Dr. Carlus Gupton - DISC Resources

for

John Sample

Provided by:

Dr. Carlus Gupton, LifeandLeadership.com Professor, Coach, Consultant
DISC Resources - LifeandLeadership.com
http://www.lifeandleadership.com/contact
http://www.lifeandleadership.com/disc-personality-test

Main Menu

DISC and Leadership Introduction
What You Will Learn Page 3	DISC Introduction Page 4-5	Leadership Introduction Page 6-7	Leadership Positions Page 8-13
Guide to Understanding Yourself
Your Personality Style Pages 14-16	Strengths and Personal Keys Page 17-18	Understanding Your Behavior Pages 19-27	You on a Team Page 28
Leadership Guides for Each Personality Style
Leading D's (Dominant Styles) Pages 29-33	Leading I's (Inspiring Styles) Pages 34-38	Leading S's (Supportive Styles) Pages 39-43	Leading C's (Cautious Styles) Pages 44-48
Your Personality Graphs and Application Guides
DISC Graphs and Guides Pages 49-56	Reading Others Page 57	Perceptions of Each Style Pages 58-61	Appendix/ Resources Pages 62-65

What You Will Learn

When you are able to ...

1) Understand yourself and your leadership style
2) Understand others and how they respond best to a leader
3) Adapt your leadership style to best fit the needs of others

then you can experience:

Better RESULTS and higher productivity
More ENJOYMENT and FUN in life
More PEACE, harmony and cooperation with those you lead and care about
More UNDERSTANDING and CLARITY when working with people

Introduction to "DISC"

John, we will be using a concept called the "DISC" Model of Human Behavior in this report. Each letter (D, I, S and C) represents a main personality style. The DISC model is based on the fact that most people have predictable patterns of behavior. The first pattern reflects whether a person is more OUTGOING or RESERVED. The second pattern reflects whether a person is more TASK-ORIENTED or PEOPLE-ORIENTED. The two patterns can be visualized in two circular diagrams with opposing traits and then combined into one diagram as shown below.

The circular diagram in Step 3 has four sections like a pie. Each section is a combination of two traits that can be described by the letters D, I, S and C. The main words that we use to describe each personality style are Dominant (D), Inspiring (I), Supportive (S) and Cautious (C) as shown below.

Each Person is a UNIQUE BLEND of ALL FOUR traits. Your assessment shows that your personality blend is: "D/IC." You will learn more about your "D/IC" blend in your Dr. Carlus Gupton - DISC Resources.

DISC is Easy to Remember

DISC is easy to remember using letters, colors and symbols.

Symbol	Behavior	Key Words	Color Meaning	Symbol Meaning
	OUTGOING and TASK-ORIENTED	Dominant Direct Demanding Decisive Determined Doer	GREEN means GO - like a green light in traffic! They are always looking for a TASK to GO DO. They were born ready!	The EXCLAMATION POINT represents being emphatic! They like to face everything head-on!
	OUTGOING and PEOPLE-ORIENTED	Inspiring Influencing Impressionable Interactive Impressive Involved	RED is highly VISIBLE and BRIGHT They are always easy to spot. The party begins when they show up!	The STAR symbol means they are the star of the show! They make life FUN and EXCITING!
	RESERVED and PEOPLE-ORIENTED	Supportive Stable Steady Sweet Status-quo Shy	BLUE is PEACEFUL like a clear blue sky They like things to be calm, relaxed and peaceful. They are so nice!	The PLUS and MINUS represents being accommodating. Plus or minus, either way is okay. They like to please others!
	RESERVED and TASK-ORIENTED	Cautious Calculating Competent Conscientious Contemplative Careful	YELLOW means CAUTION They like to approach TASKS CAREFULLY. They move through life one calculated step at a time.	The QUESTION MARK represents their inquisitive nature. They have lots of detailed questions, and they need to think things through!

Leadership Patterns
and
Leadership Styles

Leadership is NOT What You Think it is!

Leadership is NOT what you think it is. Leadership is MORE than you think it is! Why is that? Because if Leadership is ONLY what you think it is, then you leave yourself no room to gain further understanding on this important subject. You do not want to undermine your own motivation to gain and apply new insights. Instead, you want to have a "hungry attitude" towards learning about this critical subject.

A healthy view of leadership is to tell yourself that you do not comprehend everything there is to know about the topic of leadership. An open mindset allows you to absorb new ideas and insights. Another healthy view of leadership is to realize that EVERYONE is a leader - including you. That is not to say that everyone functions as the same kind of leader. For the sake of being open to learn, you must realize that you lead and have some form of influence on those around you whether you realize it or not.

