This document provides a summary of Debayan Biswas's DiSC Classic 2.0 personality profile. It indicates that Debayan's highest dimensions are Dominance and Influence. It describes tendencies, potential strengths and weaknesses associated with these dimensions. It also provides Debayan's Intensity Index, which explores how tendencies may be perceived if exhibited at high, medium, or low levels. Finally, it overviews the 15 Classical Profile Patterns to help understand how Debayan's dimensions combine to form their unique profile.
DiSC Classic profiles are used worldwide in dozens of training and coaching applications, including organizational development and performance improvement. DiSC Classic can help improve communication, ease frustration and conflict, and develop effective managers and teams.
DISC analysis is a psychometric tool to understand personal traits towards Dominating, Influential, Steady and Compliant. Understanding your employee personalities can help us mould better teams and achieve higher coordination. For employees it gives them a perspective of their own identities and develop the personal skills to enhance their personality type.
The one Agile value that does not get enough attention is "Individuals and Interactions over processes and tools". A reason for this is because many of the people in our industry started out in college as “Computer Science” or “Software Engineering” students. Yet individuals and interactions focuses more on psychology and human behavior. It is also less black and white and less perfect. This presentation offers guidance and motivation for attending to the human side of an Agile software project.
Understanding Our Immunity to Change, DRS Faculty Presentation, September 2008dovemerson
Presentation on the work of Dr. Robert Kegan, by Rabbi Dov Emerson (@dovemerson) and Rabbi Elly Storch (@estorch) to the faculty of the DRS HALB Yeshiva High School for Boys, faculty in-service, September 2008.
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
DISC Assessments in the Classroom - Implementation GuideHellen Davis
Use DISC Assessments in the classroom to help your students become aware of their behavioral tendencies and use the tool to improve their soft skills. Our PPT walk a teacher thru how to get setup with DISC and use the assessment in the classroom.
DiSC Classic profiles are used worldwide in dozens of training and coaching applications, including organizational development and performance improvement. DiSC Classic can help improve communication, ease frustration and conflict, and develop effective managers and teams.
DISC analysis is a psychometric tool to understand personal traits towards Dominating, Influential, Steady and Compliant. Understanding your employee personalities can help us mould better teams and achieve higher coordination. For employees it gives them a perspective of their own identities and develop the personal skills to enhance their personality type.
The one Agile value that does not get enough attention is "Individuals and Interactions over processes and tools". A reason for this is because many of the people in our industry started out in college as “Computer Science” or “Software Engineering” students. Yet individuals and interactions focuses more on psychology and human behavior. It is also less black and white and less perfect. This presentation offers guidance and motivation for attending to the human side of an Agile software project.
Understanding Our Immunity to Change, DRS Faculty Presentation, September 2008dovemerson
Presentation on the work of Dr. Robert Kegan, by Rabbi Dov Emerson (@dovemerson) and Rabbi Elly Storch (@estorch) to the faculty of the DRS HALB Yeshiva High School for Boys, faculty in-service, September 2008.
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
DISC Assessments in the Classroom - Implementation GuideHellen Davis
Use DISC Assessments in the classroom to help your students become aware of their behavioral tendencies and use the tool to improve their soft skills. Our PPT walk a teacher thru how to get setup with DISC and use the assessment in the classroom.
Everything disc work of leader profileAzvantageLLC
Every organization needs leadership and not just in the C-suite. Teams need subject-matter experts who can move into and out of leadership roles as appropriate. You want managers who can also be leaders.
Assertive + Persuasive:
o Bottom-line approach.
o Develop bold & new solutions independently, w/o deferring to others.
o Direct & Motivate others with empathy.
o Efficient multi-tasker.
o Highly driven toward solutions & success.
o Socially poised & confident.
*Source: Communication and Behavioral Strengths DISCstylesTM Report
A behavioral profile written specifically for managers! Learn more about your approach to directing and delegating. How will your direct reports relate to your style, and how can you create a more positive and motivating environment for them? How can you gain buy-in from your own managers? The Everything DiSC® Management profile will help you easily apply the DiSC model in management situations.
www.internalchange.com
IMMEDIATE VALUE:
o Analytical and considerate listener
o Careful to tie up loose ends on projects
o Conscientious; Reliable; Organized
o Detailed in communicating ways of completing projects
o High degree of technical specialty and skill
o Objective, reality-focused view of systems, procedures & organizational operations
o Patient with others
o Tactful in explaining ideas impacting the team
o Valuable input on projects
Communication and Behavioral Strengths DISCstylesTM Report
Happiness at Work in a Money-based System is based on the work of David Rock published in the NeuroLeadership Journal, "SCARF: a brain based model for collaborating with and influencing others." The presentation gives realistic and valuable ways to increase happiness in the work-place based on basic work-place needs.
Score InterpretationScoreComment12-20You most commonly ado.docxjeffsrosalyn
Score Interpretation
Score
Comment
12-20
You most commonly adopt an authoritarian or autocratic leadership style. You rarely consult your team members and, instead, tend to tell them what you want, when you want it, and how you want it done.
This style works well in a crisis, when a task must be completed quickly. However, you'll likely demoralize, demotivate and aggravate people if you use it all the time. This can translate into high absenteeism and turnover rates. You'll also miss out on a wealth of ideas, thereby stifling innovation and creativity. Read more below.
21-27
You lean toward a democratic or participative style of leadership. You tend to set the parameters for the work and have the final say on decisions, but you actively involve your team members in the process.
This style can build trust between you and your people, as they'll likely feel engaged and valued. But it's not great in a high-pressure situation that requires a fast turnaround, as it will slow you down. And, if you dislike disagreement or conflict, you might struggle with how people respond to consultation. Read more below.
28-36
Your default leadership style is probably delegating or "laissez faire." You give your team members free rein in how they work toward their goals.
This is an ideal approach when your people are highly skilled and motivated, and when you're working with contractors and freelancers who you trust. But if a team member is inexperienced or untrustworthy, or if you lose sight of what's going on, this approach can backfire catastrophically. Read more below.
Do you believe that you can adapt your style? Harvard University professor Ron Heifetz and leadership experts David Rooke and William Torbert say that you can. So let's look in more depth at Lewin's leadership styles, their strengths and risks, and how you might become more skillful in using them.
Authoritarian, Autocratic Leadership
This approach is helpful when your team needs to follow a process "to the letter," to manage a significant risk. It's also effective when you need to be hands-on with people who miss deadlines, in departments where conflict is an issue, or in teams that rely on quick decisions being made.
But you need to be aware that relying on control and punishment to maintain standards will likely drive people away. Similarly, if you always demand that your team works at top speed, you can end up exhausting everyone.
Instead, you can show respect for team members by providing the rationale for your decisions. And they will more likely comply with your expectations if you take the trouble to explain Why the Rules Are There .
You can improve your ability to "lead from the front" by Planning for a Crisis , Thinking on Your Feet , and making good decisions under pressure . But be sure to balance these skills with an awareness of their potential negative impact on creativity, ideas gathering, motivation, and trust within the team.
Being too autocratic can also mean that you'll fi.