Workplace Profile Sarah Simon Thursday, October 13, 2022 This report is provided by: LEADERSHIP ALIVE, INC. Contact: Christopher Meade, PhD Email:
[email protected] Website: www.LeadershipAlive.com
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SARAH SIMON
Introduction WHAT IS EVERYTHING DiSC®? Sarah, have you ever wondered why connecting with some people is easier for you than with others?
CORNERSTONE PRINCIPLES
Maybe you’ve noticed that you relate better to colleagues who focus more on teamwork and providing support.
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All DiSC styles and priorities are equally valuable and everyone is a blend of all four styles.
Or, maybe you’re more comfortable working with those who take a more easy-going approach than those who approach every task with intensity.
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Your work style is also influenced by other factors such as life experiences, education, and maturity.
Or, perhaps you relate best to people who are more diplomatic than forceful.
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Understanding yourself better is the first step to becoming more effective when working with others.
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Learning about other people’s DiSC styles can help you understand their priorities and how they may differ from your own.
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You can improve the quality of your workplace by using DiSC to build more effective relationships.
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.
OVERVIEW OF THE DiSC MODEL
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Dominance
Influence
• • • • •
• • • • •
Direct Firm Strong-willed Forceful Results-oriented
Outgoing Enthusiastic Optimistic High-spirited Lively
Conscientiousness
Steadiness
• • • • •
• • • • •
Analytical Reserved Precise Private Systematic
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Even-tempered Accommodating Patient Humble Tactful
SARAH SIMON
Your DiSC® Overview YOUR DOT This report is personalized to you, Sarah. 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: Si Your dot location shows your DiSC® style. Because your dot is located in the S region but is also near the line that borders the i region, you have an Si 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 near the edge of the circle, so you are strongly inclined and probably relate well to the characteristics associated with the Si 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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SARAH SIMON
Your Si Style YOUR DOT TELLS A STORY Because you have an Si style, Sarah, you’re probably a very friendly person who reaches out to others with your warmth and sincerity. You tend to be empathic, and you’re driven by a desire to like and be liked. You’re quick to offer a smile, and you make an effort to get to know people personally. You’re probably a service-oriented person who enjoys meeting the needs of other people and working quietly behind the scenes. Furthermore, you want to be helpful, so you often take extra time to listen to people’s problems. However, you’re usually able to balance your own needs as well when trying to accommodate others. Most likely, you’re genuinely interested in what people have to say, and you may spend more time listening than speaking. Because you have a strong desire to connect, you make it clear to others that their feelings are important to you. You may even file away important details about those you work with, such as birthdays or tidbits about their families. You tend to be tactful, and you probably choose your words carefully to avoid any miscommunication. Because you appreciate a calm environment, you probably dislike rapid, unpredictable change, and you may assume that rules and traditions exist for a reason. In addition, you may be hesitant to move ahead with bold changes if you’re unsure that everyone is on board. However, because you also tend to be willing to go with the flow, forceful or passionate colleagues may be able to convince you to support their more adventurous ideas. Like others with the Si style, you may tie your sense of self-worth to the approval of others, and you probably have a fear of letting people down. As a result, you may strive to meet everyone’s expectations, and you probably feel bad if you think someone is disappointed with you. At the same time, you want to know when you have done a good job, and while you probably don’t seek out public recognition, you do appreciate genuine praise. Because you tend to be very accepting, you may demonstrate tremendous loyalty to individual coworkers and your workplace. You’re often able to overlook people’s personality quirks and weaknesses, so others probably look forward to working with you. However, you may have found that you’re so accepting that you can get yourself into trouble by trusting people who don’t deserve it. Since you enjoy being cooperative, others may see you as a valuable team player. Most likely, you believe that wellorchestrated teamwork leads to superior results. Competitive situations aren’t really your style, and you may have trouble relating to people who seem more interested in individual accomplishments. You tend to keep a low profile during conflict situations because of your high need for harmony. You’re unlikely to confront others, and you don’t respond well to aggression. In fact, you may refuse to deal with negative information even when it’s important to do so, and as a result, situations may drag on without resolution. Although you tend to keep an even keel, suppressing your frustration during tense moments may prove counterproductive, causing bitterness to simmer beneath the surface. Still, you often play the role of peacemaker, trying to find solutions that work for everyone. Sarah, like others with the Si style, your most valuable contributions to the workplace may include your commitment to teamwork, your empathy, and your ability to connect with others. In fact, these are probably some of the qualities that others admire most about you.