Each person's view of leadership is naturally influenced by his or her own personality style and experiences - but mainly personality style. That is the key! There are 4 primary views on leadership that correspond to each personality style. You may lean more heavily on one or more of these views. Here they are:

• The DOMINANT Style says, "Leadership is about Results and Productivity!"
• The INSPIRING Style says, "Leadership is about Inspiring Greatness and Building a Team!"
• The SUPPORTIVE Style says, "Leadership is about Helping Others and Building Harmony!"
• The CAUTIOUS Style says, "Leadership is about Doing Things Properly and Correctly!"

Are all these statements about leadership correct? Yes! Does each statement cover everything needed to be known about leadership? No.

It is important that we expand our view of leadership if we are going to grow in this area. Whether we realize it or not, most books on the subject of leadership are written from only one or two of these vantage points by authors who value one or two aspects of leadership. That is not wrong, but it may result in the reader having a skewed or deficient view of leadership. If you read a leadership book by an author with a Dominant personality style, then you can almost certainly title the book, "How to lead like a D according to a D." And, oddly enough, D-type readers will love books that tell them how to lead like a D written by authors that lead like a D. But, the very aspects of leadership that can hold us back may never be addressed or may be glossed-over in such a book.

Here is the main point: Leadership must encompass all aspects of what is important to those who are leading and those who are being led. No sincere leader intentionally alienates or miscommunicates with those whom he or she leads. But, all leaders will fall short in meeting the needs and expectations of those he or she leads to some extent - especially, if you do not understand personality leadership styles. Thus, the goal is to become AWARE of your leadership style as well as the needs and motivations of those you lead. It is also extremely important and helpful for each leader to learn to understand and adapt to other different leadership styles in order to help the entire team be the most productive when working together.

The purpose of this report is twofold ... First of all, this report will help you to identify the aspects of leadership that come naturally to you. Secondly, this report will help you to improve in the aspects of leadership that are least natural and most challenging to you in order to help you learn and grow to be the best leader possible!

The Concept of Leadership Positions

Personality influences everything we do - including how we lead. A person's tendency to be more OUTOING or RESERVED influences whether he or she is inclined to take action or proceed more slowly as a leader. A person's orientation toward PEOPLE or TASKS influences his or her focus as a leader. The concept of LEADERSHIP POSITIONS refers to how a person prefers to engage with those whom he or she leads. We will break down the concept of Leadership Positions for each personality style in the following pages. The diagram below expresses what each type of leader might say about the Leadership Position he or she prefers.

Leadership Position of the Directive (D) Leader:
"Moving Forward Out in Front"

A person with high "D" traits is OUTGOING and TASK-ORIENTED. This kind of person has a desire to get results quickly. As a result, there is a tendency for the D to initiate action right away. Therefore, the best way to visualize the Leadership Position of the "D" leader is OUT IN FRONT of those whom he or she leads as shown below:

The main motivation of the Directive Leader is to make progress and accomplish the goal at hand. Leading from "out in front" does not mean that the Directive Leader wants to be the main attraction in "front" of others. It simply means that he or she takes the initiative to move into action AND Direct others to move into action as well.

The Directive Leader is often thought of as a "natural-born leader," because he or she is very comfortable taking control of a project.

You can expect a Directive Leader to have these "D" traits:

• Dominant
• Direct
• Demanding
• Decisive
• Determined
• and a Doer!

Leadership Position of the Inspirational (I) Leader:
"Actively Involved In the Middle"

A person with high "I" traits is OUTGOING and PEOPLE-ORIENTED. This kind of person has a desire to engage with others and go where the excitement is! The "I" style is ready to initiate interaction and involvement with others. Therefore, the best way to visualize the Leadership Position of the "I" leader is In the Middle of everyone involved as shown below:

The main motivation of the Inspirational Leader is to generate enthusiasm and a positive feeling within the environment. The Inspirational Leader is energized by excitement and a sense of approval by those whom he or she leads. The Inspirational Leader has the power to rally others to become involved in a project by spreading his or her contageous brand of optimism.

The Inspirational Leader is often thought of as a "natural sales person," because he or she can seemingly talk others into almost anything!

