The document is an executive summary report on an individual's behavioral style based on an assessment called the DISC index. The summary includes:
- An overview of the individual's natural and adaptive behavioral styles based on the DISC dimensions of Dominance, Influence, Steadiness, and Compliance.
- Descriptions of the individual's scores on each of the four DISC dimensions and how they relate to problem-solving, interacting with others, pace, and procedures.
- Statements characterizing the individual's natural and adaptive behavioral patterns based on their DISC assessment results.
This document provides an executive summary of Amber Bollinger's DISC behavioral assessment results. It discusses Dr. William Marston's early research on behavioral dimensions and how the current DISC Index assessment is based on that work. The summary then analyzes Amber's natural and adaptive behavioral styles across the four DISC dimensions of Dominance, Influence, Steadiness, and Compliance. Graphs and text describe her tendencies in each area and how she may behave differently under natural versus adaptive conditions.
Che Wilson's DISC behavioral style profile provides insight into their natural and adaptive behaviors. The profile analyzes scores on four scales: Decisiveness (D), Interaction (I), Stability (S), and Cautiousness (C). It shows Che's moderate scores and how they prefer to solve problems carefully, interact in a controlled manner with new people, maintain a steady pace, and value procedures. The profile is meant to help Che understand their behavioral tendencies and maximize their potential.
The document provides information about Daniel Miller's DISC behavioral assessment results. It includes a summary of his natural and adaptive behavioral styles, with charts showing his scores on the scales of Decisive, Interactive, Stabilizing, and Cautious behaviors. The document also provides descriptions of Daniel's tendencies and preferences based on his individual scores on each of the four scales.
The document provides information about an Innermetrix DISC behavioral assessment taken by Maye Manaois. It includes descriptions of Maye's natural and adaptive behavioral styles based on the assessment results. Maye's natural style shows a preference for careful analysis, quality control, and adherence to rules and procedures. Her adaptive style also values maintaining existing processes and status quo. The document provides details on Maye's scores on the four DISC dimensions of Decisive, Interactive, Stability, and Cautious.
This document is a summary of an individual's behavioral style assessment results based on the DISC model. The assessment measures four dimensions of behavior: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). The summary provides the individual's natural and adaptive scores on each dimension to understand how their behavior differs depending on the situation. It also includes an overview of the DISC model and how it can provide insights into communication style, work preferences, and areas for continuous improvement.
The document is a multi-page report analyzing an individual's behavioral style using the DISC assessment tool. The summary analyzes the individual's natural and adaptive styles. The individual scores moderately low in Decisiveness and Cautiousness, moderately high in Interactiveness and Stabilizing. The summary provides insights into the individual's preferred communication and work environment based on their DISC results.
The document provides information about an Innermetrix DISC behavioral assessment for an individual named Dimitri Vitale. It includes details about DISC dimensions and behavioral styles, comparisons of Dimitri's natural and adaptive styles, descriptions of each of the four DISC components (Decisive, Interactive, Stabilizing, and Cautious) as they apply to Dimitri's results, and overviews of Dimitri's natural and adaptive behavioral style patterns.
The document provides a summary of Michael Jones' DISC behavioral assessment:
1. The assessment found that Michael has a very high score in the Decisive (D) dimension, indicating that he is results-oriented and direct in his communication.
2. He scored moderately high in the Interactive (I) dimension, showing that he prefers working with others and is talkative.
3. Michael's score was moderately low in the Stabilizing (S) dimension, meaning he prefers a flexible work environment with variety and mobility.
4. His Cautious (C) score was high average, indicating he likes structure, order, and following proper procedures.
This document provides an executive summary of Amber Bollinger's DISC behavioral assessment results. It discusses Dr. William Marston's early research on behavioral dimensions and how the current DISC Index assessment is based on that work. The summary then analyzes Amber's natural and adaptive behavioral styles across the four DISC dimensions of Dominance, Influence, Steadiness, and Compliance. Graphs and text describe her tendencies in each area and how she may behave differently under natural versus adaptive conditions.
Che Wilson's DISC behavioral style profile provides insight into their natural and adaptive behaviors. The profile analyzes scores on four scales: Decisiveness (D), Interaction (I), Stability (S), and Cautiousness (C). It shows Che's moderate scores and how they prefer to solve problems carefully, interact in a controlled manner with new people, maintain a steady pace, and value procedures. The profile is meant to help Che understand their behavioral tendencies and maximize their potential.
The document provides information about Daniel Miller's DISC behavioral assessment results. It includes a summary of his natural and adaptive behavioral styles, with charts showing his scores on the scales of Decisive, Interactive, Stabilizing, and Cautious behaviors. The document also provides descriptions of Daniel's tendencies and preferences based on his individual scores on each of the four scales.
The document provides information about an Innermetrix DISC behavioral assessment taken by Maye Manaois. It includes descriptions of Maye's natural and adaptive behavioral styles based on the assessment results. Maye's natural style shows a preference for careful analysis, quality control, and adherence to rules and procedures. Her adaptive style also values maintaining existing processes and status quo. The document provides details on Maye's scores on the four DISC dimensions of Decisive, Interactive, Stability, and Cautious.
This document is a summary of an individual's behavioral style assessment results based on the DISC model. The assessment measures four dimensions of behavior: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). The summary provides the individual's natural and adaptive scores on each dimension to understand how their behavior differs depending on the situation. It also includes an overview of the DISC model and how it can provide insights into communication style, work preferences, and areas for continuous improvement.
The document is a multi-page report analyzing an individual's behavioral style using the DISC assessment tool. The summary analyzes the individual's natural and adaptive styles. The individual scores moderately low in Decisiveness and Cautiousness, moderately high in Interactiveness and Stabilizing. The summary provides insights into the individual's preferred communication and work environment based on their DISC results.
The document provides information about an Innermetrix DISC behavioral assessment for an individual named Dimitri Vitale. It includes details about DISC dimensions and behavioral styles, comparisons of Dimitri's natural and adaptive styles, descriptions of each of the four DISC components (Decisive, Interactive, Stabilizing, and Cautious) as they apply to Dimitri's results, and overviews of Dimitri's natural and adaptive behavioral style patterns.
The document provides a summary of Michael Jones' DISC behavioral assessment:
1. The assessment found that Michael has a very high score in the Decisive (D) dimension, indicating that he is results-oriented and direct in his communication.
2. He scored moderately high in the Interactive (I) dimension, showing that he prefers working with others and is talkative.