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SARAH SIMON
Shading & Priorities YOUR SHADING EXPANDS THE STORY Sarah, 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 Si style have shading that touches Collaboration, Support, and Enthusiasm. Your shading stretches to include Accuracy, which isn’t characteristic of the Si style.
WHAT PRIORITIES SHAPE YOUR WORKPLACE EXPERIENCE? Valuing Collaboration Sarah, because you value friendly cooperation, you find it motivating to work on a team. In fact, you probably have a knack for bringing people together and making everyone feel included. Most likely, you see the benefit in acknowledging others’ opinions, and you may feel disconnected from people who prefer to work independently. You believe collaboration helps create a warm, cohesive environment. Giving Support People with the Si style tend to be caring and compassionate. You probably find it upsetting when others are distressed or unhappy. Most likely, you want people to find you approachable, and you’re always willing to offer help or listen patiently. Because a warm, sympathetic environment is important to you, you focus on giving support whenever it’s needed. Generating Enthusiasm Like others with the Si style, you’re probably cheerful and optimistic, even when faced with adversity. You like to appear upbeat and open, and you probably want the people around you to keep a positive outlook as well. For this reason, you tend to assume the best in people instead of dwelling on their flaws. Because it’s important to you to create a happy and lighthearted environment, you focus on generating enthusiasm. Ensuring Accuracy You also tend to prioritize quality results and objective facts, which is a bit unexpected for someone with the Si style. Because you often focus on precision, you may be uncomfortable with vague or ambiguous ideas. Not only do you want to get things done, but you want to get them done right. As a result, you probably consider your options carefully before pursuing any course of action.
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SARAH SIMON
Motivators & Stressors WHAT MOTIVATES YOU? Different people find different aspects of their work motivating. Like other people with the Si style, you probably appreciate opportunities to get to know others on your team and work with them toward a shared goal. Most likely, you have a strong preference for supportive, trusting environments where people pay attention to each other’s needs and provide encouragement. However, you may also like working in an environment that enables you to focus on precision, and this is less typical of the Si style. You probably enjoy many of the following aspects of your work: • • • • • • • • •
Collaborating with coworkers Making a positive difference in people’s lives Being complimented on a job well done Developing relationships with others Being around people who are lively and cheerful Listening sincerely to people’s concerns and needs Getting people involved Emphasizing accuracy and precision Catching errors or flaws in design
WHAT IS STRESSFUL FOR YOU? Then there are those aspects of your work that are stressful for you. Because you tend to value relationships and harmony, you may find it particularly difficult to work with people who are too pushy or critical. Having to fight to make your voice heard or your needs considered may drain your energy. And because conflict can make you uncomfortable, you may find it difficult to confront others with tough feedback, even when it’s necessary. At the same time, unlike others with the Si style, it may be stressful for you if you’re not allowed to achieve the precision you value. Many of the following aspects of your work may be stressful for you: • • • • • • • • •
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Saying no Dealing with angry or argumentative people Giving unpleasant feedback Being forceful or insistent with others Working in a tense or chaotic environment Making major decisions independently Acknowledging and addressing problems directly Making decisions without time for analysis Being wrong or unprepared
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SARAH SIMON
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
Priorities: expressing enthusiasm, taking action, encouraging collaboration Active Fast-paced Assertive Dynamic Bold
Limitations: impulsiveness, lack of follow-through, disorganization
Limitations: lack of concern for others, impatience, insensitivity
Accepting People-focused Empathizing Receptive Agreeable
Questioning Logic-focused Objective Skeptical Challenging
Conscientiousness
Steadiness
Priorities: ensuring accuracy, maintaining stability, challenging assumptions
Fears: criticism, slipshod methods, being wrong You will notice: precision, analysis, skepticism, reserve, quiet Limitations: overly critical, tendency to overanalyze, isolates self
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Fears: social rejection, disapproval, loss of influence, being ignored You will notice: charm, enthusiasm, sociability, optimism, talkativeness
You will notice: self-confidence, directness, forcefulness, risk-taking
Motivated by: opportunities to use expertise or gain knowledge, attention to quality
Motivated by: social recognition, group activities, friendly relationships
Priorities: giving support, maintaining stability, enjoying collaboration
Thoughtful Calm Methodical Moderate-paced Careful
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
SARAH SIMON
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 probably find her direct, businesslike approach to be overly aggressive. Also, because you tend to be friendly and supportive, you may have trouble relating to her competitive drive for results. To you, this colleague seems to thrive on rapid progress, driving toward bold and dramatic change. Because you prefer a more stable work environment, her focus on immediate action probably makes you uncomfortable. And since you value people’s feelings and want to accommodate everyone’s needs, you may wonder why she seems to push her ideas through without considering how they affect other people. Furthermore, since you do your best to stay focused on the positive, you may not relate to her skeptical and questioning nature very well. She may not seem as interested in teamwork as you are, and you might wonder why she seems to prefer to challenge ideas rather than collaborate with people.
