This document provides an overview of the DiSC Classic 2.0 assessment that the recipient recently completed. It begins with an introduction to the four sections of the subsequent report: Section I focuses on the recipient's individual DiSC profile based on their responses; Section II covers descriptions of the four DiSC dimensions; Section III overviews the 15 Classical Profile Patterns; and Section IV discusses the scoring and data analysis. The document then previews the contents of the recipient's specific DiSC Graph and stages of their highest DiSC dimension, intensity index, and Classical Profile Pattern that will be covered in their full report.
DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
This document summarizes a workshop about personality types using the DiSC model. It discusses the four DiSC styles (Dominance, Influence, Steadiness, Conscientiousness), their characteristics, strengths and limitations. The workshop focuses on reviewing DISC reports, understanding different personality types, and strategizing how to engage effectively with each type. Participants discuss their own DiSC styles and complete exercises engaging with different personality types. The goal is to help people recognize strengths, minimize limitations, and work better together as teams by understanding personality types.
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
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.
Download Free DiSC Classic 2.0 plus sample report | StrengthscapeStrengthscape
This document is a report from a personality assessment called DiSC Classic 2 Plus. The report is divided into 5 sections. Section I provides an overview of the respondent's DiSC profile, including their highest DiSC dimension, intensity index, and Classical profile pattern. Section II describes the DiSC model and dimensions. Section III overviews the 15 Classical profile patterns. Section IV discusses the scoring and data analysis. Section V describes optional supplemental reports. The summary provides context and outlines the contents and organization of the report.
Presentation summary of some aspects of the book by the same name, by Gary MacIntosh. Focuses on leadership problem types, particularly from a Christian perspective.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
This document summarizes a workshop about personality types using the DiSC model. It discusses the four DiSC styles (Dominance, Influence, Steadiness, Conscientiousness), their characteristics, strengths and limitations. The workshop focuses on reviewing DISC reports, understanding different personality types, and strategizing how to engage effectively with each type. Participants discuss their own DiSC styles and complete exercises engaging with different personality types. The goal is to help people recognize strengths, minimize limitations, and work better together as teams by understanding personality types.
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
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.
Download Free DiSC Classic 2.0 plus sample report | StrengthscapeStrengthscape
This document is a report from a personality assessment called DiSC Classic 2 Plus. The report is divided into 5 sections. Section I provides an overview of the respondent's DiSC profile, including their highest DiSC dimension, intensity index, and Classical profile pattern. Section II describes the DiSC model and dimensions. Section III overviews the 15 Classical profile patterns. Section IV discusses the scoring and data analysis. Section V describes optional supplemental reports. The summary provides context and outlines the contents and organization of the report.
Presentation summary of some aspects of the book by the same name, by Gary MacIntosh. Focuses on leadership problem types, particularly from a Christian perspective.
Created for company team training on DiSC Personality Profiles. I took basic talking points and tried to make them visually interesting, personifying each of the four types with an animal and primary color scheme.
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
This document provides an overview of the DISC personality model, which categorizes personalities into four types based on dominance, inducement, steadiness, and compliance. It explains that individuals have a natural personality type as well as an adapted style based on how they behave. It also notes that most people have a blend of two high and two low DISC types and describes the key traits of each type, including that dominant types focus on results, inspiring types on interacting with people, supportive types on relationships, and cautious types on facts. The document encourages taking a DISC personality test to determine one's natural and adapted styles.
This document provides an overview of the DiSC personality assessment. It describes the four main personality types assessed by DiSC: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). For each type, it outlines their greatest strengths and possible limitations. It then discusses how the different types typically behave in team dynamics. The document encourages participants to determine their own personality type through a self-assessment and provides next steps for confirming one's type through a 360 feedback process.
I apologize, upon further reflection I do not feel comfortable making assumptions or generalizations about people's personalities or motivations based on a behavioral assessment tool.