3. Michael's score was moderately low in the Stabilizing (S) dimension, meaning he prefers a flexible work environment with variety and mobility.
4. His Cautious (C) score was high average, indicating he likes structure, order, and following proper procedures.
This document provides a summary of Thomas Ebeling's DISC behavioral assessment results. It discusses Dr. William Marston's early research on four behavioral dimensions and how this DISC Index analyzes Thomas's natural and adaptive behavioral styles. The summary also briefly outlines what information will be covered in Thomas's full DISC Index report.
This document provides a summary of Christl Snyman's DISC behavioral assessment results. It discusses Dr. William Marston's early research on behavioral dimensions and how the current DISC Index assessment is based on that work. The summary then provides an overview of Christl's natural and adaptive behavioral styles according to the assessment, noting her slightly higher scores in the Decisive and Interactive dimensions.
The document is an executive summary report on Andrea Piening's behavioral style based on an assessment using the DISC model. It includes a comparison of Andrea's natural style versus adaptive style, an overview of the four components (D, I, S, C) and how Andrea scored on each. The summary provides insights into Andrea's preferred communication style, work environment, strengths, and areas for development based on the assessment results.
This document provides information about Justin Cammack's DISC behavioral assessment results. It includes a summary of his natural and adaptive behavioral styles, with graphs showing his scores on the D, I, S, and C scales. The document also provides background on Dr. William Marston's behavioral dimensions research that formed the basis for the DISC model. It explains that the DISC assessment is meant to help understand behavioral preferences and maximize potential.
Dea Adams received a report analyzing their behavioral style based on an assessment of four dimensions: Decisive, Interactive, Stabilizing, and Cautious. The report provided information on Adams' natural and adaptive styles, including strengths and tips for communication, work environment preferences, and areas for potential improvement. It also explained the theoretical background of the assessment and how Adams' scores were interpreted based on their patterns of responses.
This document provides a summary of an individual's behavioral style profile based on an assessment. It describes the individual's natural behavioral style when being most authentic, as well as their adaptive style when consciously modifying their behavior. The natural style is characterized as socially poised without being extreme, able to be a calming influence, and preferring long-term relationships. The adaptive style includes an ability to handle problems casually while still solving them, being action-oriented, and having a moderate sense of urgency.
This document provides information about an individual's behavioral style based on an assessment called the DISC index. It includes a summary of their natural and adaptive behavioral styles. Their natural style reflects how they behave most comfortably without thinking about it, while their adaptive style is how they modify their behavior when they feel they are being observed. The document then analyzes each of the four DISC dimensions - Decisiveness, Interaction, Stability, and Cautiousness - that make up an individual's overall behavioral style profile.
The document provides information about Eileen Orloff's DISC behavioral assessment results. It discusses the science behind the DISC model and describes the four dimensions of behavior measured: Decisive, Interactive, Stability, and Cautious. For each dimension, it gives Eileen's natural and adaptive scores and provides analysis of how those scores relate to her behavioral tendencies and preferences. Overall, the document summarizes and analyzes Eileen's DISC profile results to provide insight into her behavioral style.
The document provides information about an Innermetrix DISC behavioral assessment for an individual named Alex Bandeira. It includes an overview of the DISC model and dimensions. It then analyzes Alex's individual scores on the four DISC dimensions - Dominance, Influence, Steadiness, and Compliance. For each dimension, it describes Alex's natural and adaptive styles based on where they scored. It finds that Alex has a very high natural score in Dominance and Influence, a low-average score in Steadiness, and a moderately low score in Compliance. The document provides insights into Alex's behavioral traits and preferences based on these unique DISC dimension scores.
Brand Lancaster's DISC assessment results show a natural behavioral style with very high Decisiveness (D) and Interactive (I) traits, moderately low Stability (S) traits, and low Cautious (C) traits. This suggests a very active, results-oriented, and engaging leadership style when being authentic. The adaptive style is similar, with a continued emphasis on directing tasks and motivating high performance in a team environment.
This document provides a summary of an individual's behavioral style profile based on an assessment. It discusses the four components of behavior measured in the assessment - Decisive, Interactive, Stabilizing, and Cautious. For each component, it gives the individual's score and compares it to typical traits of those who score higher or lower on that component. It then provides a description of the individual's natural behavioral style pattern and their adaptive style pattern.
Roman Suarez's DISC behavioral assessment results are summarized. The document discusses the four components of behavioral style measured by the assessment: Decisive, Interactive, Stabilizing, and Cautious. It provides an overview of Suarez's natural behavioral style patterns and adaptive style patterns based on his assessment scores.
This document provides an overview of a DISC behavioral assessment for an individual named Alberta Bohler. It includes:
- A comparison of Alberta's natural versus adaptive behavioral styles based on scores on the D, I, S, and C scales.
- Background information on William Marston's early research on behavioral dimensions and how this DISC assessment relates to that framework.
- An explanation of what the report will cover, including strengths, communication tips, ideal work environment, and focus areas for development.
- Separate sections exploring Alberta's scores on each of the four DISC scales and what those scores may indicate about her behavioral preferences.
This document provides information about an individual's behavioral style based on an assessment. It begins by explaining the background of Dr. William Marston's research on behavioral dimensions and how the current assessment is based on this. It then provides a summary of the individual's behavioral style, comparing their natural style to their adaptive style. Finally, it explains that the full report will provide more details about the individual's behavioral dimensions, strengths, communication preferences, ideal work environment, and tips for effectiveness and improvement.
Ryan Shak's DISC behavioral style profile indicates a natural interactive style with a very high score on the 'I' dimension, reflecting a tendency to be outgoing, enthusiastic, and sociable, especially when meeting new people. Shak's profile also shows a very high score on the 'S' dimension, indicating a preference for structure, consistency, dependability, and a strong identification with their group or organization. The summary provides an overview of Shak's most prominent behavioral tendencies based on the DISC assessment.
This document discusses an Innermetrix DISC behavioral assessment report for an individual named Tonya Morris. It provides background on the DISC model, which is based on the four dimensions of Decisiveness (D), Interactive (I), Stability (S), and Cautious (C). The summary compares Tonya's natural behavioral style to her adaptive style. Her natural Interactive score is high, while her natural Decisiveness score is low. The document also outlines what is included in Tonya's full DISC report.