You can expect an Inspirational Leader to have these "I" traits:

• Inspiring
• Influencing
• Impressionable
• Interactive
• Impressive
• Involved

Leadership Position of the Supportive (S) Leader:
"Supporting from Behind"

A person with high "S" traits is RESERVED and PEOPLE-ORIENTED. This kind of person has a desire to help others and, frankly, to go where everyone else wants to go. The "S" style is ready to support others when called upon. Therefore, the best way to visualize the Leadership Position of the "S" leader is Behind everyone involved as shown below:

The main motivation of the Supportive Leader is to cultivate good-will and peace within the environment. The Supportive Leader is motivated by a sense of loyalty and the desire to preserve harmony for his or her team. The Supportive Leader has an unassuming approach and is more comfortable serving others quietly and out of the limelight.

The Supportive Leader can often be "the glue" that holds an organization together, because he or she offers a genuine sense of warmth and caring.

You can expect a Supportive Leader to have these "S" traits:

• Supportive
• Stable
• Steady
• Sweet
• Status-quo
• Shy

Leadership Position of the Cautious (C) Leader:
"Carefully Guiding from the Side"

A person with high "C" traits is RESERVED and TASK-ORIENTED. This kind of person has a desire to do things properly. The "C" style desires to proceed carefully and methodically to accomplish what is expected of him or her. The best way to visualize the Leadership Position of the "C" leader is on the Side - observing everything that is going on as shown below:

The main motivation of the Cautious Leader is to correctly carry out the task at hand . The Cautious Leader is mainly driven by logic and what makes the most sense to him or her. The Cautious Leader has a procedural approach and is more comfortable doing things in a step-by-step fashion.

The Cautious Leader is often seen as a "strategic leader," because he or she prefers to leads according to a pre-calculated plan.

You can expect a Cautious Leader to have these "C" traits:

• Cautious
• Calculating
• Competent
• Conscientious
• Contemplative
• Careful

When to Adjust Your Leadership Style

There are 4 basic Leadership Styles. Each person practices a BLEND of ALL 4 styles to some degree, depending upon what the environment requires. Understanding the benefits of the 4 different leadership styles makes you much better equipped to adjust to the needs of those you lead. The diagram below summarizes the 4 different leadership styles and when you might employ each style. This is a key concept in applying true leadership!

The Directive Leadership Style is needed when action and initiative are required. Delegation and direction are very effective and very needed at times. Be Directive to maximize productivity.

The Inspiring Leadership Style is needed to keep your team's spirit and attitude positive. Inspiration touches team members on an emotional level that will overcome challenges when nothing else will. Be Inspiring to maximize team involvement.

The Supportive Leadership Style is needed for healthy team relationships. Success at the highest level not only gets results, but also benefits the PEOPLE involved along the way. Be Supportive to maximize a sense of sincere care for others on the team.

The Cautious Leadership Style is needed to protect the organization from overlooking important details. This kind of leadership can be time-consuming and mentally exhausting. Be Cautious and Careful by paying attention to the finer details in any project for a higher degree of excellence.

Remember: You have a BLEND of ALL FOUR leadership styles that you can ADJUST to get the best results with people. The next section provides a "Guide to Understanding Yourself" and your unique personality BLEND.

Leading Others Begins with Leading Yourself

Your Personality Style Blend

	Personality Chart for John
Very High High Avg. Above -- Mid-line -- Avg. Below Low Very Low

Congratulations, John! Your personality style blend is D/IC. By having a DOMINANT / INSPIRING / CAUTIOUS personality style, you are a person who naturally seeks to lead and be in charge and get results through information and people! You like producing results. Your strength is being a visionary and achieving. A graph of your personality style is shown to the right.

Note: This graph represents your D/IC Style Blend. Please look in the "Graphs" section of this report to see your detailed graphs along with an explanation on how to understand your graphs.

"D" is the highest on the chart. That means that you are task-oriented and outgoing. The Exclamation Mark is your symbol. You are extremely gifted at problem solving. You naturally develop strategies to achieve goals. Next, notice that in your graph, the I/C areas are above the midline. That means your I and C traits will support your primary type which is D. Your I or C traits are usually where you go under stress. Recognize that some people need time to process. Your graph for the S area is below the midline. S traits are blind spot areas with this personality type. By focusing on these traits, you will achieve greater success and gain respect.

Words that Best Describe John

Please keep in mind these words may describe you more or less depending on the situation. If you feel that some of the words above describe you very well, then circle them. If you feel like some of the words do not describe you well, simply cross them out. This information is usually 85-95% accurate, but you are welcome to mark it up to match your unique personality style.

This report is NOT meant to label you! It is designed to HELP you UNDERSTAND and DISCover yourself. You can enjoy your unique personality and your strengths!