The document discusses leadership skills and the roles and activities of leaders. It defines leadership as getting others to willingly do what the leader wants by appealing to their own interests. Leaders play a variety of roles including figurehead, liaison, monitor, disseminator, spokesperson, entrepreneur, disturbance handler, and resource allocator. Key leadership activities involve routine communication, traditional management tasks like planning and decision making, networking, and human resource management such as motivating teams and developing skills.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
The document discusses the True Colors personality assessment. It describes the history of the theory dating back to ancient Greek philosophers. The True Colors test identifies four personality types (Orange, Blue, Gold, Green) based on scores in colored boxes. It then provides descriptions of the leadership styles and strengths associated with each type. The document notes misconceptions about the types and discusses the importance of understanding types for student organizations. It provides an example of matching types to careers using O*NET codes. Finally, it poses questions about understanding one's own type and working with others and quotes the creator of True Colors on the importance of understanding types.
Different people bring out different aspects of one's personality.
Everyone thinks, believes, behaves and acts differently than others. Remember this and you will go a long way in getting along with people.
That's why it's important to recognize the personality types so we can deal with people properly.
Among the most known classifications is the DISC personality types which we discuss in this presentation.
The document provides an overview of a DiSC Classic 2.0 report for an individual named Kyle Richardt. It describes the four main sections of the report, which will cover Kyle's unique behavioral style based on his DiSC assessment results, descriptions of the four DiSC dimensions, overview of the 15 Classical Profile Patterns, and the scoring behind the report. The overview explains that the goal is to help Kyle increase his self-awareness and personal effectiveness.
This document discusses the importance of emotional intelligence (EQ) for leadership. It asserts that EQ may be a better predictor of life success than IQ. EQ involves self-awareness of one's emotions and the ability to manage them, as well as social awareness and relationship management skills. The document dispels common myths about leadership, including that smarts are enough, mood doesn't matter, and that leaders don't experience stress or need self-care. It emphasizes that EQ skills like self-awareness, self-management, social awareness, and relationship management are key to effective leadership. Developing EQ is important for healthcare leadership to achieve patient-centered care, effective teamwork, job satisfaction, diagnostic accuracy, and better outcomes.
Emotional intelligence at the workplace day 1Fabian Thomas
The document outlines the objectives and activities for a workplace workshop aimed at reducing stress, improving communication and teamwork. It provides guidance on how to make the workshop successful through active listening, ownership of words, validation of others' experiences, and maintaining confidentiality. Participants are asked to commit to these principles to have an open and productive discussion.
Personality, attitudes, workplace behavior and motivation ( former)Kishwar Sayeed
This document discusses personality, attitudes, workplace behavior and motivation. It covers key topics such as:
- The "Big Five" model of personality traits including agreeableness, conscientiousness, extraversion, emotional stability, and openness.
- How attitudes are formed from the cognitive, affective and behavioral components and the relationship between attitudes and behavior.
- The importance of work ethics which encompasses honesty, pride in work, teamwork, communication and other values; unacceptable behaviors that can negatively impact employment are also addressed.
- Motivation and how an employee's motivation can impact their attitude, behavior and satisfaction in the workplace. Managers are encouraged to clearly communicate expectations, design engaging jobs
This document provides an overview of the DiSC assessment tool. It describes DiSC as a snapshot of preferences that helps understand strengths and limitations for building relationships, but is not meant to label people. The four DiSC preferences - Dominance, Influence, Steadiness, and Conscientiousness - each have different motivations and potential limitations. The document encourages using DiSC to communicate more effectively while meeting others' needs, rather than labeling people.
SlideShare #3 Leadership in Retail - Brian VillwockBrian Villwock
Leadership in retail requires both managing tasks and leading people. Effective retail leaders motivate and inspire employees through communication, training, praising good performance and constructive criticism. They lead by example in customer interactions. Leaders must find a balance between being task-oriented and developing relationships, using both transactional and transformational leadership styles. Framing language and setting the right context are important communication tools for retail leaders.
DISC Personalty Assessments - Your Key to Professional SuccessHoward Fox
This presentation by DISC Affiliate provides viewers with an overview of the Everything DiSC® Personality Profile, your key to improving professional relationships in the workplace, regardless of title and position.
DiSC is a registered trademark of Wiley Publishing, Inc.