The document is an executive summary report on Krystal Chapman's behavioral style based on an assessment using the DISC model. The summary includes:
1) A comparison of Krystal's natural style (how she behaves naturally) versus her adaptive style (how she behaves when aware of observation).
2) Descriptions of Krystal's scores in the four DISC dimensions - Decisiveness, Interaction, Stability, and Cautiousness.
3) An overview of Krystal's natural behavioral style pattern, highlighting how she tends to naturally behave.
4) An overview of Krystal's adaptive behavioral style pattern, highlighting how she consciously modifies her behavior.
This document provides an overview of Dean Narvaez's DISC behavioral assessment results. It discusses the four components of behavioral style measured by the assessment - Decisive, Interactive, Stability, and Cautious. For each component, it compares Dean's natural style to his adaptive style, and provides descriptions of traits associated with his specific scores. The document also notes that understanding one's behavioral style can help a person maximize their potential and effectiveness.
Katherine Samson completed an Innermetrix behavioral assessment that assigned scores to four DISC dimensions: Dominance, Influence, Steadiness, and Compliance. The report provided an overview of her natural and adaptive behavioral styles, including charts comparing her scores on each dimension. It also contained sections describing each dimension in more detail and highlighting traits specific to her scores. The report aims to help her understand her behavioral preferences to maximize her potential.
This document provides an overview of a DISC behavioral assessment for Kevin Stanger. It includes a comparison of his natural and adaptive behavioral styles, with higher scores in the Decisive and Interactive dimensions naturally and lower adjustment in the Cautious dimension. The report is intended to help Kevin understand his behavioral preferences to maximize his potential. It will provide insights into how he communicates, his ideal work environment, how to improve effectiveness, and tips for development.
Este documento describe 7 pecados capitales que pueden condenar las finanzas de una empresa: 1) Gula - gastos excesivos en festejos; 2) Avaricia - evitar inversiones por exceso de ahorro; 3) Pereza - falta de ejecución de planes estratégicos; 4) Ira - negar problemas financieros en vez de corregirlos; 5) Envidia - imitar a la competencia en vez de ser original; 6) Soberbia - no aceptar críticas; y 7) Lujuria - dar beneficios excesivos a emple
The document provides background information on love and marriage in 16th century England. Arranged marriages were typically decided based on factors like wealth, political connections, and producing heirs. Brides were expected to bring a dowry while grooms provided a jointure. Religious texts emphasized wives' obedience to husbands. However, not all relationships followed strict rules, as Shakespeare married Anne Hathaway while she was pregnant with their first child. The film Shakespeare in Love explores balancing love, marriage, and societal expectations of the time.
This document provides a summary of Thomas Ebeling's DISC behavioral assessment results. It discusses Dr. William Marston's early research on four behavioral dimensions and how this DISC Index analyzes Thomas's natural and adaptive behavioral styles. The summary also briefly outlines what information will be covered in Thomas's full DISC Index report.
This document provides a summary of Christl Snyman's DISC behavioral assessment results. It discusses Dr. William Marston's early research on behavioral dimensions and how the current DISC Index assessment is based on that work. The summary then provides an overview of Christl's natural and adaptive behavioral styles according to the assessment, noting her slightly higher scores in the Decisive and Interactive dimensions.
The document is an executive summary report on Andrea Piening's behavioral style based on an assessment using the DISC model. It includes a comparison of Andrea's natural style versus adaptive style, an overview of the four components (D, I, S, C) and how Andrea scored on each. The summary provides insights into Andrea's preferred communication style, work environment, strengths, and areas for development based on the assessment results.
This document provides information about Justin Cammack's DISC behavioral assessment results. It includes a summary of his natural and adaptive behavioral styles, with graphs showing his scores on the D, I, S, and C scales. The document also provides background on Dr. William Marston's behavioral dimensions research that formed the basis for the DISC model. It explains that the DISC assessment is meant to help understand behavioral preferences and maximize potential.
Dea Adams received a report analyzing their behavioral style based on an assessment of four dimensions: Decisive, Interactive, Stabilizing, and Cautious. The report provided information on Adams' natural and adaptive styles, including strengths and tips for communication, work environment preferences, and areas for potential improvement. It also explained the theoretical background of the assessment and how Adams' scores were interpreted based on their patterns of responses.
This document provides a summary of an individual's behavioral style profile based on an assessment. It describes the individual's natural behavioral style when being most authentic, as well as their adaptive style when consciously modifying their behavior. The natural style is characterized as socially poised without being extreme, able to be a calming influence, and preferring long-term relationships. The adaptive style includes an ability to handle problems casually while still solving them, being action-oriented, and having a moderate sense of urgency.
This document provides information about an individual's behavioral style based on an assessment called the DISC index. It includes a summary of their natural and adaptive behavioral styles. Their natural style reflects how they behave most comfortably without thinking about it, while their adaptive style is how they modify their behavior when they feel they are being observed. The document then analyzes each of the four DISC dimensions - Decisiveness, Interaction, Stability, and Cautiousness - that make up an individual's overall behavioral style profile.
The document provides information about Eileen Orloff's DISC behavioral assessment results. It discusses the science behind the DISC model and describes the four dimensions of behavior measured: Decisive, Interactive, Stability, and Cautious. For each dimension, it gives Eileen's natural and adaptive scores and provides analysis of how those scores relate to her behavioral tendencies and preferences. Overall, the document summarizes and analyzes Eileen's DISC profile results to provide insight into her behavioral style.
The document provides information about an Innermetrix DISC behavioral assessment for an individual named Alex Bandeira. It includes an overview of the DISC model and dimensions. It then analyzes Alex's individual scores on the four DISC dimensions - Dominance, Influence, Steadiness, and Compliance. For each dimension, it describes Alex's natural and adaptive styles based on where they scored. It finds that Alex has a very high natural score in Dominance and Influence, a low-average score in Steadiness, and a moderately low score in Compliance. The document provides insights into Alex's behavioral traits and preferences based on these unique DISC dimension scores.
Brand Lancaster's DISC assessment results show a natural behavioral style with very high Decisiveness (D) and Interactive (I) traits, moderately low Stability (S) traits, and low Cautious (C) traits. This suggests a very active, results-oriented, and engaging leadership style when being authentic. The adaptive style is similar, with a continued emphasis on directing tasks and motivating high performance in a team environment.
This document provides a summary of an individual's behavioral style profile based on an assessment. It discusses the four components of behavior measured in the assessment - Decisive, Interactive, Stabilizing, and Cautious. For each component, it gives the individual's score and compares it to typical traits of those who score higher or lower on that component. It then provides a description of the individual's natural behavioral style pattern and their adaptive style pattern.