To you, people with the D style may seem:
• • • •
Blunt Forceful Demanding Dominant
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. You may find their competiveness difficult to relate to, but they’re naturally determined to push to succeed. 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 work at a more moderate pace, their bold style may be difficult for you to relate to. 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. Since you prefer to cultivate friendly relationships with others, you may have trouble relating to their sometimes challenging approach.
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SARAH SIMON
The i Style & You HOW MIGHT YOU REACT TO THE i STYLE? Now, imagine that you also work with someone who has an i style and shares your priority of enthusiasm. He seems to know everyone on a first-name basis and always has the latest scoop. Since you can identify with his positive outlook and his upbeat approach, you probably appreciate his receptivity to new ideas. You may notice that he seems to be drawn to fast action and enjoys initiating rapid change. Because you prefer more consistency and a measured pace, his constantly on-the-go approach may make you uncomfortable. Furthermore, because he tends to be more flexible and impulsive than you are, you may have trouble keeping up as he moves from idea to idea. Since you both value collaboration and teamwork, you’re probably happy to work together on projects. To you, he seems comfortable in the spotlight, and because you also enjoy the social aspects of work, you may appreciate his fun, outgoing nature. However, at times, you may wonder how he gets any work done with all that socializing and joke telling.
To you, people with the i style may seem:
• • • •
Impulsive Fun-loving Encouraging Open
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. You probably appreciate their warmth and optimism, but you may have difficulty matching their energetic and high-spirited approach. 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’re more likely than they are to exercise caution, you may not relate to their need to move forward spontaneously with new ideas. 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. While you share their interest in teamwork, you’re probably not as comfortable as they are taking the lead in group settings.
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SARAH SIMON
The S Style & You HOW MIGHT YOU REACT TO THE S STYLE? Now, let’s imagine that you regularly interact with someone who has an S style and shares your desire to support the needs of others. To you, he seems accepting and easygoing, and you’re never afraid to ask him a question because he’s always patient and happy to help. You probably appreciate that he isn’t worried about who gets the credit, and you may look forward to working with him on projects. He is well-liked by everyone and can always be counted on to perform his job consistently. In fact, around the office he’s often referred to as a “rock.” However, because you don’t always want to be the one who grabs the reins, you may sometimes wish he’d step up and take action more quickly. Because you share his interest in getting everyone involved, you probably appreciate his team-player attitude and concern for others. However, he tends to keep a somewhat lower profile than you, and when someone showers him with praise, he probably seems embarrassed. In response to this kind of recognition, he tends to say, “It’s really not a big deal.”
To you, people with the S style may seem:
• • • •
Caring Considerate Gentle Understanding
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. You probably find it easy to relate to their laidback, helpful approach, and you’re likely to join them in maintaining a friendly, open environment. 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. While you probably acknowledge the importance of assessing risks, you may be slightly more willing than they are to try new approaches. 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 share this focus on friendly teamwork, the two of you may work together to maintain an open, receptive atmosphere.
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SARAH SIMON
The C Style & You HOW MIGHT YOU REACT TO THE C STYLE? Imagine that you regularly interact with someone who has a C style and shares your priority of accuracy, an unexpected characteristic for someone with the Si style. Because she’s so focused on precision and quality, she tends to hole up in her office for long stretches of time, checking her work two or three times before being satisfied, and you probably respect her dedication to getting things done right. Still, she’s not highly sociable, and you may have trouble relating to her reserved approach. To you, this colleague often seems impersonal and serious. She wants a stable environment where she can ensure reliable outcomes, and she is not as interested as you are in making sure everyone is included. As a result, her self-contained approach may seem cold to you. Furthermore, while you’re likely to be easygoing and agreeable, she doesn’t hesitate to ask a lot of skeptical questions. You may think that her tendency to challenge other people’s opinions is unfriendly. And because she seems so questioning and impersonal, you may find it a bit uncomfortable to collaborate with her. Still, you can trust that when she commits to something, she will follow through.
