile
Behavioral Styles – Learn In Different Ways. Retrieved
September 8, 2103, from
http://www.discprofiles4u.com/blog/2012/different-disc-profile-
behavioral-styles-learn-in-different-ways/
Discus professional DISC personality profiling. (2013, August
28). Retrieved August 28, 2013, from
http://www.axiomsoftware.com/disc/interpretations/interactive-
guide-to-disc-profile-interpretation.php

Harrison, J. K. (2007). Crossroads: A story of forgiveness.
Hallmark Hal of Fame Productions.
Hawaii, U. o. (2013). Personal report of communication
apprehension. Honolulu.
Human Metrics. (2013, September). Jung typology tests.
Retrieved September 6, 2013, from
http://www.HumanMetrics.com/cgi-win/JTypes1.htm.
Inc, Data Dome. (2013). DISC behavior data dome. Retrieved
September 7, 2013, from
http://datadome.com/newsblog/tag/disc-behavior/
Inscape Publishing. (1996). A comparison of DISC Classic and
the Myers - Briggs type indicators research report . Inscape
Publishing.
Keirsey, D. (2013, September). Keirsy.com Fieldmarshal.
Retrieved September 6, 2013, from
http://www.keirsey.com/4temps/fieldmarshal.asp
Kollar, C. A. (2011).
Solution
-focused pastoral counseling: An effective short term approach
for getting people back on track. Grand Rapids: Zondervan.
Petersen, J. C. (2007). Why don't we listen better?
Communicating & connecting in relationships. Portland:
Peterson Publications.
Psych Tests. (2013, Saugust 28). Testyourself.psychtests.com.
Retrieved from Testyourself.psychtests.com:
http://testyourself.psychtests.com/bin/transfer?req=MnwyMTUx
fDExNTA1NTB8MXwx&refempt=
Similar Minds. (2013, September). Similar minds new

personlity test. Retrieved September 3, 2013, from
http://similarminds.com/personality_tests.html
Squidoo LLC. (2013). Strengths and blind spots for each DISC
style. Retrieved September 6, 2013, from
www.squidoo.com/discstrengths
Solving My People Puzzle: Part 2 Grading Rubric
Criteria
Points Possible
Points Earned
Description of Ineffectiveness with other Relational Styles
· Description of ineffectiveness with each of the 4 DISC styles
was supported with evidence from the readings & assessments
· Where appropriate, evidence of flat brain tango and
communication traps was supported with pertinent example and
insights from readings
40
Strategies for Increasing Effectiveness with other Relational
Styles
· Concise strategy provided for communicating & connecting,
problem solving, and conflict management with each DISC style

· Each strategy provided evidence from the readings and
assessments to support plan of action
· Mentor identified and rationale provided for asking his/her
collaboration in increasing your relational effectiveness
· Where appropriate, spiritual formation truths, insights, and
techniques were integrated into each strategy
20
Application to a Predetermined Care-seeker
· Care-seeker from Case Study identified
· Care-seeker’s possible DISC style identified and concisely
described
· Challenges to demonstrating fit with care-seeker clearly
described and supported from the readings and assessments
· Strategy for building rapport and demonstrating fit with care-
seeker’s style was satisfactorily supported from the readings
and assessments.
20
Additional Insights from the Myers-Briggs Type Indicator
· M-BTI style satisfactorily identified with concise description
· Evidence from assessment provided to support increased
effectiveness in communicating & connecting with other
relational styles
10

Readability and current APA Style
correctly.
10
Total
100
Instructor’s Comments:
Running head: SMPP PART ONE 1
MY RELATIONAL STYLE16

Solving My People Puzzle: Part 1
Marcus Butler
PACO 500-B08 LUO
Instructor: Prof. Mark Holland
Liberty University/Baptist Theological Seminary
May 21, 2015
AbstractComment by wmh:
Use a consistent running head.
This is a report of the description, development, and
management skills of Marcus Butler. In this report, it will
reveal a snap shot of the personality as outlined in the various
people puzzles presented by the required texts. Using the course
resources, the following questions will be answered: 1) Who is
the Me I See; 2) What Hallmark Purpose will govern your
relational style; and 3) Who is the Me I want to See? The
engagement of these questions set the stage for further

management of my particular relational style by using a
research-based approach to support the assertions outlined.
Table of Contents
Part 1 Data3
Communications Skills Test7
Professional/Leadership DISC Profile9
How Others See You11
SMPP Phase One Questions11
References15
Solving My People Puzzle: Part 1 Grading Rubric16