John's Strengths

The following section describes John's strengths based on the D/IC personality blend. These strengths represent qualities resulting from blending the D, I, S and C personality traits. Remember, everyone is a unique blend of all four styles. In other words, everyone has some of each of the four major personality styles.

Determined, Interactive and Detailed

John thrives on taking the initiative and has an innovative spirit. John is passionate and focused when solving problems. John enjoys working with people who share the same vision and purpose.

Resourceful Leader

John enjoys leading others and creating innovative solutions.  John is able to encourage others to participate in reaching goals.  John works well under pressure by creating ways to move ahead.

John's Keys to Excellence

The following section describes John's keys to maintain balance and excellence in life based on the dynamics of the D/IC personality blend. These keys are important in adapting to the needs and perspective of others. Practicing these insights will cultivate teamwork, productivity, harmony and understanding with others.

Ask People How They Feel

The way people feel inevitably influences their productivity and sense of value. Asking people how they feel creates an opportunity to communicate and work more effectively with others.

Ask People for Their Suggestions - Then Listen!

Some of the best solutions will come from those who do not like to speak up. When you work with such people, take the initiative to ask for their input. Take time to listen, and seriously consider what they have to say.

Initiate Change with Patience

You are energized in spontaneous, creative environments. You like change and variety. Not everyone has your pioneering spirit, so be patient in suggesting extensive changes to other team members.

Be Personal and Unhurried

People respond best when they feel important and valued. Take the time to listen to team members in order to build trust and rapport.

John's Basic Motivational Style

The following section describes your "Basic Style" which is how you behave most naturally. Everyone has areas that he or she is strong in and areas where there could be personal growth. The following section contains insights into your basic motivation and behavior.

Remember: The key to your success and being respected by others is your ability to exercise being under-control. Focus on ADAPTING TO OTHERS by being COOPERATIVE and less critical. Your best response under pressure is to remain calm and be patient with others. As a person having a D/IC style blend, you naturally act assertive, persuasive and procedural, yet responsive with others, because you want control, approval and variety. You are least comfortable when you perceive that you may lose, be wrong or have to do repetitive tasks. 

John's Basic Style - Visual Chart

The following section shows your "Basic Style" in the form of a visual chart. The areas in BOLD show how you behave most naturally. The following section contains insights into your basic motivation and behavior.

John's Communication Style

The following section describes how you tend to communicate and interact with others. Naturally, you like to communicate in a way that is most comfortable to you. Others may or may not understand you or your motivation. This page is designed to shed light on how your personality influences the way you communicate with others. Please note that the following statements include areas for growth.

Because you have a D/IC style blend, you naturally prefer an environment that is results, people and detail-oriented. You typically are motivated by challenges, positive feedback and structure with the ability to be action-oriented. Because you have a D/IC style blend, you communicate directly and tend to intensely engage others. Others may perceive you as being pushy, impatient and even critical. Remember: The key to your success is to have under-control actions. Get the results you desire by taking time to UNDERSTAND HOW OTHERS MAY FEEL. 

Communication Tip: Communicate effectively and act intelligently by adapting your words and actions to the personality style of others.

John's Communication Style Chart

The following section shows your "Communication" in the form of a visual chart. The areas in BOLD show how you communicate most naturally.

Priorities and Decision Style for John

The following section describes your decision-making style and what tends to be important to you.  Your personality style influences how you make decisions based on your priorities.  These insights reflect your most natural behavior when faced with choices.

In making decisions, your focus tends to be on the goal and solving problems based on information. Decisions many times are made based on accomplishing goals and understanding the purpose behind it. You will usually make a decision based on accomplishing a task while analyzing information and interacting with others. Because you have a D/IC style blend, your basic priorities in decision-making are power, control and people issues with rules, procedures and information to back up your decision. Remember: The key to you accomplishing your goals and being respected is to practice being sensitive to other people and how they may feel in a specific situation. 

Understanding your decision-making style can help you become more successful in balancing the issues involved in a situation while interacting with the people who are affected by your decisions.

John's Priorities and Decision Style Chart

The following section shows your "Priorities and Decision-Making Style" in the form of a visual chart. The areas in BOLD show how you tend to process decisions most naturally.

Insights for Professional Growth for John

The following section offers insights about how your personality style blend may influence your professional life. In order to be the best YOU possible, it is important to maximize your strengths while, at the same time, minimizing your weaknesses.

This feedback is primarily based on your strongest traits. Consider this section with a mindset of leveraging your strengths in order to bring about the best results possible.