To you, people with the C style may seem:
• • • •
Private Methodical Skeptical Precise
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. Although you share their emphasis on creating sound solutions, you may find it hard to relate to their detached approach. 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 tend to strike a balance between speed and caution, you may understand their preference to avoid rushing into things. 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 tend to take a more accepting approach, you may find it hard to relate to their skepticism, which seems likely to harm team unity.
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SARAH SIMON
Connecting with D WHEN YOU NEED TO BE MORE EFFECTIVE Sarah, people with the D style like to get right to the point, and this might affect the way you relate to one another. They’re probably willing to be blunt in the interest of making rapid progress. You’re more likely to be tactful and agreeable, and you may prioritize collaboration over the bottom-line results they want. As a result, you may be intimidated by their frank approach, while they may become frustrated if you focus more on including everyone than on getting things done. Therefore, when you need to be more effective with people who have the D style, consider the following strategies: • • •
Move quickly to focus the discussion on the topic at hand. Refrain from taking their bluntness personally. Talk to them about the benefits of including others’ ideas, but focus on bottom-line results.
WHEN PROBLEMS NEED TO BE SOLVED Compared to people with the D style, you’re much more likely to prioritize team harmony when solving problems. They can be quite strong-willed and willing to make quick, bold decisions. As a result, they may become frustrated if your collaborative approach seems to stall out the process. In turn, you may see their focus on immediate answers over people’s needs as cold or shortsighted, but you may hesitate to speak up when faced with their forceful presence. Therefore, when solving problems with people who have the D style, consider the following strategies: • • •
Avoid emphasizing other people’s feelings at the expense of finding workable answers. Show them how considering a plan’s effect on other people can bring better results. Speak up to make sure you have a voice in the solution.
WHEN THINGS GET TENSE Because you prioritize harmonious relationships, you’re less likely than your “D” coworkers to challenge ideas and address issues directly. They can become competitive in conflict, and they may even become argumentative at times. On the other hand, you tend to keep a low profile, and when confronted, you may simply give in to keep the peace. As a result, they may assume that an issue is resolved when you still have bitterness or hurt feelings simmering beneath the surface. Therefore, when things get tense with people who have the D style, consider the following strategies: • • •
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Be aware that hiding your true feelings could be more harmful in the long run than speaking candidly. Avoid giving in just to restore harmony. Speak up to make sure that your needs are considered.
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SARAH SIMON
Connecting with i WHEN YOU NEED TO BE MORE EFFECTIVE Because people with the i style are extremely outgoing, Sarah, they prioritize working collaboratively like you do. However, they may be more sociable and adventurous than you are, and you may pull back a bit if you feel overwhelmed by their energy. And, while they’re probably eager to embrace exciting changes, you tend to hold off if you think their ideas could have negative consequences for other people on the team. Therefore, when you need to be more effective with people who have the i style, consider the following strategies: • • •
Let them know that you appreciate teamwork as much as they do. Speak up when you’re concerned about how plans affect other people. Recognize the value of their enthusiasm and high energy.
WHEN PROBLEMS NEED TO BE SOLVED People with the i style like to dive right in and move quickly, and they may share your cheerful optimism when confronting a problem. For this reason, the two of you may occasionally gloss over potential issues or make unrealistic assumptions that rely on best-case scenarios. And, while you tend to be less action-oriented and spontaneous than they are, your accommodating approach means that you’re unlikely to try to slow them down. Therefore, when solving problems with people who have the i style, consider the following strategies: • • •
Temper your shared optimism by considering all potential issues. Show them that you’re open to creative solutions. Share your doubts rather than just going along with their ideas to make them happy.
WHEN THINGS GET TENSE Because people with the i style want to maintain friendly relationships, they share your tendency to initially gloss over differences. However, they’re so focused on being heard that they’re more likely to become emotional and lash out when confronted. Since you probably take a more diplomatic approach, you may simply give in to avoid negative feelings. As a result, you may fail to resolve the conflict and allow your resentment to build beneath the surface. Therefore, when things get tense with people who have the i style, consider the following strategies: • • •
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Acknowledge the importance of everyone’s feelings, but don’t sidestep the issues. Avoid concealing your own needs, as this can cause your resentment to emerge later. Let them know that working through the disagreement will help you maintain a good relationship down the road.
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SARAH SIMON
Connecting with S WHEN YOU NEED TO BE MORE EFFECTIVE People with the S style value cooperation and friendly interaction, Sarah, and this might affect the way you relate to one another. Like them, you prioritize collaboration and seek group harmony. However, the two of you may be so considerate that neither of you speaks up about your own needs. In addition, since they share your easygoing, accepting approach, you both may overlook challenges that are holding you back. Therefore, when you need to be more effective with people who have the S style, consider the following strategies: • • •
Share what you’re really thinking and let them know that you genuinely want to hear their opinions. Encourage each other to stretch outside of your comfort zones and take on new challenges. Work collaboratively with them, but don’t let your shared trust allow you to overlook potential problems.