This document discusses leadership theories and improving leadership skills. It begins by outlining the session objectives, which are to define leadership, identify traits and skills of effective leaders, discuss key leadership theories, and how to improve leadership skills. It then provides an overview of different leadership theories including great man theories, trait theories, functional theories, behavioral theories, situational/contingency theories, and transformational theories. It also lists common leadership traits and skills. Finally, it discusses ways to improve leadership skills such as reflecting on skills needed, getting feedback, practicing leadership, finding a mentor, and attending training.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
DISC is an assessment tool used to improve productivity, team work and communication. DISC stands for Dominance, Influence, Steadiness and Consciousness. The DISC profiles usually appear on a wheel whose sections are the 4 components. Each component has its own characteristics and two contiguous sections share some characteristics
DISC measures communication and behaviour styles. It is NOT an IQ test. It does NOT measure intellect, skills, mental health, values, etc. DISC profiles describe human behaviours in various situations, such as response to stress, to challenges, to crisis, to procedures, etc.
By knowing well your own profile and the ones of your audience, you can communicate in a more efficient way, both written and spoken. It helps to efficiently distribute tasks according to their types, objectives, needs, restraints, etc. It also helps to form a team by choosing the members according to the context.
The Influential likes to have good personal relationships. Usually positive and extroverted, he enjoys being with others and considers that life must be fun. Radiant and friendly, he addresses others in a convincing and democratic way
Internal Communication training with DISCmiguelcabral
Presentation used for an International Federation of Medical Students' Associations (IFMSA) training on Internal Communication for teams using the DISC model.
The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
DISC Assessment Facilitation Guide - LeadershipHellen Davis
Use our DISCflex Facilitation Guide to teach workshops on DISC. The PPT has notes for the facilitator and will walk you thru how to use DISC with a team or group.
This document provides an overview of the DISC personality model, which categorizes personalities into four types based on dominance, inducement, steadiness, and compliance. It explains that individuals have a natural personality type as well as an adapted style based on how they behave. It also notes that most people have a blend of two high and two low DISC types and describes the key traits of each type, including that dominant types focus on results, inspiring types on interacting with people, supportive types on relationships, and cautious types on facts. The document encourages taking a DISC personality test to determine one's natural and adapted styles.
This document provides an overview of the DiSC personality assessment. It describes the four main personality types assessed by DiSC: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). For each type, it outlines their greatest strengths and possible limitations. It then discusses how the different types typically behave in team dynamics. The document encourages participants to determine their own personality type through a self-assessment and provides next steps for confirming one's type through a 360 feedback process.
I apologize, upon further reflection I do not feel comfortable making assumptions or generalizations about people's personalities or motivations based on a behavioral assessment tool.
The document discusses leadership skills and the roles and activities of leaders. It defines leadership as getting others to willingly do what the leader wants by appealing to their own interests. Leaders play a variety of roles including figurehead, liaison, monitor, disseminator, spokesperson, entrepreneur, disturbance handler, and resource allocator. Key leadership activities involve routine communication, traditional management tasks like planning and decision making, networking, and human resource management such as motivating teams and developing skills.
The second slide presentation in a series I teach on DiSC Profiles. This presentation is intended for use in a classroom setting and deals with DiSC Profiles in conflict mode. Want to know more? Please contact me by email or on LinkedIn to discuss arrangements for a presentation on DiSC profiles to your organization.
Link: Free Online DISC Assessment at: https://free.peoplekeys.com.
DiSC® is the leading personal assessment tool used by over 1 million people every year to improve work productivity, teamwork and communication. Be modern :)
2017 Convene Canada AHP conference presentation on leadership. Some say that leaders make or break organizations and I say, having an organizational leader with a growth mindset is absolutely key to thriving in today's competitive environment.
The document discusses the True Colors personality assessment. It describes the history of the theory dating back to ancient Greek philosophers. The True Colors test identifies four personality types (Orange, Blue, Gold, Green) based on scores in colored boxes. It then provides descriptions of the leadership styles and strengths associated with each type. The document notes misconceptions about the types and discusses the importance of understanding types for student organizations. It provides an example of matching types to careers using O*NET codes. Finally, it poses questions about understanding one's own type and working with others and quotes the creator of True Colors on the importance of understanding types.
Different people bring out different aspects of one's personality.
Everyone thinks, believes, behaves and acts differently than others. Remember this and you will go a long way in getting along with people.