• As a recommendation, focus on relationship-building books to enhance people skills. Remember that 85% of success is based on effective people skills.
• Encourage, don't intimidate others as you lead people.
• Provide an emotionally safe environment for others as you work. Help people feel comfortable in making important decisions.
• Your strength is naturally assessing your progress along the way and how your goals line up with your accomplishments. Continue to stay focused on your goals.
• Learn from the example of other leaders.
• Remember to follow the system in place. Evaluate the system carefully before proposing changes.
• Remember to stay committed to reading books and learning from others to improve productivity and success in your profession and life.
• Understand that successful leaders recognize the fact that any organization is focused around people.
• By building relationships and focusing on helping others, success with your own goals is fueled.
• Remember to respect your professional coaches and listen to their advice on how to be more effective and successful.

Insights for Long-term Development for John

The following section offers insights about how your personality style blend may influence your professional life in a long-term manner. The focus here is to provide input to you which will not only help you be more successful now, but may also help you to compensate in areas that might otherwise hold you back from achieving your full potential. This feedback is designed to make you more aware of areas that are related to your less-predominant traits. Consider this section with the mindset that learning to adapt your behavior in these areas will result in maximizing your success.

• Individuals with a D/IC style blend can be misunderstood or perceived as being angry versus passionate about what they believe in.
• Let your strengths carry you in getting things done. Know how to adapt your expectations realistically to the situation.
• Realize that your natural tendency is to have an agenda. At times, it is important to focus on the needs of others, versus just getting things done.
• Your weaknesses should concern you. Develop stronger people skills by focusing on the needs of others. You will be more successful because of your people mind-set.
• Limit the amount of information you provide to others. If they want it, usually they will ask for it.
• Recognize that your passion can be perceived as conflict or confrontation. Remember to watch the reactions of others and adapt your tone of voice accordingly to get the desired results.
• The key to your success is understanding and relating to others by showing you care. By developing a greater level of empathy for others, others will respect you and work hard for you.
• Under pressure, people can perceive the D/IC style blend as impatient and intense. Remember to slow down your pace and lower your voice tones while interacting with others.
• It is important to pace yourself. Take time to slow down, reflect and plan ahead.
• Remember, it is important to accomplish a task; however, the most important aspect of any profession is people.

John's High and Low Traits

John as a Team Member

Main Motivation: Intense, cognitive interaction for creative solutions

Individual Talents and Gifts: Quickness in response, risk-taker

Value as a Team Member: Spontaneity, challenging the status-quo

Ideal Environment: Meeting with open discussions that are fast-paced and bottom line

Key to Motivate: New challenges to resolve; more efficient use of time; other outside involvements; wide scope of activity; opportunity to demonstrate skills

Keys to Manage: While working with others: D/IC style blends need project deadlines; a better appreciation for slower-paced people; honest feedback about priorities; not to take on too many challenges at once; caution with "off-the-cuff" remarks that are too personal

How You Act Best Under Pressure (your perception): Flexible; determined and resolute; alert; energetic; smart; quick

How Others May MISUNDERSTAND and MISREAD Your Actions Under Pressure (if they do not understand you): Restless; hasty and impatient; unapproachable; impulsive; intense; detached

Things to be aware of (possible blind spots): Understanding that slower paced styles need time to process information

Complementary Personality Styles: S, I/SC, S/D, I/S

Leading Dominant-D Style People

Those who have Dominant-D style traits have a built-in desire to be productive and get RESULTS! You can help to lead this type of person by working with their goal-driven, never-quit mindset. This guide will help you to better understand and lead this powerful personality style!

Leadership Strengths/Struggles/Strategies
Working with Dominant-D's

Because your primary style is D ...

Remember the following when leading a Dominant D-Style person:

STRENGTHS you share as you lead:

As long as you both share the same desires and direction, you will experience harmony, and you will be able to accomplish a lot as a team. Your mutual goals, admiration and desire to get results can be very positive and affirming.

STRUGGLES you may face as you lead:

Power struggles over control are the most frequent source of friction and fighting. Since you both are competitive, you both want to win every battle at all costs; neither of you will want to give in or give up. You think, "If I give an inch, this person will take a mile," and in many cases you're right. But if you cannot reach compromises, your relationship may become a battleground.

STRATEGIES for leading and conflict resolution:

Don't force issues. Don't threaten or give ultimatums. Balance holding a hard-line with allowing this team member some areas over which he/she can have control. Allow this person choices, control and authority whenever possible. Do not lecture. Be direct and stick to business. Don't argue with this person. If you do, he/she has won the battle because the team member was able to control your emotions and reactions.