WHEN PROBLEMS NEED TO BE SOLVED While you may not be quite as cautious as people with the S style are, you’re almost as likely as they are to avoid quick decisions when it comes to solving problems. This is probably especially true when you’re contemplating rapid change that might affect people around you. As a result, situations may go on for too long without resolution. In addition, since neither of you is prone to considering bold options, you may wind up choosing predictable or tired solutions. Therefore, when solving problems with people who have the S style, consider the following strategies: • • •
Agree on a reasonable decision-making timeline to avoid putting off difficult decisions. Acknowledge the risks, but remember that daring ideas sometimes lead to better results. Avoid joining them in excessive concern over how the decision will affect other people.
WHEN THINGS GET TENSE Because people with the S style want to support others, they avoid rocking the boat and upsetting the people around them. You’re both reluctant to cause distress, so you may neglect to address problems head-on. While open conflict between the two of you is probably rare, your shared desire to regain harmony and keep everyone happy may cause you to sweep problems under the rug, which can cause bad feelings to intensify. Therefore, when things get tense with people who have the S style, consider the following strategies: • • •
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Voice your opinions directly rather than tiptoeing around issues. Express concern for their feelings and show a desire to resolve the conflict quickly but thoroughly. Encourage them to speak up, as they may mask their true feelings.
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SARAH SIMON
Connecting with C WHEN YOU NEED TO BE MORE EFFECTIVE Sarah, people with the C style would often rather focus on facts than feelings, and this might affect the way you relate to one another. While it’s unexpected for someone with the Si style, you share their priority on accuracy, and they probably appreciate your focus on precision. However, because they tend to be reserved and skeptical, they may see your trusting, open nature as naïve or counterproductive, while you may find their questioning nature to be a bit cold. Therefore, when you need to be more effective with people who have the C style, consider the following strategies: • • •
Avoid asking them personal questions, and don’t take their detachment personally. Respect their preference to work independently. Highlight your shared desire for accuracy by focusing on the facts.
WHEN PROBLEMS NEED TO BE SOLVED When it comes to solving problems, your “C” coworkers want to thoroughly consider all the consequences before making a decision. Because you’re probably concerned about how plans might affect other people, you may postpone decisions until you’re sure everyone buys in. As a result, the two of you may get bogged down in the problem-solving process. At the same time, you may see their skepticism as rather cold, and they may find you too willing to dismiss the facts to keep people happy. Therefore, when solving problems with people who have the C style, consider the following strategies: • • •
Consider looking to external systems or people to provide the urgency needed for the two of you to finalize plans. Avoid getting so caught up in keeping everyone happy that you discount more pragmatic ideas. Back up your ideas with evidence.
WHEN THINGS GET TENSE Because people with the C style often view conflict as a disagreement over who is correct, they usually avoid direct aggression and focus on challenging the reasoning behind an argument. If emotions run high, however, they’re likely to withdraw. Because you prefer to avoid confrontations and may even give in or neglect to assert your own needs, the two of you may allow the conflict to simmer beneath the surface. Therefore, when things get tense with people who have the C style, consider the following strategies: • • •
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Address the issues rather than hoping the conflict will work itself out. State your position objectively and give them time to present their side. Avoid emotional displays, since this makes them uncomfortable and more likely to retreat.
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SARAH SIMON
STAY CONNECTED
Taking Action Sarah, given everything you’ve learned about your style, what follows are three key strategies that might help you work more effectively with all the people in your workplace.
BE FIRM AND STAND YOUR GROUND You may find it hard to take a firm stance when you feel you’re being pressured to take a different direction. As you’ve probably discovered, a lot of people are willing to push their plans on someone who they think will give in. If you continually back off from your own ideas too easily, people might assume you’re generally indifferent, and they may have less regard for your preferences in the future.
• •
Remind yourself that just because others are confident doesn’t mean their ideas are better than yours. Consider the long-term consequences of letting your ideas be stifled.
ACKNOWLEDGE PROBLEMS RATHER THAN GLOSSING THEM OVER You probably prefer to keep an upbeat attitude and look at the bright side of things. But because you tend to skim over problems rather than facing them head-on, you may allow small issues to become more serious than they need to be. Remember that responding quickly with a direct approach can help prevent unpleasant consequences. • •
Confront potential issues with others right away so they don’t turn into even bigger problems. Work to strike a balance between being optimistic and being realistic.