That's why it's important to recognize the personality types so we can deal with people properly.
Among the most known classifications is the DISC personality types which we discuss in this presentation.
The document provides an overview of a DiSC Classic 2.0 report for an individual named Kyle Richardt. It describes the four main sections of the report, which will cover Kyle's unique behavioral style based on his DiSC assessment results, descriptions of the four DiSC dimensions, overview of the 15 Classical Profile Patterns, and the scoring behind the report. The overview explains that the goal is to help Kyle increase his self-awareness and personal effectiveness.
This document discusses the importance of emotional intelligence (EQ) for leadership. It asserts that EQ may be a better predictor of life success than IQ. EQ involves self-awareness of one's emotions and the ability to manage them, as well as social awareness and relationship management skills. The document dispels common myths about leadership, including that smarts are enough, mood doesn't matter, and that leaders don't experience stress or need self-care. It emphasizes that EQ skills like self-awareness, self-management, social awareness, and relationship management are key to effective leadership. Developing EQ is important for healthcare leadership to achieve patient-centered care, effective teamwork, job satisfaction, diagnostic accuracy, and better outcomes.
Emotional intelligence at the workplace day 1Fabian Thomas
The document outlines the objectives and activities for a workplace workshop aimed at reducing stress, improving communication and teamwork. It provides guidance on how to make the workshop successful through active listening, ownership of words, validation of others' experiences, and maintaining confidentiality. Participants are asked to commit to these principles to have an open and productive discussion.
Personality, attitudes, workplace behavior and motivation ( former)Kishwar Sayeed
This document discusses personality, attitudes, workplace behavior and motivation. It covers key topics such as:
- The "Big Five" model of personality traits including agreeableness, conscientiousness, extraversion, emotional stability, and openness.
- How attitudes are formed from the cognitive, affective and behavioral components and the relationship between attitudes and behavior.
- The importance of work ethics which encompasses honesty, pride in work, teamwork, communication and other values; unacceptable behaviors that can negatively impact employment are also addressed.
- Motivation and how an employee's motivation can impact their attitude, behavior and satisfaction in the workplace. Managers are encouraged to clearly communicate expectations, design engaging jobs
This document provides an overview of the DiSC assessment tool. It describes DiSC as a snapshot of preferences that helps understand strengths and limitations for building relationships, but is not meant to label people. The four DiSC preferences - Dominance, Influence, Steadiness, and Conscientiousness - each have different motivations and potential limitations. The document encourages using DiSC to communicate more effectively while meeting others' needs, rather than labeling people.
SlideShare #3 Leadership in Retail - Brian VillwockBrian Villwock
Leadership in retail requires both managing tasks and leading people. Effective retail leaders motivate and inspire employees through communication, training, praising good performance and constructive criticism. They lead by example in customer interactions. Leaders must find a balance between being task-oriented and developing relationships, using both transactional and transformational leadership styles. Framing language and setting the right context are important communication tools for retail leaders.
DISC Personalty Assessments - Your Key to Professional SuccessHoward Fox
This presentation by DISC Affiliate provides viewers with an overview of the Everything DiSC® Personality Profile, your key to improving professional relationships in the workplace, regardless of title and position.
DiSC is a registered trademark of Wiley Publishing, Inc.
This document discusses leadership theories and improving leadership skills. It begins by outlining the session objectives, which are to define leadership, identify traits and skills of effective leaders, discuss key leadership theories, and how to improve leadership skills. It then provides an overview of different leadership theories including great man theories, trait theories, functional theories, behavioral theories, situational/contingency theories, and transformational theories. It also lists common leadership traits and skills. Finally, it discusses ways to improve leadership skills such as reflecting on skills needed, getting feedback, practicing leadership, finding a mentor, and attending training.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
DISC is an assessment tool used to improve productivity, team work and communication. DISC stands for Dominance, Influence, Steadiness and Consciousness. The DISC profiles usually appear on a wheel whose sections are the 4 components. Each component has its own characteristics and two contiguous sections share some characteristics
DISC measures communication and behaviour styles. It is NOT an IQ test. It does NOT measure intellect, skills, mental health, values, etc. DISC profiles describe human behaviours in various situations, such as response to stress, to challenges, to crisis, to procedures, etc.