Part 1 DataComment by wmh:
Level 1 headings are centered, in bold print, and in 'Title Case.'
Headings should not be labeled with numbers or letters (Chapter
3, section 3.03, p. 62-63; See also Table 3.1 and Figure 2.1).
Interview 1: ShawnaComment by wmh:
Level 2 headings are flush left, in bold print, and in 'Title Case.'
3, section 3.03, p. 62-63; See also Table 3.1. and Figure 2.1).
Identify and solicit a wise person for mentorship. This person
should be willing to help you secure and support your personal
and professional growth and development. Initially, it will only
involve helping you complete this assignment:
1) What would you tell Marcus if he asked you the following
question: “What is it like to be on the other side of me?”
Marcus is a motivated, inquisitive, go getter who uses every
opportunity to maximize his balance. He is also a people pleaser
and this at times causes conflict not only with himself although
he won’t admit it, but with his family and with others that are in
his world making requests of him, he must learn to say no.
2) How does Marcus typically interact with other people?

Can you think of a recent example?
Marcus interacts with others in a positive manner; he is very
friendly and even keeled. He is a natural leader who knows how
to communicate well with others. Case and point, we have
members from all age categories and emotions; and Marcus is
able to come in with his infectious bubbly attitude and changes
the atmosphere.
3) Have you ever been in a situation where you saw Marcus
take on new tasks or roles? Describe this situation and what he
did?
We’re always in situations where we see Marcus take on new
tasks/roles. The most recent and touching for me is his role as
our Armourbearer. Once he fully understood the Biblical
understanding and application, he moved in with agility and
heart. He’s still adapting, but we can feel the sincerity in his
passion to do what God wants him to do, it’s not just for a title.
4) What has been a particularly demanding goal for Marcus
to achieve?
I would say to be filled with the Holy Spirit.
5) When you observe Marcus, which of the following
pictures come to mind?

LION X BEAVER☐ OTTER ☐ GOLDEN
RETRIEVER ☐
Based on the explanations provided, I would have to play mix
and match with each one of these animals provided as Marcus’
has highlighted strengths of a Lion, the Beaver, the Otter and
the Golden Retriever; same goes with his weakness. However,
when I first looked at the 4 choices; I automatically went to
Lion because it is known that the Lion is known to be the most
vicious and protective animal in the animal planet; the man
Marcus is strong and protective; he will do anything to take care
of those he love. He is passionate about learning and ministry,
his weakness is responding to impulses. As the Lion that waits
for his prey, Marcus is a very patient young man with charisma.
The Lion remains on guard, yet stays occupied, Marcus stays
guarded, yet is always involved in a project, whether it’s
figuring out how to better his photography skills, work on his
assignments, or figuring out gadgets
Interview 2: Sid Comment by wmh:
Level 2 headings are flush left, in bold print, and in 'Title Case.'
3, section 3.03, p. 62-63; See also Table 3.1. and Figure 2.1).
Assessments used in this course are helpful tools for
understanding how a person tends to think, feel, and make
decisions; yet, more information is needed to fully understand

one’s actual, observable, behavior. A completed 360° Interview
provides a student with fresh insight from those who know
him/her well. It also provides a way to monitor his/her
relational growth and development. A student has asked you to
answer the following questions. Your answers do not have to be
long, just clear and concise. If more room is needed, continue
typing until all questions are answered to your satisfaction. To
help this student, complete his/her assignment in timely fashion;
please return this document within 1 days of receipt by email
attachment.
1) What would you tell Marcus if he asked you the following
question: “What is it like to be on the other side of me?”
Marcus is a spirited, and enthusiastic young man who goes
above and beyond to achieve a level of standard that he exceeds
his expectations. As Pastor Shawna Lathan stated he is a people
pleaser and with that it causes him internal conflict as well as
pain within the ministry that is inside of him.
2) How does Marcus typically interact with other people? Can
you think of a recent example?
Marcus shows a smile every time that I see him; It makes me
wonder at times what is truly going on inside of his mind –
because I know that nothing is sunshine all the time. There is no
one that I have witnessed him not being about to communication

with. However, his positive attitude is infectious.
3) Have you ever been in a situation where you saw Marcus take
on new tasks or roles? Describe this situation and what he did?
Trying to come up with different descriptions is a task in itself.
There is nothing that we ask of Marcus that he will not try to
do; however, he doesn’t know how to say enough is enough. He
will work himself to the point of exhaustion.
4) What has been a particularly demanding goal for Marcus to
achieve?
Just as Pastor Shawna stated, “I would say to be filled with the
Holy Spirit”, is the most vital key.
5) When you observe Marcus, which of the following pictures
come to mind?
LION X BEAVER☐ OTTER ☐ GOLDEN
RETRIEVER ☐
Based on the explanations provided, I would have to play mix
and match with each one of these animals provided as Marcus’
has highlighted strengths of a Lion, the Beaver, the Otter and
the Golden Retriever; same goes with his weakness. I also
automatically went to Lion because it is known that the Lion is
known to be the most vicious and protective animal in the