SEEK OUT NEW INITIATIVES You’re probably pretty receptive to other people’s initiatives, but you may not be as active in initiating bold ideas of your own. You may be content to stick to the areas where you know you can succeed. However, by staying in your comfort zone, you’re unlikely to contribute to growth. It’s important to develop new ideas so that the organization doesn’t become stagnant or irrelevant. • •
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Actively seek out new opportunities that are outside your areas of comfort. Identify an area that needs improvement and invite others to brainstorm a new direction.
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SARAH SIMON
Personalized Index: D Styles DC STYLE
Goals: Independence, personal accomplishment Judges others by: Competence, common sense Influences others by: High standards, determination Overuses: Bluntness; sarcastic or condescending attitude Under pressure: Becomes overly critical
Challenge Results Accuracy
D STYLE
Results Action Challenge
Di STYLE
Fears: Failure to achieve their standards Would increase effectiveness through: Warmth, tactful communication
Finally, those with the DC style also prioritize Accuracy. Because they want to control the quality of their work, they prefer to work independently, and they may focus on separating emotions from facts. Since you also like to maintain high standards, you can probably relate to their objective, analytical approach.
People with the D style are strong-willed individuals who prioritize Results. Because they want to make their mark, they constantly look for Judges others by: Ability to achieve new challenges and opportunities. You may find their competiveness results difficult to relate to, but they’re naturally determined to push to Influences others by: Assertiveness, succeed. insistence, competition In addition, they also prioritize Action, so they often focus on achieving Overuses: The need to win, resulting their goals quickly and forcefully. Since they tend to be very fast-paced, they like it when people cut to the chase. Since you probably prefer to in win/lose situations work at a more moderate pace, their bold style may be difficult for you Under pressure: Becomes impatient to relate to. and demanding Fears: Being taken advantage of, appearing weak Would increase effectiveness through: Patience, empathy
Goals: Quick action, new opportunities
Influences others by: Charm, bold action Overuses: Impatience, egotism, manipulation Under pressure: Becomes aggressive, overpowers others
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In addition, they also prioritize Results, so they’re often very direct and straightforward. When they’re focused on the bottom line, they may overlook the feelings of others. You may have trouble relating to what you see as an excessive drive for results.
Goals: Bottom-line results, victory
Judges others by: Confidence, influence
Action Results Enthusiasm
Sarah, people with the DC style prioritize Challenge, so they want to explore all options and make sure that the best possible methods are used. As a result, they may be very questioning and skeptical of other people’s ideas. You aren’t as questioning as they are, so you may have trouble relating to their challenging approach.
Fears: Loss of power Would increase effectiveness through: Patience, humility, consideration of others’ ideas
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Furthermore, those with the D style also prioritize Challenge. Because they want to control outcomes, they’re often questioning and independent-minded. Since you prefer to cultivate friendly relationships with others, you may have trouble relating to their sometimes challenging approach.
People with the Di style prioritize Action, and they probably come across as adventurous and bold. Because they grow bored easily, these individuals often seek out unique assignments and leadership positions. You prefer to keep a steadier pace, so you may not relate well to their energetic approach. In addition, they also prioritize Results, so they often work to accomplish their goals rapidly. While they are competitive, they can also use charm to persuade others to help them succeed. You may think they are too focused on results. Finally, those with the Di style also prioritize Enthusiasm, so they may come across as charming and fun because of their high energy. They probably use their excitement to inspire others and to create a lively environment. Because you also tend to be positive and expressive, you probably appreciate their dynamic approach.
SARAH SIMON
Personalized Index: i Styles iD STYLE
Goals: Exciting breakthroughs Judges others by: Ability to think creatively, charisma Influences others by: Boldness, passion
Sarah, people with the iD style prioritize Action, so they tend to focus on moving toward their goals quickly. They like to maintain a fast pace, and they’re probably comfortable making decisions on the fly. You may have a difficult time keeping up with their rapid pace.