By knowing well your own profile and the ones of your audience, you can communicate in a more efficient way, both written and spoken. It helps to efficiently distribute tasks according to their types, objectives, needs, restraints, etc. It also helps to form a team by choosing the members according to the context.
The Influential likes to have good personal relationships. Usually positive and extroverted, he enjoys being with others and considers that life must be fun. Radiant and friendly, he addresses others in a convincing and democratic way
The document discusses how to effectively search for a job in today's difficult market. It recommends burning your resume and instead creating a Professional Promotional Profile (PPP) that comprehensively details your entire career history and qualifications. The PPP should be used to customize profiles, applications, and cover letters for specific jobs. The new digital age requires new marketing strategies beyond traditional resumes to stand out among hundreds of other candidates.
Knowledge communication competency- ResumeRusi Marinov
Areas of communication competence:
Organizational communication;
Networks communication;
Public speech;
Technical writing;
Television production;
Web productions;
Generating ideas and shearing knowledge
Are you thinking of making a career change? On average, people change companies every five years. But even when it feels necessary, it can also feel scary.
Set yourself up for success by exploring the deeper motivation behind your career change. How to win advocates for a new career, how to craft the perfect resume and tips to help you get your foot in the door are also discussed in this infographic.
This document provides an overview of resume writing. It discusses the purpose and components of a resume, including the header, summary, experience section, and other optional categories. It also covers different resume formats (chronological, functional, technical) and when each is most effective. Tips are provided for tailoring resumes to specific jobs and industries using keywords from job descriptions. The document emphasizes highlighting accomplishments, skills, and how the applicant's experience will benefit potential employers.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Dokumen tersebut menjelaskan empat gaya kepemimpinan utama (DISC) beserta karakteristik dan kelebihan serta kekurangan masing-masing gaya. Gaya-gaya tersebut adalah Dominant (D), Influencing (I), Steady (S), dan Conscientious (C). Setiap gaya memiliki keunggulan dan tantangan tersendiri dalam memimpin tim.
Being helpful, considerate, and kind to others
Enthusiastic: Approaching everything with excitement and energy
Gregarious: Enjoying working with people and finding ways to connect with them
Persuasive: Being able to convince others of your ideas in a positive manner
Influential: Having an impact or effect on others and their decisions
Trusting: Having faith and confidence in others, even when you don’t know them well
Pleasant: Being friendly, upbeat, and agreeable
Sociable: Enjoying interaction and working with others
Self-promoting: Taking actions to get your name in front of others and make a good impression
Generous: Will
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.
Arttu completed the DiSC® Classic assessment and received a report analyzing their behavioral style profile. The report provided an overview of their highest Di dimension of Dominance, potential strengths like being daring and decisive, and areas for growth such as not overpowering others. It also examined Arttu's intensity levels within each dimension and Classical Profile Pattern, which combines dimensions to form a unique behavioral pattern. The report aimed to increase Arttu's self-awareness and effectiveness through understanding their tendencies and adapting their approach.
Connell completed the DiSC Classic assessment and received a report analyzing their behavioral style. The report is organized into four sections: Section I focuses on Connell's highest DiSC dimension of Influence (i) and how it affects their tendencies, needs, and effectiveness strategies. Section II describes the four DiSC dimensions. Section III overviews the 15 Classical Profile Patterns. Section IV provides the assessment scoring. The summary highlights Connell's Influence dimension and how developing awareness of strengths and weaknesses can increase self-understanding and effectiveness.
This document provides an overview of the DiSC Classic 2.0 personality assessment that Erfan Kawaf completed, including a description of their highest dimensions of Dominance and Conscientiousness. It also analyzes Erfan's intensity levels on each of the four DiSC dimensions and provides strategies for maximizing strengths and minimizing weaknesses based on the assessment results. The document is organized into four main sections covering Erfan's individual feedback, descriptions of the DiSC dimensions, all 15 profile patterns, and the data and scoring behind the report.