animal planet as Pastor Shawna stated, however, it is that
natural leader that is inside of him that allows others to show
their strengths as well. As the Lion that waits for his prey,
Marcus is a very patient young man with charisma. Many of
what Pastor Shawna has stated I can reiterate, however, the
most striking aspects about Marcus is his love, passion, and
willingness to learn.
Communications Skills TestComment by wmh:
This heading should start a new page. Insert a page break here.
Strengths
·
You are very insightful
·
You are assertive when talking to others
Potential strengths
·
You have average communication skills
·

You are relatively capable of communicating clearly to others
·
Your listening skills are average
·
You are relatively comfortable dealing with emotions
Limitations
·
No limitations were detected
Communication is a skill that you can learn. It’s like riding a
bicycle or typing. If you’re willing to work at it, you can
rapidly improve the quality of every part of your life. " – Brian
Tracy
Communication is not simply choosing the right words - many
factors come into play. It’s not uncommon to find ourselves
able to communicate smoothly in one situation, but bumbling
our way through another. The fact is that whether you are happy
with your present communication skills, there is always room
for improvement. Here are some useful strategies for
understanding and being understood.Professional/Leadership
DISC Profile

How Others See You
“You think people expect you to be seen as someone who is
popular, articulate, kind, and intelligent. You tend to be many
things to many people, but you are not very decisive or
determined. People don’t see you as competitive or serious
about winning. You usually want to be successful at being
popular, supporting others, and digging into facts. You really
don’t care that much about who’s the boss. You just want
everyone to be happy and close, so you can teach him or her
new and exciting truths. You like to teach or speak publicly, so
you can impart deep information and help lift others up. People
see you mostly shining and sharing your talents and
knowledge.” (Carbonell, 2011, p. 85)Comment by wmh:
Be sure to include the citation within the sentence that is being
cited, i.e. before the end of sentence punctuation (., ?, or !)
(Chapter 6, p. 174-176).SMPP Phase One Questions
Who is the “Me I See”? The Core Disc index is basically the

blueprint to follow in order to identify what type of personality
that you may encounter. They are broken down into “D”, active
and task-oriented, which stands for directing, driving,
demanding, domination, determined, decisive, and doing; “I”,
active and people-oriented, which is inspiring, influencing,
inducing, impressing, interactive, and interested in people; “C”,
passive and task-oriented, which is cautious, competent,
calculating, compliant, careful, and contemplative; and “S”,
passive and people-oriented, which is steady, stable, shy,
security-oriented, servant, submissive, and specialist.
(Carbonell, 2011, p.16) The me I see is the one that is driving
and decisive (D), inspiring and interactive (I), and steady and
servant (S). With the results of the survey I am described as a
combination of I, S, and C that is a more accurate picture of
what I am. Comment by wmh:
Be sure to include the citation within the sentence that is being
cited, i.e. before the end of sentence punctuation (., ?, or !)
(Chapter 6, p. 174-176).
Core needs for the me that I am would include interactivity with
others, serving others, while being on guard to whatever may be
thrown my way. My biggest motivation would be to be a servant
to all those that need my help.
The strengths of who I am rest on the facts of humility and the
concept of servitude. One of the more vital points of being a
servant/leaders (Greenleaf, 2013) is the ability to point out your

own strengths and weaknesses. I believe that in my weakest
state I am at my strongest. But he said to me, “My grace is
sufficient for you, for my power is made perfect in weakness.”
Therefore I will boast all the more gladly about my weaknesses,
so that Christ’s power may rest on me. (2 Corinthians 12:9)
When it comes to shortfalls or shortcomings there are plenty to
choose from. However, the biggest one will be my wanting to
please everyone. In my willingness to please, I will be blinded
to the obvious things going on around me. Things such as being
taken advantage of, emotional manipulation, and underhanded
aggression. This fits perfectly in the example of “I”, which
state, “You sometimes tend to be too optimistic and trusting.
People often talk you into doing things because they know you
want to please them. Your need to be well liked and popular
sometimes causes you to go along with the crowd. You think
people need for you to be emotional and loud when responding
to important things. You are expected to be expressive, which
may cause you to either say things that might hurt others or
cause you to sound stupid. You sometimes use your words and
emotional responses as weapons against those you think are
opposed to you. (Carbonell, 2011, p. 28)
When it comes to interpersonal communication there is a fine
line to tread when approaching someone or a group of
individuals. While it is sometimes best to directly confront
individual(s) with issues, beliefs, ideologies, etc., it may be