Roman Suarez's DISC behavioral assessment results are summarized. The document discusses the four components of behavioral style measured by the assessment: Decisive, Interactive, Stabilizing, and Cautious. It provides an overview of Suarez's natural behavioral style patterns and adaptive style patterns based on his assessment scores.
This document provides an overview of a DISC behavioral assessment for an individual named Alberta Bohler. It includes:
- A comparison of Alberta's natural versus adaptive behavioral styles based on scores on the D, I, S, and C scales.
- Background information on William Marston's early research on behavioral dimensions and how this DISC assessment relates to that framework.
- An explanation of what the report will cover, including strengths, communication tips, ideal work environment, and focus areas for development.
- Separate sections exploring Alberta's scores on each of the four DISC scales and what those scores may indicate about her behavioral preferences.
This document provides information about an individual's behavioral style based on an assessment. It begins by explaining the background of Dr. William Marston's research on behavioral dimensions and how the current assessment is based on this. It then provides a summary of the individual's behavioral style, comparing their natural style to their adaptive style. Finally, it explains that the full report will provide more details about the individual's behavioral dimensions, strengths, communication preferences, ideal work environment, and tips for effectiveness and improvement.
Ryan Shak's DISC behavioral style profile indicates a natural interactive style with a very high score on the 'I' dimension, reflecting a tendency to be outgoing, enthusiastic, and sociable, especially when meeting new people. Shak's profile also shows a very high score on the 'S' dimension, indicating a preference for structure, consistency, dependability, and a strong identification with their group or organization. The summary provides an overview of Shak's most prominent behavioral tendencies based on the DISC assessment.
This document discusses an Innermetrix DISC behavioral assessment report for an individual named Tonya Morris. It provides background on the DISC model, which is based on the four dimensions of Decisiveness (D), Interactive (I), Stability (S), and Cautious (C). The summary compares Tonya's natural behavioral style to her adaptive style. Her natural Interactive score is high, while her natural Decisiveness score is low. The document also outlines what is included in Tonya's full DISC report.
The document is an executive summary report on Krystal Chapman's behavioral style based on an assessment using the DISC model. The summary includes:
1) A comparison of Krystal's natural style (how she behaves naturally) versus her adaptive style (how she behaves when aware of observation).
2) Descriptions of Krystal's scores in the four DISC dimensions - Decisiveness, Interaction, Stability, and Cautiousness.
3) An overview of Krystal's natural behavioral style pattern, highlighting how she tends to naturally behave.
4) An overview of Krystal's adaptive behavioral style pattern, highlighting how she consciously modifies her behavior.
This document provides an overview of Dean Narvaez's DISC behavioral assessment results. It discusses the four components of behavioral style measured by the assessment - Decisive, Interactive, Stability, and Cautious. For each component, it compares Dean's natural style to his adaptive style, and provides descriptions of traits associated with his specific scores. The document also notes that understanding one's behavioral style can help a person maximize their potential and effectiveness.
Katherine Samson completed an Innermetrix behavioral assessment that assigned scores to four DISC dimensions: Dominance, Influence, Steadiness, and Compliance. The report provided an overview of her natural and adaptive behavioral styles, including charts comparing her scores on each dimension. It also contained sections describing each dimension in more detail and highlighting traits specific to her scores. The report aims to help her understand her behavioral preferences to maximize her potential.
This document provides an overview of a DISC behavioral assessment for Kevin Stanger. It includes a comparison of his natural and adaptive behavioral styles, with higher scores in the Decisive and Interactive dimensions naturally and lower adjustment in the Cautious dimension. The report is intended to help Kevin understand his behavioral preferences to maximize his potential. It will provide insights into how he communicates, his ideal work environment, how to improve effectiveness, and tips for development.
Este documento describe 7 pecados capitales que pueden condenar las finanzas de una empresa: 1) Gula - gastos excesivos en festejos; 2) Avaricia - evitar inversiones por exceso de ahorro; 3) Pereza - falta de ejecución de planes estratégicos; 4) Ira - negar problemas financieros en vez de corregirlos; 5) Envidia - imitar a la competencia en vez de ser original; 6) Soberbia - no aceptar críticas; y 7) Lujuria - dar beneficios excesivos a emple
The document provides background information on love and marriage in 16th century England. Arranged marriages were typically decided based on factors like wealth, political connections, and producing heirs. Brides were expected to bring a dowry while grooms provided a jointure. Religious texts emphasized wives' obedience to husbands. However, not all relationships followed strict rules, as Shakespeare married Anne Hathaway while she was pregnant with their first child. The film Shakespeare in Love explores balancing love, marriage, and societal expectations of the time.
En un circuito en serie, la corriente fluye a través de los elementos en un solo camino y tiene la misma magnitud a través de cada elemento. La resistencia total es la suma de las resistencias individuales de cada elemento. La caída de tensión a través de cada elemento depende de su resistencia relativa a la resistencia total del circuito.
Biocon India Group should expand its operations through Clinigene, its clinical research subsidiary, to capture opportunities in the growing clinical trials market in India. The summary is:
1) Clinigene should expand from bioequivalence and bioavailability studies into clinical trials over 2 years by developing expertise, recruiting qualified staff, and securing clinical trial projects.
2) Factors to consider include maintaining Biocon's public image on ethical issues, protecting its organizational culture, and avoiding expertise divergence from other Biocon operations.
3) A phased expansion over 2 years allows Clinigene to establish itself while Biocon drafts an expansion plan and scouts required resources, minimizing risks to its reputation and operations.
1. O documento discute a história e tipos de sistemas operacionais.
2. Os primeiros sistemas operacionais permitiam a execução de apenas um programa por vez de forma monotarefa.
3. Sistemas posteriores passaram a suportar multiprogramacao e multitarefa permitindo a execução concorrente de vários programas e tarefas.
Best Practice co. for consulting and development is partner for odoo ERP in Saudi Arabia for marketing and application and customization of the international ERP
Este documento trata sobre las hemorroides. Define las hemorroides como la degeneración y dilatación de los cojinetes hemorroidarios del conducto anal que contienen vasos sanguíneos. Explica que afecta principalmente a personas mayores de 50 años y describe los grados de hemorroides internas desde grado I hasta grado IV. También cubre la etiología, síntomas, diagnóstico y tratamientos médicos y quirúrgicos para las hemorroides.