Leadership Keys for the D-Style

When leading, working with or communicating with a "D" type personality, remember they are ambitious, forceful, decisive, strong-willed, independent and goal-oriented.

To be an effective leader you need to:

1. Be prepared with support material in a well-organized "package."
2. Be clear, specific, brief and to the point.
3. Stick to business.

Additional factors that will create tension or dissatisfaction:

1. Talking about things that are not relevant to the issue.
2. Leaving loopholes or cloudy issues.
3. Appearing disorganized.

Leadership Expectations
Interacting with with Dominant-D's

How to relate best to someone who is primarily Dominant:

They want to be in control, and they will only decide about a matter if they can see how it relates to their goals. Their main motivation will probably be to solve some sort of problem or achieve something.  Leadership with this personality style is primarily about presenting solutions that are relevant to them.

Phrases to use: (encourage their eagerness to lead)

You are in charge.
I have confidence in you.
You have complete authority to make it happen.
I'll give you whatever resources you need to meet the goal.
I know that, if anyone can handle this situation, it's you.
What do you need to move ahead?
What would you like to do next?
Your leadership in this matter is critical.
See what solutions you can come up with, and go with whatever you think is best.

In Summary:
Their issue is POWER. They will DECIDE in order to SOLVE PROBLEMS, because their focus is THE GOAL.

Note:  Review the page on Communication with a D-Style to know how to say things in a way that they will be receptive to.  Adapt your style to their personality needs.

Leadership Communication Approach
Talking with Dominant-D's
with someone who is primarily D (dominant)

John, because your primary style is D,

Please remember the following when communicating with a D-Style person:

1) Emphasize opportunities, results or solutions.

2) Look at the bottom line.

3) Be businesslike and direct.

INSIGHT: Be confident and sure of yourself. He or she may be forceful. Show strength. Be direct. Emphasize results. Remember to help this D-Style person feel that he or she is not being taken advantage of.

Leading Inspiring-I Style People

Those who have Inspiring-I style traits have a built-in attraction to excitement and interaction with people! You can help to lead this type of person by working with his or her upbeat, energetic enthusiasm. This guide will help you to better understand and lead this dynamic personality style!

Leadership Strengths/Struggles/Strategies
Working with Inspiring-I's

Because your primary style is D ...

Remember the following when leading an Inspiring I-Style person:

STRENGTHS you share as you lead:

Both of you are confident and enjoy a fast-paced approach to life. The Interactive team member will want to please you so desperately that he/she will follow (or at least appear to follow) your leadership.

STRUGGLES you may face as you lead:

Your desire to accomplish goals and get results can easily be frustrated by the "take-life-as-it-comes" attitude of this team member. Frequent conflicts may occur when your focus on getting things done clashes with the person's focus on having fun. Also, this team member's tendency toward disorganization and not completing tasks may cause you to become angry.

STRATEGIES for leading and conflict resolution:

Realize that this person may never have the focus or the goal orientation that you do, but this does not make him/her a bad person. Make work fun. Do some projects with this person if possible. Provide ideas for transforming talk into action. Write down the details of what you expect, and keep instructions simple and easy to follow. Listen enthusiastically to your team member's stories and tales. His/her ability to communicate well can be helpful. Give a lot of praise and approval. Be accepting of their expressions of emotion and feelings.

Leadership Keys for the I-Style

When leading, working with or communicating with an "I" type personality, remember they are magnetic, enthusiastic, friendly, demonstrative and political.

To be an effective leader you need to:

1. Provide a warm and friendly environment.
2. Ask "feeling" questions to draw their opinions or comments.
3. Don’t deal with a lot of details but when you do, put them in writing.

Additional factors that will create tension or dissatisfaction:

1. Driving on facts and figures, alternatives, abstractions.
2. Controlling the conversation.
3. Being curt, cold or tight-lipped.

Leadership Expectations
Interacting with Inspiring-I's

How to relate best to someone who is primarily Inspirational:

Their priority of people means that they want to feel good about you and the people you are associated with.  Be excited with them.  Talk energetically with them about other people, interesting stories and fun things to do.  Leadership of this personality style is primarily about moving enthusiastically with them toward short-term goals that involve dynamic interaction with people.

Phrases to use:  (encourage their energy with people)

Who can we get together to work on this project?
Who would you like to have on your team?
We are looking for someone with energy and enthusiasm like you!
How soon can you pull together a meeting with everyone?
Can you help me with some ideas to get this started?
I'm so excited that we get to work together!
You add so much fun to everything!
What would be a good way to reward ourselves when we reach our first goal?
Thank you for your positive attitude and outlook!