counter productive is that person is not receptive. This is a
harmful aspect of interpersonal communication. However, if we
first listen, without defending, the atmosphere will be more
conductive to positive communication. (Petersen, 2007, p. 107)
From looking at the responses of others, the me I see is
confirmed in most areas that are visible to the public. I believe
that the person that I have inside is what God and I have a
relationship with. As counselors, it is okay to try to relate to
those you are trying to help, however, there are certain things
that cannot be divulged in order to maintain a level of order in
the sharing of information. It is this restraint as a counselor that
is one of our greatest assets.
What Hallmark Purpose* will govern your relational style? “Do
nothing out of selfish ambition or vain conceit. Rather, in
humility value others above yourselves, not looking to your own
interests but each of you to the interests of the others.”
(Philippians 2:3-4) It is in this statement that encompasses all
that we are to do as not only leaders but as children of the most-
high God, Jehovah. “Just as the Son of Man did not come to be
served, but to serve.” (Matthew 20:28) It is through this spirit
of serving and humility that will shows those that you are
helping or leading that you are real, truthful and have their best
interest at heart.

Who is the “Me I want to See”? The me that I want to see is a
servant that closely imitates my Lord and Savior Jesus Christ.
This may seem like a very general statement but Jesus embodies
every single letter of the DISC model – thus that is the me that I
want to see.
The most effective resources are pointed towards the things to
guard against as well as those things that are often abused. I
feel as though through the me that I see, if I can become as well
rounded in the things that I resist against the most, there is no
level of effective communication that I cannot achieve. Thus,
through the Holy Spirit of the Living God, there is no one that
cannot be helped. Comment by wmh: Good job on completing
this assignment! God has gifted you with a unique personality.

References:Comment by wmh:
The reference page heading should be in non-bold regular font.
It is not considered in the levels of headings for the paper.
Remove colon.
Carbonell, M (2011). How to Solve the People Puzzle:
Understanding Personality Patterns. Published by Uniquely You
Resources. Copyright 2011 by Dr. Mels Carbonell. Published in
eBook format by eBookit.com. www.eBookit.comComment by
wmh:
Italics are necessary when referencing book titles (Chapter 4,
4.21, p. 104).
Greenleaf, R. (2013). Butler University, Ten Principles of
Servant. Copyright 2013 by Butler University, 4600 Sunset
Ave., Indianapolis, IN 46208.
http://www.butler.edu/volunteer/resources/principles-of-
servant-leadership/
Holy Bible, New International Version®, NIV® Copyright
1973, 1978, 1984, 2011 by Biblica, Inc. Used by permission.
All rights reserved worldwide.Comment by wmh: Reference
List: Reference entries are not required for citing the Bible. It is

not necessary to provide the URL or access date when accessing
an electronic copy of the Bible.
http://www.cedarville.edu/academics/library/help/citing_bible.p
df
Petersen, J. C. (2007). Why Don’t We Listen Better? Published
by Petersen Publications, Portland OR 97222. Copyright 2007
by James C. Petersen. www.PetersenPiblications.com
Criteria
Points Possible
Points Earned
Assessment Content & Organization
20
20
· 360° Interviews, Communication Skills SnapShot, and
DISC SnapShots (Graphs 1 & 2: Preface, Charts, Descriptions,
and Conclusions) were presented with sufficient organizational
clarity

DISC Description
20
20
· Primary DISC index clearly identified and satisfactorily
supported from the assessments and course resources
· Basic overview concisely described and satisfactorily
supported with evidence from course resources
Overall “The Me I and Others See” Description
25
25
· Overall strengths identified and concisely described with
evidence from course resources and assessments
· Overall shortcomings identified and concisely described
with evidence from course resources and assessments
· Helpful/harmful interpersonal patterns identified and
satisfactorily supported with evidence from course resources

· Minimal presence of judgment and critique
Development of the “The Me I Want to See” Picture
25
25
· Concise description of a “Hallmark Purpose” that guide
development and management of relational style
· Crisp picture of the “The Me I Want to See” developed
under the influence of Hallmark Purpose

· Biblical insight and course information supported the
development of the “The Me I Want to See”
Readability and APA Style
10
2
correctly.
Total:
100
92
Running
head
:

SMPP PART ONE
1
Solving My People Puzzle:
P
art 1

Marcus Butler
PACO 500
-
B08 LUO
Instructor:
Prof. Mark Holland
Liberty University/Baptist Theological Seminary
May 21, 2015

PACO 500Solving My People Puzzle Part 2 Grading RubricCriteri.docx

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