This talk describes a possibility for building native Desktop applications in an web focused environment using the Electron framework. Especially the use in combination with modern single page application frameworks like Angular and React is focused.
The document is an executive summary of an individual's DISC behavioral assessment results. It includes:
- A comparison of the individual's natural and adaptive behavioral styles according to the DISC model dimensions of Dominance, Influence, Steadiness, and Compliance.
- Descriptions of the individual's scores on each of the four DISC dimensions in their natural style, highlighting traits specific to their unique scores.
- An overview of the individual's natural behavioral style pattern based on their DISC assessment results.
- An overview of the individual's adaptive behavioral style pattern.
The document is a multi-page report analyzing an individual's behavioral style using the DISC assessment tool. The summary analyzes the individual's natural and adaptive styles. The individual scores moderately low in Decisiveness and Cautiousness, moderately high in Interactiveness and Stabilizing. The summary provides insights into the individual's preferred communication and work environment based on their DISC results.
This document provides information about Brittany Winspear's DISC behavioral assessment results. It discusses Dr. William Marston's research on four behavioral dimensions and how this DISC Index analyzes Brittany's natural and adaptive behavioral styles. Specific details are then given about Brittany's scores on the dimensions of Decisiveness, Interaction, Stability, and Cautiousness.
This document provides information about Trisha Pacholski's DISC behavioral style assessment results. It discusses the four components of behavioral style measured in the assessment - Decisive, Interactive, Stability, and Cautious. For each component, it provides Trisha's natural and adaptive scores, comparing them to identify differences between her natural and adaptive styles. It then analyzes each score, describing Trisha's tendencies and preferences based on where her scores fall within each behavioral dimension.
This document provides a summary of Cassidy R. Weston's DISC behavioral assessment results. It includes:
1) An overview of Cassidy's natural and adaptive behavioral styles based on the DISC model, which evaluates dimensions of Decisiveness, Interactive style, Stability, and Cautiousness.
2) A breakdown and analysis of Cassidy's scores on each of the four DISC dimensions.
3) Descriptions of Cassidy's natural behavioral style pattern and adaptive style pattern based on the DISC results.
The document aims to help Cassidy understand their behavioral tendencies and how to maximize their potential based on insights from the DISC assessment.
This document discusses an Innermetrix DISC behavioral assessment taken by Daisy Masagca. It provides background on the DISC model and how it assesses four dimensions of behavior: Decisive (D), Interactive (I), Stability (S), and Cautious (C). The report analyzes Daisy's natural and adaptive styles on each dimension and compares them. It aims to help Daisy understand her behavioral tendencies and maximize her potential.
This document provides information about an individual's behavioral style profile based on an assessment. It begins by explaining the background and concepts behind William Marston's behavioral dimensions model that the assessment is based on. It then provides a summary of the individual's natural and adaptive behavioral styles, noting differences in how they tend to behave naturally versus when adapting to situations. Finally, it encourages understanding one's natural behavioral style in order to maximize their potential.
This document provides a summary of an individual's behavioral style assessment results from an Innermetrix DISC evaluation. It describes the four components of behavioral style that are measured - Decisiveness, Interactive, Stabilizing, and Cautious. For each component, it provides the individual's natural and adaptive scores, comparing how they typically behave and how they adapt their behavior when observed. It then analyzes the individual's tendencies and preferences based on their unique pattern of natural and adaptive scores across the four components. The document aims to help the individual understand their behavioral style and how it can impact their effectiveness.
This document provides information about an Innermetrix DISC Index report for an individual named crystal briseno. It includes a summary of Dr. William Marston's research on four behavioral dimensions and how this DISC Index uses those dimensions to provide insight into an individual's behavioral style. The document also previews some of the sections that will be included in crystal briseno's full DISC Index report, such as analyses of her natural and adaptive behavioral styles, behavioral strengths and motivations, communication tips, and areas for potential improvement.
This document provides information about Rishi Sen Gupta's behavioral style profile based on an assessment called the DISC Index. It includes the following key points:
1. The DISC Index is based on research by Dr. William Marston identifying four behavioral dimensions: Dominance, Influence, Steadiness, and Conscientiousness.
2. The report compares Rishi's natural behavioral style to his adaptive style, providing scores in each of the four dimensions.
3. It explains that the natural style is how one behaves authentically, while the adaptive style is how one behaves when feeling observed or aware of behavior. The natural style is generally less stressful.
1. Copyright 2016 Innermetrix Incorporated • All rights reserved
Brooke Denton
November 11, 2016
This Innermetrix Disc Index is a modern interpretation of Dr. William Marston's
behavioral dimensions. Marston's research uncovered four quadrants of behavior
which help to understand a person's behavioral preferences. This Disc Index will help
you understand your behavioral style and how to maximize your potential.
Anthony Robbins Coaching
www.tonyrobbins.com
2. The DISC Index Executive Summary
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 2
Natural and Adaptive Styles Comparison
0
10
20
30
40
50
60
70
80
90
100
D
99 / 77
I
99 / 67
S
32 / 10
C
32 / 28
Natural Style: The natural style is how you behave
when you are being most natural. It is your basic
style and the one you adopt when you are being
authentic and true to yourself. It is also the style
that you revert to when under stress or pressure.
Behaving in this style, however, reduces your stress
and tension and is comforting. When authentic to
this style you will maximize your true potential
more effectively.
Adaptive Style:
The adaptive style is how you behave when you feel
you are being observed or how you behave when
you are aware of your behavior. This style is less
natural and less authentic for you or your true
tendencies and preferences. When forced to adapt
to this style for too long you may become stressed
and less effective.
3. The DISC Index Introduction
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 3
About This Report
Research conducted by Innermetrix shows that the most successful people share the common trait of
self-awareness. They recognize the situations that will make them successful, and this makes it easy for
them to find ways of achieving objectives that fit their behavioral style. They also understand their
limitations and where they are not effective and this helps them understand where not to go or how not
to be as well. Those who understand their natural behavioral preferences are far more likely to pursue
the right opportunities, in the right way, at the right time, and get the results they desire.