In addition, they also prioritize Enthusiasm, and they may come across as high-energy people who like to rally others around a common goal. Overuses: Impulsiveness, Most likely, they maintain an upbeat attitude and bring a genuine outspokenness optimism to their work. You also tend to express yourself and stay Under pressure: Becomes impulsive, positive, so you may appreciate their tendency to get people excited about ideas. lashes out at others
Action Enthusiasm Results
i STYLE
Fears: Fixed environments, loss of approval or attention Would increase effectiveness through: Focusing on the details, patience, listening to others
Goals: Popularity, approval, excitement Judges others by: Openness, social skills, enthusiasm Influences others by: Charm, optimism, energy Overuses: Optimism, praise Under pressure: Becomes disorganized, gets overly expressive Fears: Rejection, not being heard
Enthusiasm Action Collaboration
iS STYLE
Would increase effectiveness through: Being more objective, following through on tasks
Goals: Friendship Judges others by: Ability to see good in others, warmth Influences others by: Agreeableness, empathy Overuses: Patience with others, indirect approaches Under pressure: Takes criticism personally, avoids conflict
Collaboration Enthusiasm Support
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Fears: Pressuring others, being disliked Would increase effectiveness through: Acknowledging others’ flaws, confronting problems
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Furthermore, those with the iD style also prioritize Results, so they may come across as ambitious and goal-oriented. Most likely, they enjoy leveraging relationships to achieve new accomplishments. To you, it may seem that their quest for results overlooks other important factors.
People with the i style put a high priority on Enthusiasm and tend to maintain an upbeat attitude. They get excited about new possibilities, and they may be very expressive when communicating their ideas. You probably appreciate their warmth and optimism, but you may have difficulty matching their energetic and high-spirited approach. In addition, they prioritize Action, so they often focus on making quick progress toward exciting solutions. Since they tend to be fast-paced, they may be eager to get going without spending a lot of time considering the consequences. Since you’re more likely than they are to exercise caution, you may not relate to their need to move forward spontaneously with new ideas. Furthermore, those with the i style also value Collaboration. They usually enjoy meeting new people, and they may have a talent for getting everyone involved and building team spirit. While you share their interest in teamwork, you’re probably not as comfortable as they are taking the lead in group settings.
People with the iS style prioritize Collaboration, so they enjoy teaming up with others as much as possible. Because they want everyone to feel included, they tend to spend time and energy getting people involved. Since you share their desire to work with others, you may be just as eager as they are to turn tasks into group projects. In addition, they also prioritize Enthusiasm, and they’re likely to bring a positive attitude to their work and relationships. They’re light-hearted and encouraging, and they often like to spread their optimistic spirit to others. Because you share their positive outlook, you probably find it easy to relate to their happy-go-lucky approach. Furthermore, those with the iS style also value Support, so they tend to be flexible people who want what’s best for the group. When others struggle, they tend to show concern and offer uncritical support. Since you share their desire to help others, you can probably relate to their patient, accepting approach.
SARAH SIMON
Personalized Index: S Styles Si STYLE
Goals: Acceptance, close relationships Judges others by: Receptivity to others, approachability Influences others by: Showing empathy, being patient Overuses: Kindness, personal connections Under pressure: Avoids conflict, tries to make everyone happy
Collaboration Support Enthusiasm
S STYLE
Fears: Being forced to pressure others, facing aggression Would increase effectiveness through: Saying “no” if necessary, addressing issues
Goals: Harmony, stability Judges others by: Dependability, sincerity Influences others by: Accommodating others, consistent performance Overuses: Modesty, passive resistance, compromise Under pressure: Gives in, avoids revealing true opinions
Support Stability Collaboration
SC STYLE
Fears: Letting people down, rapid change Would increase effectiveness through: Displaying self-confidence, revealing true feelings
Goals: Calm environment, fixed objectives, steady progress Judges others by: Reliability, realistic outlook, even temperament Influences others by: Diplomacy, self-control, consistency Overuses: Willingness to let others lead, humility Under pressure: Becomes inflexible, hinders spontaneity, complies
Stability Support Accuracy
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Fears: Time pressure, uncertainty, chaos Would increase effectiveness through: Initiating change, speaking up
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Sarah, people with the Si style prioritize Collaboration, and they like to involve others in making decisions. Most likely, they try to build team spirit and are less concerned with individual accomplishment. Because you share their tendency to work collaboratively, you probably appreciate their desire for team unity. In addition, they also prioritize Support, so they tend to place a high importance on the needs of others. Because they have an accommodating nature, they’re often willing to set aside their own opinions and needs to help others. Since you probably share their interest in people’s feelings, you may find it easy to relate to their tendency to look out for others. Furthermore, those with the Si style also value Enthusiasm, and they usually come across as cheerful. They tend to see the positive in most situations, and they’re encouraging of other people’s ideas. Most likely, you can relate well to their upbeat approach.
