Enhance?Your Emotional Intelligence n the article, ‘Leadership That Gets Results,’ the six styles of leadership are explained. Think about your EI and how it guides your leadersh

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Workplace Profile Equana Galloway Wednesday, July 13, 2022

This report is provided by:

The Jack Welch Management Institute

For additional information contact: Center for Internal Change (847) 259-0005 [email protected] www.internalchange.com

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Introduction WHAT IS EVERYTHING DiSC®?

CORNERSTONE PRINCIPLES Equana, have you ever wondered why connecting with some people is easier for you than with others?

Maybe you’ve noticed that you relate better to colleagues who focus more on ensuring accurate outcomes.

Or, maybe you’re more comfortable working with those who take a skeptical, analytical approach than those who respond enthusiastically to new ideas.

Or, perhaps you relate best to people who are more reserved than expressive.

Welcome to Everything DiSC Workplace®. The DiSC® model is a simple tool that’s been helping people to connect better for over thirty years. This report uses your individual assessment data to provide a wealth of information about your workplace priorities and preferences. In addition, you’ll learn how to connect better with colleagues whose priorities and preferences differ from yours.

• All DiSC styles and priorities are equally valuable and everyone is a blend of all four styles.

• Your work style is also influenced by other factors such as life experiences, education, and maturity.

• Understanding yourself better is the first step to becoming more effective when working with others.

• Learning about other people’s DiSC styles can help you understand their priorities and how they may differ from your own.

• You can improve the quality of your workplace by using DiSC to build more effective relationships.

OVERVIEW OF THE DiSC MODEL

Dominance

• Direct • Firm • Strong-willed • Forceful • Results-oriented

Influence

• Outgoing • Enthusiastic • Optimistic • High-spirited • Lively

Conscientiousness

• Analytical • Reserved • Precise • Private • Systematic

Steadiness

• Even-tempered • Accommodating • Patient • Humble • Tactful

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Your DiSC® Overview YOUR DOT This report is personalized to you, Equana. In order to get the most out of your Everything DiSC Workplace® Profile, you’ll need to understand how to read your personal map.

As you saw on the previous page, the Everything DiSC® model is made up of four basic styles: D, i, S, and C. Each style is divided into three regions. The picture to the right illustrates the 12 different regions where a person’s dot might be located.

Your DiSC® Style: C

Your dot location shows your DiSC® style. Because your dot is located in the middle of the C region, you have a C style.

Keep in mind that everyone is a blend of all four styles, but most people tend strongly toward one or two styles. Whether your dot is in the center of one style or in a region that borders two, no dot location is better than another. All DiSC styles are equal and valuable in their own ways.

CLOSE TO THE EDGE OR CLOSE TO THE CENTER? A dot’s distance from the edge of the circle shows how naturally inclined a person is to encompass the characteristics of his or her DiSC style. A dot positioned toward the edge of the circle indicates a strong inclination toward the characteristics of the style. A dot located between the edge and the center of the circle indicates a moderate inclination. And a dot positioned close to the center of the circle indicates a slight inclination. A dot in the center of the circle is no better than one on the edge, and vice versa. Your dot location is about halfway between the edge of the circle and the center, so you are moderately inclined and probably relate fairly well to the characteristics associated with the C style.

WHAT’S NEXT?

Now that you know more about the personalization of your Everything DiSC Workplace Map, you’ll read more about what your dot location says about you. Then you’ll learn about your personal map shading and priorities, and discover how this affects your preferences. After that, you’ll learn some basics about the other DiSC styles and how to use that information to connect better with everyone in your workplace.

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Your C Style YOUR DOT TELLS A STORY Because you have a C style, Equana, you probably take a logical, objective approach to your work to ensure accuracy. You tend to be systematic, and you may enjoy creating standards that help bring about high-quality outcomes. Because you prefer to maintain a sense of control and stability, you may become a bit annoyed when people don’t adhere to accepted rules and guidelines.

People with the C style tend to be cautious. Because you want to avoid mistakes, you probably take time to think things through before making choices. Consequently, it may be somewhat stressful for you to make a decision when the outcome is unpredictable. You may even overanalyze a situation in hopes of gaining an unrealistic level of certainty.

Compared to other people, you may be somewhat hard on yourself for being wrong. And although this may push you to be your best, it may keep you from taking chances that could prove beneficial. Likewise, because you tend to place so much value on your knowledge, you sometimes may dwell on mistakes.