This report measures four dimensions of your behavioral style. They are:
• Decisive — your preference for problem solving and getting results
• Interactive — your preference for interacting with others and showing emotion
• Stability — your preference for pacing, persistence and steadiness
• Cautious — your preference for procedures, standards and protocols
This report includes:
• The Elements of DISC — Educational background behind the profile, the science and the four
dimensions of behavior
• The DISC Dimensions — A closer look at each of your four behavioral dimensions
• Style Summary — A comparison of your natural and adaptive behavioral styles
• Behavioral Strengths — A detailed strengths-based description of your overall behavioral style
• Communication — Tips on how you like to communicate and be communicated with
• Ideal Job Climate — Your ideal work environment
• Effectiveness — Insights into how you can be more effective by understanding your behavior
• Behavioral Motivations — Ways to ensure your environment is motivational
• Continual Improvement — Areas where you can focus on improving
• Training & Learning Style — Your preferred means of sharing and receiving styles
• Relevance Section — Making the information real and pertinent to you
• Success Connection — Connecting your style to your own life
4. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 4
The Elements of the DISC-Index
This DISC-Index report is unique in the marketplace for a number of reasons. You just completed the
first ever click & drag DISC instrument on the market. This was constructed in a precise manner to allow
for ease of responses, even in the midst of many difficult decisions. This intuitive interface allows you to
focus on your answers, not the process.
Also, unlike other DISC instruments, this instrument allows you to rank all four items instead. As a result,
this instrument produces zero waste in responses. Some instruments ask you to choose two items out
of four, and leave two items blank. Those instruments have a 50% waste of terms, and do not provide
for an efficient response process. The DISC Index instrument eliminates that response problem.
Another unique aspect of this DISC-Index report is that we present the DISC aspects of your behavior
both as separate entities and as a dynamic combination of traits. This report presents the first time that
each of the DISC elements are separated and developed as pure entities of themselves. This can serve
as an important learning tool as you explore the deeper aspects of DISC. Your unique pattern of DISC
traits is developed through the context of this report. Additionally, the following four pages will be
devoted to exploring your DISC scores as separate components within the unique combination of traits
that you exhibit.
A comment on contradictions: You may read some areas of this report that may contradict other text.
This is due to the fact that many of us show contradictory behaviors in the normal course of our daily
operations. Each of us are at times talkative and other times more reflective, depending on how we are
adapting our behavior. The expression of these contradictions is a demonstration of the sensitivity of
this instrument to determine these subtle differences in our natural and adaptive style.
5. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 5
A closer look at the four components of your behavioral style
Decisive
Problems:
How you tend to
approach problems and
make decisions
High D
Demanding
Driving
Forceful
Daring
Determined
Competitive
Responsible
Inquisitive
Conservative
Mild
Agreeable
Unobtrusive
Low D
Interactive
People:
How you tend to interact
with others and share
opinions
High I
Gregarious
Persuasive
Inspiring
Enthusiastic
Sociable
Poised
Charming
Convincing
Reflective
Matter-of-fact
Withdrawn
Aloof
Low I
Stabilizing
Pace:
How you tend to pace
things in your
environment
High S
Patient
Predictable
Passive
Complacent
Stable
Consistent
Steady
Outgoing
Restless
Active
Spontaneous
Impetuous
Low S
Cautious
Procedures:
Your preference for
established protocol/
standards
High C
Cautious
Perfectionist
Systematic
Careful
Analytical
Orderly
Neat
Balanced
Independent
Rebellious
Careless
Defiant
Low C
6. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 6
7. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 7
Decisive
Your approach to problem-solving and obtaining results
The D in DISC represents Decisiveness. Your score on this scale, represented below, shows your location
on the D spectrum based on the pattern of your responses. A high score doesn't mean good, and a low
score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:
Higher D —
Tend to solve new problems very quickly and assertively. They take an active and direct approach to
obtaining results. The key here is new problems such as those that are unprecedented or haven't
happened before. There may also be an element of risk in taking the wrong approach or developing
an incorrect solution, but those with a High D score are willing to take those risks, even if they may be
incorrect.
Lower D —
Tend to solve new problems in a more deliberate, controlled, and organized manner. Again, the key
here is new and unprecedented problems. The Lower D style will solve routine problems very quickly
because the outcomes are already known. But, when the outcomes are unknown and the problem is
an uncertain one, the Lower D style will approach the new problem in a calculated and deliberate
manner by thinking things through very carefully before acting.
0
10
20
30
40
50
60
70
80
90
100
Natural 99 /Adaptive 77 Your score shows a very high score on the 'D' spectrum. The
comments below highlight some of the traits specific to just your
unique score.
• Sometimes you become argumentative, even when you don't
mean to be or notice that you are.
• You demand high levels of results or performance, in both
yourself and in others.
• You are a great source of innovation and new solutions, even if
radical sometimes.
• You can be very commanding and tend to take charge more than
you follow.
• You are a very strong self-starter who always seems to have a
high sense of urgency.
• You may be perceived as somewhat egocentric by others (i.e.,
others who you feel are less confident than you).
8. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 8
Interactive
Your approach to interacting with people and display of emotions.
The I in DISC represents Interactive. Your score on this scale represented below shows your location on
the I spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score
doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:
Higher I —
Tend to meet new people in an outgoing, gregarious, and socially assertive manner. The key here is
new people whom one hasn't met before. Many other styles are talkative, but more so with people
that they've known for some time. The Higher I scores are talkative, interactive and open even with
people whom they have just initially met. People scoring in this range may also be a bit impulsive.
Generally speaking, those with the Higher I scores are generally talkative and outgoing.
Lower I —
Tend to meet new people in a more controlled, quiet and reserved manner. Here's where the key word
"new people" enters the equation. Those with Lower I scores are talkative with their friends and close
associates, but tend to be more reserved with people they've just recently met. They tend to place a
premium on the control of emotions, and approach new relationships with a more reflective approach
than an emotional one.
0
10
20
30
40
50
60
70
80
90
100
Natural 99 /Adaptive 67 Your score shows a very high score on the 'I' spectrum. The
comments below highlight some of the traits specific to just your
unique score.
• You most likely enjoy helping others as coach, counselor, or
teacher.
• You are gregarious and outgoing with most everyone you meet.
• Generally speaking, people find you warm, open and excellent
at interacting with others.
• You have a very high trust level for others, but this could actually
result in you being "burned."
• You tend to not be very organized or attentive to details at all.
• You really like meeting new people and easily interact. No one
is a stranger.
9. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 9
Stabilizing
Your approach to the pace of the work environment
The S in DISC represents Stabilizing. Your score on this scale represented below shows your location on
the S spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score
doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:
Higher S —
Tend to prefer a more controlled, deliberative and predictable environment. They place a premium on
security of a work situation and disciplined behavior. They also tend to show a sense of loyalty to a
team or organization, and as a result, may have a greater longevity or tenure in a position than some
other styles. They have an excellent listening style and are very patient coaches and teachers for others
on the team.
Lower S —
Tend to prefer a more flexible, dynamic, unstructured work environment. They value freedom of
expression and the ability to change quickly from one activity to another. They tend to become bored
with the same routine that brings security to the Higher S traits. As a result, they will seek opportunities
and outlets for their high sense of urgency and high activity levels, as they have a preference for
spontaneity.
0
10
20
30
40
50
60
70
80
90
100
Natural 32 /Adaptive 10 Your score shows a moderately low score on the 'S' spectrum. The
comments below highlight some of the traits specific to just your
unique score.
• You bring a high sense of urgency to get things done now.
• You are an active and optimistic agent for change.
• You are very good at multitasking.
• You work well in a wide variety of locations and are able to shift
gears quickly onto various projects.
• Unexpected things keep things interesting for you.
• You are rarely content with the status quo.
10. The DISC Index Four Components of Behavior
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 10
Cautious
Your approach to standards, procedures, and expectations.
The C in DISC represents Cautiousness. Your score on the scale represented below shows your location
on the C spectrum based on the pattern of your responses. A high score doesn't mean good, and a low
score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:
Higher C —
Tend to adhere to rules, standards, procedures, and protocol set by those in authority whom they
respect. They like things to be done the right way according to the operating manual. "Rules are made
to be followed" is an appropriate motto for those with higher C scores. They have some of the highest
quality control interests of any of the styles and frequently wish others would do the same.
Lower C —
Tend to operate more independently from the rules and standard operating procedures. They tend to
be bottom-line oriented. If they find an easier way to do something, they'll do it by developing a variety
of strategies as situations demand. To the Lower C scores, rules are only guidelines, and may be bent
or broken as necessary to obtain results.
0
10
20
30
40
50
60
70
80
90
100
Natural 32 /Adaptive 28 Your score shows a moderately low score on the 'C' spectrum. The
comments below highlight some of the traits specific to just your
unique score.
• You want little, if any, "routine" work.
• You can develop a variety of strategies and procedures as
situations demand.
• When forced to conform or be constrained you will resist and
can even become obstinate.
• Your opinions tend to be quite firm when it comes to breaking
with convention to answer the needs of the situation.
• Youcouldbecomerigidaboutyourdesiretodothingsdifferently
or more quickly.
• "The'rightway'todothingsisthewayI'mdoingthemrightnow."
11. The DISC Index Natural Style Pattern Overview
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 11
Natural Style Pattern:
Your natural style is the way you tend to behave when you aren't thinking about it. This is where you are
most comfortable (natural). This is also the style you will revert back to when under stress or moving too
quickly to be consciously thinking about modifying your behavior. Finally, this is the style you should
seek to be true to in your daily roles. Being natural will return better results with less effort and stress.
The following statements are true to just your unique natural style:
• Able to direct the actions of others on the team using both a charming influence and a firm delegation
of tasks and responsibilities.
• A strong orientation toward getting the project completed quickly and successfully and maximizing
the performance of the team in the process.
• Pace of personal operations is faster than many people and may be a primary example of 'multi-
tasking.'
• Sets high operational goals for self and others and expects all involved to provide 100% effort.
• Able to project an image of openness and friendship to others, even while maintaining self control
and an ability to distance from others when necessary.
• Able to combine both direction of others and persuasion of others into a powerful skill of inspiring
others to reach their maximum potential.
• Able to think quickly on your feet.
• Likes to maintain control over the project or system activities.
12. The DISC Index Adaptive Style Pattern Overview
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 12
Adaptive Style Pattern:
This is the style of behavior you adapt to when you are conscious of your own behavior, when you feel
you are being observed or whenever you are trying to better fit a situation. This is not a natural style
for you, but still one of your two styles none-the-less. In other words, it is the way you feel you "should"
behave when thinking about it. The statements below are specific to your individual Adaptive style:
• Able to direct the actions of the team using both a charming influence and a firm delegation of tasks
and responsibilities.
• On the job, shows the rare skill of being able to manipulate people (in a positive way) without their
noticing the manipulation.
• Pace of personal operations is faster than many people and may be a primary example of 'multi-
tasking.'
• Sets high operational goals for self and others and expects all involved to provide 100% effort.
• Able to project an image of openness and friendship to others, even while maintaining self control
and an ability to distance from others when necessary.
• Able to combine both direction of others and persuasion of others into a powerful skill of inspiring
others to reach their maximum potential.
• Able to think quickly on your feet when talking with internal and external stakeholders.
• Likes to maintain control over the project or systems activities.
13. The DISC Index Ideas for Being More Effective
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 13
Based on your behavioral style there are certain opportunities for becoming more effective by being
aware of how you prefer, and enjoy, to behave. The items below may assist you in your professional
development growth. By understanding these items you may find explanations for why you may be stuck
in some areas of your life and why other aspects give you no trouble at all. You could be more effective
by:
• Watching how you express strong emotions.
• Freedom to express your own ideas, initiatives, and creativity.
• Being aware of where your authority begins and ends.
• Resisting, a little, your tendency to exceed your limits of authority, or work outside the established
policies or rules.
• Remembering that not everyone shares your high sense of urgency.
• Opportunities for involvement with a wide variety of people both internal and external.
• Positions of leadership or higher responsibility.
• Greater focus on the immediate work tasks and less on socializing at times.
14. The DISC Index Ideas for Staying More Motivated
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 14
Your behavioral style will cause you to be motivated by certain factors in your environment. Having these
present may make you feel more motivated, and productive. The following are things that you may want
in your surroundings to feel optimally motivated:
• Freedom of speech and self-expression.
• Influence, authority, and power to achieve results.
• A platform from which you can be heard.
• Opportunity and encouragement to try new ideas and take risks.
• Flexible job culture.
• A leadership position to channel energy and direction toward success.
• Control over your own workplace responsibilities and destiny.
• Wide scope of contacts with both internal and external stakeholders.
15. The DISC Index Strength-based Insights
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 15
Eachbehavioralstylecontainscertainuniquestrengthsasaresultofhowyourfourbehavioraldimensions
relate to each other. Understanding your own unique behavioral strengths is an important part of putting
your new level of self-awareness to work for your success and satisfaction. The following statements
highlight specific strengths of your behavioral style:
• Shows the rare ability of being able to manipulate people (in a positive way) without their noticing
the manipulation.