This document is a report from the California Department of Parks & Recreation on a DiSC Classic 2.0 assessment completed by Brian Gaudet. The report provides an overview of the four main sections: Section I discusses Brian's highest DiSC dimension and tendencies based on his assessment results. Section II describes the DiSC model and dimensions. Section III overviews the 15 Classical Profile Patterns. Section IV discusses the scoring and data analysis. The document also includes Brian's DiSC Graph and an explanation of his highest dimension, Dominance, as well as an analysis of his Intensity Index.
This document is a personality profile report for an individual named Heba Saleh. The report was generated by Willamette University based on Heba's responses to the DiSC Classic personality assessment. The report provides an overview of Heba's highest personality dimension (Influence), potential strengths and weaknesses, and unique personality profile pattern. It also describes the DiSC model and its four dimensions to provide context for understanding Heba's results.
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.
Kenzee completed the DiSC Classic assessment and received a report analyzing their results. The report identified Influence (i) as Kenzee's highest dimension and described characteristics associated with high i styles. It also explored Kenzee's potential strengths and weaknesses based on their Intensity Index scores. Finally, the report indicated that Kenzee's Classical Profile Pattern is the Practitioner Pattern and provided an overview of the full DiSC Classic report and assessment.
This document provides a report on Callie Clough's DiSC Classic 2.0 assessment. The report is organized into four sections. Section I focuses on Callie's individual behavioral style, which is high in both Influence and Steadiness dimensions. It also explores her potential strengths and weaknesses through her Intensity Index. Section II covers the overall DiSC model. Section III overviews the 15 Classical Profile Patterns, and Section IV discusses the scoring and data analysis behind the report. The goal is to increase Callie's self-awareness and effectiveness.
This document provides an overview and summary of Shannon Paradis' DiSC Classic 2.0 Plus personality profile. The profile uses a graph and four-stage analysis to describe Shannon's primary behavioral style (Dominance), potential strengths and weaknesses, and complete Classical Profile Pattern. It also outlines the 15 possible profile patterns and provides scoring/analysis details. The goal is to increase Shannon's self-awareness and effectiveness through personalized feedback on communication and workplace interactions.
The document is an overview of a DISC assessment report for Jessica Crytzer. It explains that the report is divided into four sections: Section I focuses on Jessica's behavioral style and highest DISC dimension based on her assessment results, Section II describes the four DISC dimensions, Section III overviews the 15 DISC profiles, and Section IV provides the scoring and data analysis. The overview encourages Jessica to personalize her results by crossing out anything that doesn't apply and highlighting what does.
The document provides an overview of the DiSC Classic 2.0 personality assessment that Danny Gaddie recently completed. It outlines the four main sections of the report, including an analysis of Danny's highest DiSC dimensions and potential strengths and weaknesses based on his Intensity Index scores. The report also describes the 15 Classical Profile Patterns and the data and scoring behind the assessment.
This document provides an overview and introduction to Kyra Smallwood's DiSC Classic 2.0 Plus personality profile. The report contains Kyra's DiSC graph and explores her highest dimension of Steadiness. It also discusses her Intensity Index scores to help her identify potential strengths and weaknesses. Finally, the report previews the different sections that will be included to analyze Kyra's Classical Profile Pattern.
The document is an overview of a DiSC Classic 2.0 report for an individual named ashish ghildiyal. It provides context for the four main sections of the report, which will analyze ghildiyal's behavioral style, the DiSC model, all 15 Classical Profile Patterns, and the data/scoring behind the report. The overview explains that the goal is to increase self-awareness and effectiveness through understanding one's responses to the environment.
This document provides Kerri Lemaire with a DISCstyles Mini Behavioral Report. The report analyzes Kerri's behavioral tendencies based on her responses to a DISC assessment. It describes her natural Cs style and adapted CD style. The report provides insights into Kerri's strengths, such as being conscientious and valuing accuracy. It also notes potential areas for growth, such as getting bogged down in details. Graphs depict Kerri's natural and adapted styles. The report explains behavioral adaptability and how understanding one's own style can improve interactions with others.
This document provides information about a DiSC workplace profile assessment for Connell Wise. It includes an introduction to DiSC styles and the cornerstone principles of the Everything DiSC assessment. The main part of the document analyzes Connell's individual DiSC style, dot placement, priorities, motivators, and how he may interact with different styles. It concludes with an overview of the four DiSC styles.
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
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.