In Summary:
Their issue is PEOPLE. They will INTERACT in order to PERSUADE OTHERS, because their focus is THE POPULAR.

Note:  Review the page on Communication with an I-Style to know how to say things in a way that they will be receptive to.  Adapt your style to their personality needs.

Leadership Communication Approach
Talking with Inspiring-I's
with someone who is primarily I (inspirational)

John, because your primary style is D,

Please remember the following when communicating with an I-Style person:

1) Emphasize enjoyment and people's success with your service.

2) Look at the recognition that he or she can receive with your information.

3) Be more friendly and upbeat.

INSIGHT: Be enthusiastic and complimentary. He or she may talk and exaggerate a lot. Listen and don't try to control the conversation or prove your point. Remember to help this I-Style person feel accepted, not rejected.

Leading Supportive-S Style People

Those who have Supportive-S style traits have a built-in desire to be helpful and cooperative. You can help to lead this type of person by relating to them according to their friendly, relaxed nature. This guide will help you to better understand and lead this dependable personality style!

Leadership Strengths/Struggles/Strategies
Working with Supportive-S's

Because your primary style is D ...

Remember the following when leading a Supportive S-Style person:

STRENGTHS you share as you lead:

You like to lead, and this team member likes to follow and help. He/she will feel secure with you as long as you show controlled, stable behavior.

STRUGGLES you may face as you lead:

If you come on too strong, this person will be intimidated and will take it personally. Also, hard-charging D leaders often misunderstand the softhearted, easygoing S team member and label him/her as "weak." This can easily lead to self-esteem problems and low performance for this person.

STRATEGIES for leading and conflict resolution:

Do not expect this team member to figure out how to accomplish a task. Spell out, step-by-step, exactly what you want him/her to do. This person wants to please you, so wanting to know how you want something done is very important to him/her. Be careful how you say things. This team member is very sensitive and can be easily hurt by spontaneous, off-the-cuff negative comments and anger. Your voice tones are very important to this person. Avoid being confrontational or aggressive with this team member as this will cause him/her to withdraw or disengage. Never compare this person to anyone else. This is demotivating and can cause him/her to give up trying. Express appreciation often. Be sincere. Realize that procrastination is a real issue for this person, so help him/her plan ahead in order to decrease stress and pressure.

Leadership Keys for the S-Style

When leading, working with or communicating with an "S" personality, remember they are patient, predictable, reliable, steady, relaxed and modest.

To be an effective leader you need to:

1. Present your case softly, non-threateningly.
2. Ask "How?" questions to draw their opinions.
3. Begin with a personal comment in order to break the ice.

Additional factors that will create tension or dissatisfaction:

1. Forcing them to respond quickly to your objectives.
2. Being domineering or demanding.
3. Rushing headlong into business.

Leadership Expectations
Interacting with Supportive-S's

How to relate best to someone who is primarily Supportive:

They want predictability, and they will need a friendly, comfortable environment to be in. Give them reassurance that what you are suggesting will be a good experience for them and others. They do not want to venture out of their comfort zone, so don't push or force anything. Leadership of this style is about being sincere and giving gentle encouragement to take small steps in a safe direction. 

Phrases to use:  (remember to be sincere, patient and supportive)

Thank you so much for helping me on this. 
How about if we just take a small step and try this approach to see how it works?
Your contribution is so important.  Everyone appreciates your input.
It's ok to make a choice; we can always change our approach later on if we need to.
Let's work on this together, and we can help each other. 
Someone will be there to personally guide you through the process.
You can handle this - I have confidence in you. You can do it.
That seems to be a very safe and sensible approach.
Do you mind if we try it out? 

In Summary:
Their issue is PREDICTABILITY. They will SEEK A STABLE ROUTINE in order to MAINTAIN STATUS QUO, because their focus is THE ACCEPTED.

Note:  Review the page on Communication with an S-Style to know how to say things in a way that they will be receptive to.  Adapt your style to their personality needs.

Leadership Communication Approach
Talking with Supportive-S's
with someone who is primarily S (supportive)

John, because your primary style is D,

Please remember the following when communicating with an S-Style person:

1) Emphasize team support.

2) Look at reliability and minimize challenges.

3) Be personable.

INSIGHT: Be sensitive. Let him or her share feelings. Don't interrupt. Let him or her finish talking before you talk. Remember to help this S-Style person feel secure.