You may have a fairly strong questioning side as well. Because you value reasoning and analysis, you’re unlikely to accept new ideas or plans at face value. As a result, you may question ideas even after other people feel ready to move ahead, and you may be perceived as blocking forward progress.

Although you may like having other people around, you probably prefer to do a lot of your work alone. This allows you to get absorbed in projects and do in-depth problem solving. You may enjoy independence, often preferring to figure things out for yourself rather than ask for help. This doesn’t mean that you don’t enjoy contributing to a team. In fact, you may appreciate the chance to give advice and share your expertise.

You’re probably fairly private with personal information, unless you know someone really well. You also tend to be a bit uncomfortable around people who show a lot of emotion, since intense feelings often carry a level of unpredictability that can be unsettling for you. You probably show self-control and hope others will as well. On the rare occasions that coworkers see your emotions, you may feel a sense of vulnerability.

Despite your mostly mild appearance, you may get frustrated when you think logic and facts are being ignored. Given the choice between starting a fight or giving in, you may appear, at least on the surface, to give in. However, you may find more subtle ways to show your anger or get your way. For instance, you may withhold information or intentionally slow down progress.

Although you pride yourself on the quality of your work, you may shy away from public recognition. And because you may think that others share this preference, it may not occur to you that your coworkers may want more open praise or compliments from you.

Equana, like others with the C style, your most valuable contributions to the workplace may include your insistence on precision, your quiet diligence, and your ability to find practical solutions to complex problems. In fact, these are probably some of the qualities that others admire most about you.

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Shading & Priorities YOUR SHADING EXPANDS THE STORY

Equana, while your dot location and your DiSC® style can say a great deal about you, your map shading is also important.

The eight words around the Everything DiSC map are what we call priorities, or the primary areas where people focus their energy. The closer your shading comes to a priority, the more likely you are to focus your energy on that area. Everyone has at least three priorities, and sometimes people have four or five. Having five priorities is no better than having three, and vice versa.

Typically, people with the C style have shading that touches Accuracy, Stability, and Challenge. Your shading is characteristic of the C style.

WHAT PRIORITIES SHAPE YOUR WORKPLACE EXPERIENCE? Ensuring Accuracy Equana, you’re willing to do what it takes to get things right, and you refuse to settle for sloppy, subpar work. Therefore, you analyze things carefully and make logical decisions based on objective facts. You tend to be quite precise, and you probably devote ample attention to developing superior systems and methods. Overall, you focus on accuracy to ensure high-quality outcomes.

Maintaining Stability People with the C style tend to be self-controlled and cautious. You prefer a predictable setting where chaos and uncertainty don’t threaten the quality of your work. As a result, you dislike being pressured, and you’re usually skeptical of risky ideas and quick decisions. You prefer a systematic environment, and you focus on maintaining stability to produce consistent results.

Offering Challenge Like others with the C style, you tend to be logical and methodical. You often do in-depth analysis, and you’re willing to point out problems and flaws. Furthermore, you’re often skeptical of new ideas, and you’ll question people’s opinions if you’re unconvinced. You’re willing to challenge people to look at things more carefully in the interest of getting things right.

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Motivators & Stressors WHAT MOTIVATES YOU? Different people find different aspects of their work motivating. Like other people with the C style, you probably prefer to work in a stable setting where your logic is recognized and high standards are rewarded. Most likely, you appreciate having the independence to get absorbed in analytical problem solving.

You probably enjoy many of the following aspects of your work:

• Creating efficient systems or procedures • Catching errors or flaws in design • Setting high standards • Solving problems through logic • Ensuring quality • Providing in-depth analysis • Emphasizing accuracy and precision • Working independently • Being an expert

WHAT IS STRESSFUL FOR YOU?

Then there are those aspects of your work that are stressful for you. Because you tend to focus on tasks and logic, you may find it draining when your job requires a lot of forced social interaction. In addition, you tend to set high standards for yourself, so it may be stressful for you when you feel you don’t have the expertise to do a good job or when others seem to be questioning the quality of your work.

Many of the following aspects of your work may be stressful for you:

• Having little private time • Making decisions without time for analysis • Being wrong or unprepared • Dealing with a chaotic environment • Being forced to mingle with strangers • Being forceful or insistent • Working under time pressure • Dealing with conflict • Being around emotional or erratic people

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Overview of DiSC® The graphic below provides a snapshot of the four basic DiSC® styles.