• A very active agent in all that is do.
• Excellent at building new projects, initiatives, or territory for an organization.
• Able to carry a new initiative or message to a new audience in a new region and to build trust,
credibility and rapport in a skillful manner.
• Excellent in presentations to large or small groups. You bring a poised, confident, and engaging
message to any audience.
• Initiates new ideas and promotes them by energizing others.
• Demands high performance of self and others on the team.
• Able to juggle many projects and activities simultaneously and have a keen awareness of the status
of each.
16. The DISC Index Ideal Job/Climate
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 16
Your behavioral style plays a significant role in determining what aspects of an environment you like.
The items below will help you understand what will define an ideal working climate for you. Based on
how you prefer to behave, an ideal climate for you is one that provides you with:
• A supervisor or board that practices participatory leadership and management.
• An arena where you can verbalize your ideas and opinions.
• Assignments involving motivating and persuading a network of people.
• Assignments that can maximize your high sense of urgency.
• Responsibilities with a strong amount of decisiveness required.
• Challenging assignments.
• Variety of tasks and many projects.
• An environment that rewards innovation.
17. The DISC Index Areas for Continual Improvement
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 17
Along with strengths, all behavioral styles come with areas that could become weaknesses - if depended
upon or not acknowledged. The trick is not to manufacture a weakness in the first place by depending
on these things.
Here are a few items that could become problematic for you if not acknowledged or known. Your
awareness of the potentials below is your best step in making sure they remain only potential problems.
Due to your behavioral style, you may tend to:
• Lack some follow-through with details or loose ends.
• Not be sensitive enough to others needs.
• Easily become restless and impatient with overly complex processes or slow-moving work.
• Become impatient, especially with slower-moving or slower-thinking people.
• Set expectations for yourself and others that are overly ambitious or unrealistic.
• Sometimes overuse an "ends justify the means" perspective.
• Be a selective listener, hearing only what you want to hear at times.
• Become more easily angry or belligerent when under pressure or when threatened.
18. The DISC Index Preferred Training and Learning Style
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 18
Based on how you tend to behave you have certain preferences for how you like to convey information,
teach, instruct or share knowledge with others. This is also true of how you like to receive information
and learn. Understanding your behavioral preferences here will help increase your effectiveness in
teaching or instructing others, and in being taught and learning.
How you prefer to share knowledge or teach:
• You can be accused of leaving out too many details or specifics. You prefer high-level discussions.
• You like to teach by example and action, not theory and fact.
• You prefer a less structured, more free-flowing teaching style.
• You tend to expect those you teach to move as quickly as you do, and not get stuck in any minutia.
• You share knowledge with confidence and openly.
• You are more likely to instruct, then facilitate learning.
• You may sometimes push to learn too quickly, without providing enough information.
How you prefer to receive knowledge or learn:
• Respond to extrinsic motivation such as praise and encouragement.
• Develop own learning strategies.
• Respond actively to others, and tends to take learning risks.
• Like active testing of ideas and experiences.
• Like self-discovery and trial and error methods occasionally.
• Seek practicality and results.
• Respond to intrinsic and extrinsic motivation in a nearly equal manner.
19. The DISC Index Communication Insights for Others
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 19
This page is unique in this report because it is the only one that doesn't speak directly to you, rather to
those who interact with you. The information below will help others communicate with you more
effectively by appealing to your natural behavioral style. The first items are things others SHOULD do to
be better understood by you (Do's) and the second list is of things others SHOULD NOT do (Don'ts) if
they want you to understand them well.
Things to do to effectively communicate with Brooke:
• Join in with some name-dropping, talk positively about people and their goals.
• Be prepared to handle some objections.
• Provide testimonials from people seen as important and prominent.
• Provide immediate incentives for willingness to help on the project.
• Be certain to emphasize next action-steps.
• Be clear in your explanations.
• Get to the point quickly and don't ramble.
Things to avoid to effectively communicate with Brooke:
• Avoid getting bogged down in facts, figures, or abstractions.
• Avoid wild speculations without factual support.
• Don't talk down to anyone.
• Don't stick too rigidly to the agenda.
• Avoid being impersonal or judgmental.
• Don't confuse or distract from the business issues at hand.
• Don't forget or lose things necessary for the meeting or project.
20. The DISC Index Relevance Section
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 20
In order to make the most out of the information in this report it is important that you connect it to your
life in a tangible way. To help you make this information your own, and pull out the most relevant parts,
fill in the blanks below.
Decisiveness:
How is your 'D' score relevant to your life?
___________________________________________________________________________________________________________
Interacting:
How is your 'I' score relevant to your life?
___________________________________________________________________________________________________________
Stabilizing:
How is your 'S' score relevant to your life?
___________________________________________________________________________________________________________
Cautiousness:
How is your 'C' score relevant to your life?
___________________________________________________________________________________________________________
Overall Natural Style:
What is one way in which your natural style relates to your life?
___________________________________________________________________________________________________________
Overall Adaptive Style:
What is one way in which your adaptive style relates to your life?
___________________________________________________________________________________________________________
Strength-based insights:
What specific strengths do you think connect to your success more than any other?
___________________________________________________________________________________________________________
21. The DISC Index Relevance Section
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 21
Communication Dos and Don'ts:
What did you learn from understanding your preferred communication style?
___________________________________________________________________________________________________________
Ideal Job Climate:
How well does your current climate fit your behavioral style?
___________________________________________________________________________________________________________
Effectiveness:
What is one way in which you could become more effective?
___________________________________________________________________________________________________________
Motivation:
How can you stay more motivated?
___________________________________________________________________________________________________________
Improvement:
What is something you learned that you can use to improve your performance?
___________________________________________________________________________________________________________
Training/Learning:
What did you learn that could help you instruct others better, or learn more effectively?
___________________________________________________________________________________________________________
22. The DISC Index Relevance Section
BrookeDenton
Copyright 2016 Innermetrix Incorporated • All rights reserved 22
Your final step to making sure you really benefit from the information in this report is to understand
how your behavioral style contributes to, and perhaps hinders, your overall success.
Supporting Success:
Overall, how can your unique behavioral style support your success? (cite specific examples)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
Limiting Success:
Overall, how could your unique behavioral style get in the way of your success? (cite specific examples)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________