People with the S style place a high value on providing Support. They tend to be good listeners, and as a result they’re often seen as patient and accommodating. You probably find it easy to relate to their laidback, helpful approach, and you’re likely to join them in maintaining a friendly, open environment. In addition, they also prioritize Stability, so they often focus on maintaining a predictable, orderly environment. Since they tend to be cautious, they may use a methodical pace and avoid rapid change whenever possible. While you probably acknowledge the importance of assessing risks, you may be slightly more willing than they are to try new approaches. Furthermore, people with the S style also prioritize Collaboration. Because they value a trusting, warm environment, they may go out of their way to make sure people feel included and accepted. Because you share this focus on friendly teamwork, the two of you may work together to maintain an open, receptive atmosphere.
People with the SC style place a high priority on Stability and attaining consistent outcomes. Because they tend to be cautious, they may prefer to work in a predictable environment that won’t bring a lot of surprises. Since you’re probably willing to take risks, you may find it hard to relate to their focus on safe, dependable outcomes. In addition, they also prioritize Support, so they tend to be accommodating and willing to forfeit their own needs and preferences when necessary. Most likely, they’re usually patient and diplomatic, and they aren’t likely to become overly emotional when pushed. Because you share a willingness to help others, you probably find it easy to relate to their patient, obliging approach. Furthermore, those with the SC style also value Accuracy. They tend to work systematically to produce quality work and effective solutions, and they may be fairly analytical at times. You probably relate well to their interest in producing solid, error-free work.
SARAH SIMON
Personalized Index: C Styles CS STYLE
Goals: Stability, reliable outcomes Judges others by: Precise standards, orderly methods Influences others by: Practicality, attention to detail Overuses: Traditional methods, sense of caution Under pressure: Withdraws, becomes hesitant
Stability Accuracy Support
C STYLE
Fears: Emotionally charged situations, ambiguity Would increase effectiveness through: Showing flexibility, being decisive, showing urgency
Goals: Accuracy, objective processes Judges others by: Expertise, systematic processes Influences others by: Logic, exacting standards Overuses: Analysis, restraint Under pressure: Overwhelms others with logic, becomes rigid
Accuracy Stability Challenge
CD STYLE
Fears: Being wrong, strong displays of emotion Would increase effectiveness through: Acknowledging others’ feelings, looking beyond data
Goals: Efficient results, rational decisions Judges others by: Competence, use of logic Influences others by: Strict standards, resolute approach Overuses: Bluntness, critical attitude Under pressure: Ignores people’s feelings, moves ahead independently
Challenge Accuracy Results
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Fears: Failure, lack of control Would increase effectiveness through: Cooperation, paying attention to others’ needs
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Sarah, people with the CS style prioritize Stability, so they probably come across as orderly and precise. Since they prefer to be wellprepared, they tend to avoid taking risks or making rapid changes. Because you’re probably more adventurous than they are, you may find it hard to relate to their cautious approach. In addition, they also place a high priority on Accuracy, so they tend to spend time refining their ideas before moving forward. Most likely, they rely on data before making decisions and tend to take an objective approach. Because you share their tendency to value accurate outcomes, you may appreciate their careful, methodical approach. Furthermore, those with the CS style also value Support, and they’re usually willing to help when their expertise is needed. They also tend to be even-tempered and patient with both people and difficult situations. Because you share their obliging approach, both of you may fail to assert your own needs to avoid rocking the boat.
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. Although you share their emphasis on creating sound solutions, you may find it hard to relate to their detached approach. In addition, they also prioritize Stability. Since they tend to value followthrough and restraint, they’re uncomfortable with quick or risky decisions and prefer to take time to make an informed choice. Because you tend to strike a balance between speed and caution, you may understand their preference to avoid rushing into things. 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 tend to take a more accepting approach, you may find it hard to relate to their skepticism, which seems likely to harm team unity.
People with the CD style prioritize Challenge and may come across as skeptical and determined. Most likely, they won’t accept ideas without asking a lot of questions, and they like to uncover problems that could affect results. You tend to be more accepting, so you may find it hard to relate to their critical, questioning approach. In addition, they also prioritize Accuracy, and they focus on thinking logically to create the best solutions. They tend to avoid letting their emotions get in the way of making rational decisions. Because you share their analytical approach, you may find it easy to relate to their emphasis on objectivity and logic. Furthermore, those with the CD style also value Results and tend to be determined to deliver quality outcomes efficiently. Most likely, they’re also willing to take charge of projects when necessary, and they can usually be counted on to keep things on track. Their determination to get results may seem stubborn or impatient to you at times.