Dominance Influence Priorities: getting immediate results, taking action, challenging self and others

Motivated by: power and authority, competition, winning, success

Fears: loss of control, being taken advantage of, vulnerability

You will notice: self-confidence, directness, forcefulness, risk-taking

Limitations: lack of concern for others, impatience, insensitivity

Priorities: expressing enthusiasm, taking action, encouraging collaboration

Motivated by: social recognition, group activities, friendly relationships

Fears: social rejection, disapproval, loss of influence, being ignored

You will notice: charm, enthusiasm, sociability, optimism, talkativeness

Limitations: impulsiveness, lack of follow-through, disorganization

Conscientiousness Steadiness Priorities: ensuring accuracy, maintaining stability, challenging assumptions

Motivated by: opportunities to use expertise or gain knowledge, attention to quality

Fears: criticism, slipshod methods, being wrong

You will notice: precision, analysis, skepticism, reserve, quiet

Limitations: overly critical, tendency to overanalyze, isolates self

Priorities: giving support, maintaining stability, enjoying collaboration

Motivated by: stable environments, sincere appreciation, cooperation,

opportunities to help

Fears: loss of stability, change, loss of harmony, offending others

You will notice: patience, team player, calm approach, good listener, humility

Limitations: overly accommodating, tendency to avoid change, indecisiveness

Active Fast-paced Assertive Dynamic

Bold

Questioning Logic-focused

Objective Skeptical

Challenging

Accepting People-focused

Empathizing Receptive Agreeable

Thoughtful Calm

Methodical Moderate-paced

Careful

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The D Style & You HOW MIGHT YOU REACT TO THE D STYLE? Imagine that you regularly interact with someone with a D style. She’s well-respected by the organization as a go-getter who delivers on her promises, but you may find her forceful approach to be overly aggressive. Also, because you prefer a calm, orderly environment, you may not appreciate when she pushes insistently for results.

To you, this colleague seems to thrive on rapid progress, often driving toward bold and radical change. Because you prefer a more careful and consistent work environment, this focus on action probably makes you somewhat nervous. In addition, you value accuracy and want things to be done systematically, so you may wonder why she always seems to rush to get things done, often with little regard for the details.

Furthermore, since you tend to share her questioning nature and her desire to challenge ideas, you probably appreciate the healthy sense of skepticism she brings to a situation. However, because you’re more interested in accuracy and she’s more focused on the bottom line, the two of you probably tend to pursue your goals independently, and you may butt heads when you’re engaged in collaborative efforts.

To you, people with the D style may seem: • Forceful • Intense • Demanding • Impulsive

WHAT IS THE MOTIVATION FOR THEIR BEHAVIOR?

Results People with the D style tend to be strong-willed individuals who prioritize Results. Because they are so driven, they constantly look for new challenges and opportunities. They strive for success and won’t give up just because they run into a few obstacles. Though you’re probably not as competitive as they are, you can probably relate to their desire to excel.

Action In addition, they prioritize Action, so they focus on achieving their goals quickly and forcefully. Cautious and predictable environments are particularly tedious for them, and they may get impatient if others spend a lot of time analyzing ideas rather than acting on them. Since you probably prefer to slow down and analyze situations, you may not relate to their bold style.

Challenge Furthermore, those with the D style also prioritize Challenge. Because they want to control outcomes, they’re often questioning and independent-minded. They are unlikely to accept things they’re unsure about, and they won’t hesitate to challenge ideas that they don’t agree with. While you also tend to ask a lot of questions, you may find their forceful approach to be a bit overpowering at times.

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The i Style & You HOW MIGHT YOU REACT TO THE i STYLE? Now, imagine that you also work with someone with an i style. He seems to know everyone on a first-name basis and always has the latest scoop. You probably don’t relate to his outward enthusiasm, and he may often seem overly optimistic to someone with your reserved nature.

You may notice that he seems to be drawn to fast action and enjoys initiating rapid change. Because you’re more concerned with accuracy, his constantly on-the-go approach may seem haphazard to you. And since you prefer to work in a more structured, systematic environment, you may find his spontaneity and flexibility to be exhausting.

To you, he may seem overly concerned with being in the spotlight, and you may wonder how he gets any work done with all that socializing and joke telling. Since you like to work independently to ensure accuracy, you may not appreciate his push to collaborate.

To you, people with the i style may seem: • Talkative • Emotional • Scattered • Naïve

WHAT IS THE MOTIVATION FOR THEIR BEHAVIOR?

Enthusiasm People with the i style put a high priority on Enthusiasm and tend to maintain an upbeat attitude. Because they get excited about new possibilities, they may be very expressive when communicating their ideas. Because you tend to respond to logic more than emotions, you may have trouble relating to their high-spirited style.

Action In addition, they prioritize Action, so they focus on making quick progress toward exciting solutions. Because they tend to be fast-paced, they may be eager to get going without spending a lot of time considering the consequences. Since you value careful analysis, their spontaneity and tendency to choose adventurous ideas may strike you as reckless.

Collaboration Furthermore, those with the i style also prioritize Collaboration. They enjoy meeting new people, and they probably have a talent for getting everyone involved and building team spirit. They appreciate teamwork and often gather the group to work on projects collaboratively. Since you tend to prefer working alone, you may find that their emphasis on teamwork sometimes puts you in uncomfortable situations.

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The S Style & You HOW MIGHT YOU REACT TO THE S STYLE? Now, let’s imagine that you regularly interact with someone with an S style. To you, he seems even-tempered and accommodating, and you’re never afraid to ask him to pitch in because he’s always patient and happy to help. However, because you tend to be skeptical of new ideas, you might have trouble understanding his tendency to support others without question.

Around the office he’s often referred to as a “rock,” and because you both tend to prefer caution and stability, you probably appreciate that he doesn’t spring any wild ideas on you at the last minute. He is well-liked by everyone, and like you, he can always be counted on to perform his job consistently.

Since you both like to keep a low profile, you probably share his discomfort with public recognition. However, while you aren’t afraid to question assumptions, he seems to be more concerned with trying to please everyone. As a result, you may wish he’d spend more time on analysis and less time worrying about others’ feelings.

To you, people with the S style may seem: • Uncritical • Compliant • Flexible • Diplomatic

WHAT IS THE MOTIVATION FOR THEIR BEHAVIOR?

Support People with the S style place a high priority on providing Support. They tend to be good listeners, and as a result, they’re often seen as patient and accommodating. They don’t hesitate to help out when they can, and they value a warm and easygoing environment. Because you tend to focus on logic more than people’s feelings, you may not understand their emphasis on meeting others’ needs.

Stability In addition, they prioritize Stability, so they often focus on maintaining a predictable, orderly environment. Since they tend to be cautious, they’re probably methodical and avoid rapid change whenever possible. Because you tend to analyze the risks before making decisions, you probably appreciate their caution and follow-through.

Collaboration Furthermore, people with the S style also prioritize Collaboration. They enjoy working with others in a trusting, warm environment, and they may go out of their way to make sure people feel included and accepted. Because you’re probably more comfortable working alone, you may find it hard to relate to their preference to emphasize group efforts.

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The C Style & You HOW MIGHT YOU REACT TO THE C STYLE? Imagine that you regularly interact with someone who also has a C style and shares your priority of accuracy. Like you, she’s not highly sociable, and you probably relate well to her dedication to getting things done right. She shares your desire for quality and precision, so she tends to hole up in her office for long stretches of time, checking her work two or three times before being satisfied.

Like you, this colleague wants a stable environment where she can do her best work. She seems methodical and dependable, and since she shares your sense of caution, you probably appreciate that she takes the time to evaluate big decisions. Also, because she likes to analyze risks, she’s unlikely to push for the bold ideas or drastic changes that you prefer to avoid.

Furthermore, you share her tendency to challenge ideas. Neither of you will hesitate to point out an error or question what you think is a flaw. However, if the two of you have conflicting viewpoints, you may think she comes across as stubborn and unyielding. Still, you’re likely to appreciate her tendency to follow through on commitments.

To you, people with the C style may seem: • Logical • Systematic • Reliable • Analytical

WHAT IS THE MOTIVATION FOR THEIR BEHAVIOR?

Accuracy People with the C style place a high priority on Accuracy. Because they want to ensure superior results, they tend to analyze options rationally and separate emotions from facts. They value being precise, and as result, they will often ask in-depth or skeptical questions. Since you tend to share their detached, logical approach, you may relate to their emphasis on creating sound solutions.

Stability In addition, they prioritize Stability. Because they tend to value follow-through and restraint, they’re uncomfortable with quick or risky decisions and prefer to take time to make an informed choice. They tend to analyze all the options, and they often make decisions that promise predictable outcomes. Because you share their desire to ensure dependable outcomes, you probably find it easy to relate to their cautious approach.

Challenge Furthermore, people with the C style also prioritize Challenge. In their quest to find the most streamlined or productive method of completing their tasks, they may openly question ideas and point out flaws that others may have missed. Since you share their tendency to question ideas, you may find it easy to relate to their skeptical approach.

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Connecting with D WHEN YOU NEED TO BE MORE EFFECTIVE Equana, people with the D style like to get right to the point, and this might affect the way you relate to one another. They want things to happen quickly, so they don’t want to spend time dwelling on specifics. You’re more likely to be careful and systematic, taking the time to point out logical objections. As a result, you may find their blunt, forceful approach to be pushy or reckless, while they may see your persistent questions as a barrier to forward progress.

Therefore, when you need to be more effective with people who have the D style, consider the following strategies:

• Talk to them about the big picture and the bottom line, rather than getting caught up in the details.

• Show them that you can move more quickly when necessary. • Voice your concerns, but avoid pointing out why every idea

won’t work.

WHEN PROBLEMS NEED TO BE SOLVED Compared to people with the D style, you’re much more likely to take a cautious, analytical approach to problem solving. Because they tend to make quick, firm decisions and are willing to gamble on bold ideas that may seem too risky to you, they may grow impatient with your systematic consideration of all the potential problems. In turn, you may see their focus on immediate answers as rash or shortsighted.

Therefore, when solving problems with people who have the D style, consider the following strategies:

• Make them aware of potential issues, but avoid getting bogged down in analysis. • Consider their ideas that might initially seem too bold or daring. • Offer your own ideas rather than simply telling them what’s wrong with their solutions.

WHEN THINGS GET TENSE

Because you share your “D” coworkers’ tendency to challenge ideas, you may be as willing as they are to confront problems. However, they may become frank and even argumentative in conflict, and because you dislike intense emotions, you may try to avoid them when things get heated. Since you prefer time to consider problems logically, it may make you uncomfortable when they push for quick resolution. As a result, you may withdraw, and while they may believe that the situation is resolved, your resentment may build.

Therefore, when things get tense with people who have the D style, consider the following strategies:

• Be aware that hiding your true feelings might cause the conflict to drag on or escalate. • Communicate your points directly and objectively. • Address concerns in a straightforward manner and avoid shutting down.

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Connecting with i WHEN YOU NEED TO BE MORE EFFECTIVE Because people with the i style often thrive in high-energy settings where they can work collaboratively, Equana, they’re probably quite a bit more expressive and outgoing than you tend to be. While you may emphasize logic and careful decision making, they prioritize enthusiasm and thrive on spontaneity. As a result, they may see the reserved, skeptical approach that is typical of the C style to be cold or closed off.

Therefore, when you need to be more effective with people who have the i style, consider the following strategies:

• Recognize the value of their energy and spontaneity. • Focus on the positive and avoid appearing aloof. • Join their collaborative efforts to show that you don’t discount

the benefits of teamwork.

WHEN PROBLEMS NEED TO BE SOLVED People with the i style rely heavily on intuition, and they like to dive in and act quickly when confronting a problem. For this reason, your tendency to analyze each option logically may strike them as tedious and a hindrance to progress. In turn, you may believe that their spontaneous approach leads to shoddy solutions or unforeseen consequences.

Therefore, when solving problems with people who have the i style, consider the following strategies:

• Be open to their more creative solutions, but help them see the potential consequences. • Tap into their energy when the situation requires a quick resolution. • Refrain from overanalyzing ideas, or they may see you as perfectionistic or inflexible.

WHEN THINGS GET TENSE Because people with the i style want to maintain friendly relationships, they may share your tendency to avoid conflict, at least initially. However, they’re so focused on being heard that when situations become heated, they may insist on expressing their emotions, even if it means lashing out. In contrast, you dislike emotionally-charged situations and tend to withdraw or try to overpower people with logic when confronted. As a result, they may see you as uninterested in their side of the story.

Therefore, when things get tense with people who have the i style, consider the following strategies:

• Address conflict directly rather than withdrawing from emotionally-charged situations. • Suggest logical ways to resolve the conflict, but avoid coming across as overly detached. • Reassure them that a disagreement now doesn’t mean a poor relationship down the road.

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Connecting with S WHEN YOU NEED TO BE MORE EFFECTIVE People with the S style value cooperation and friendly interaction, Equana, and this might affect the way you relate to one another. You’re probably much less interested in collaborating than they are, and they may have a difficult time understanding your more objective, reserved manner. Furthermore, they enjoy warm relationships and want everyone to feel included, so they may mistake your somewhat silent, detached approach for disapproval or dislike.

Therefore, when you need to be more effective with people who have the S style, consider the following strategies:

• Gain their trust by showing interest in their ideas and opinions. • Remember that you may have to ask a few times before they’ll

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