Leading Cautious-C Style People

Those who have Cautious-C style traits have a built-in ability to focus on fine details that others may miss! You can help to lead this type of person by working with their quality-driven, factual approach to life. This guide will help you to better understand and lead this detail-oriented personality style!

Leadership Strengths/Struggles/Strategies
Working with Cautious C's

Because your primary style is D ...

Remember the following when leading a Cautious C-Style person:

STRENGTHS you share when leading:

Since both of you focus on tasks and enjoy working independently, you share some common ground. As a team, with your direction and this person's attention to detail, you can accomplish a lot together.

STRUGGLES you may face when leading:

You tend to jump into a project quickly, whereas this team member likes to think things through in detail. You both want results, but this person wants things done right, and you want things done now. This difference in pace is a chief source of conflict. Also, your tendency to control things can be discouraging to this person who does not want to feel pressured.

STRATEGIES for leading and conflict resolution:

Do not become impatient with this person. Don't rush or push him/her. Be patient and give this team member time to make decisions. Allow this person time to gather all the facts and do things correctly as he/she defines "correct." Be careful with criticism. While it may motivate you, he/she may internalize the criticism deeply. Callous comments or acts of aggression will immobilize him/her. Be willing to answer this person's questions and provide in-depth explanations patiently. Accept and affirm his/her cautious nature. Do not expect this team member to be a risk-taker like you.

Leadership Keys for the C-Style

When leading, working with or communicating with a "C" type personality, remember they are independent, neat, conservative, perfectionistic, careful and studious.

To be an effective leader you need to:

1. Be accurate and realistic.
2. Prepare your "case" in advance.
3. Stick to business

Additional factors that will create tension or dissatisfaction:

1. Being silly, casual, informal and loud.
2. Being disorganized or messy.
3. Pushing too hard or being unrealistic with deadlines.

Leadership Expectations
Interacting with Cautious C's

How to relate best to someone who is primarily Cautious:

Their priority for procedure and logic means that they will need good reasons why going in a particular direction makes sense. This personality style naturally asks questions as a way of thinking things through. Their areas of interest or focus may be very specific, so be patient as you answer questions. Leadership of this personality style is about being logical and providing enough time and information for them to think through options.

Phrases to use: (provide information, build credibility, be patient)

Our research shows that this is a good option.
What is the best option in your opinion?
What other information can I provide to help you?
What factors are most important to you right now?
You have done excellent work so far. 
How can we apply what you have learned?
What do you see as the next step that needs to be taken?
How much time do you think you will need to think this over?
What are you most concerned about at this point?

In Summary:
Their issue is PROCEDURE. They will SEEK FACTS in order to UPHOLD PRINCIPLES, because their focus is THE RULES.

Note:  Review the page on Communication with a C-Style to know how to say things in a way that they will be receptive to.  Adapt your style to their personality needs.

Leadership Communication Approach
Talking with Cautious C's
with someone who is primarily C (cautious)

John, because your primary style is D,

Please remember the following when communicating with a C-Style person:

1) Emphasize validating materials.

2) Look at and give time to analyze hard data.

3) Be patient and logical.

INSIGHT: Be factual and make sure of your facts. Ask for suggestions. Be open and respectful. Give details concerning problems. Be precise and methodical. Remember to not criticize or appear to criticize this C-Style person.

Personality Graph Details and Application Guides

Graphs for John Sample

Environment Graph (How People See You)		Basic Graph ( The Real You)	Circle Graph (Basic at-a-glance)
	Very High High Avg. Above - Midline - Avg. Below Low Very Low
85     75     3     17		100     100     3     82	Blend = D/IC

Overview of Your Graphs

The bar graphs above show levels for your D, I, S and C personality traits. The higher the level of the trait, the stronger it is. The graph on the left is called Your Environment Graph which shows how people see you. It shows how you tend to act with other people in your environment. The graph in the center is called Your Basic Graph. This graph reflects how you see yourself. It shows how you are most comfortable acting (the real you). Your Basic Graph in the center was used to determine your personality blend as being D/IC. The graph on the right is called your Circle Graph and is an at-a-glance view of your Basic Graph. Keep in mind that behavior in your environment is often different than your real personality preferences. This report can give you insights into the dynamics of your personality style. You may exhibit very different personality traits in different situations. That is normal. As you learn to see the patterns in your behavior, you will be able to interact more effectively with others.

Understanding Your Environment Graph

Your Environment Graph (How People See You)
	Very High High Avg. Above Midline Avg. Below Low Very Low
85    75    3    17

Your Environment Graph shows the way you have learned to function in your environment in order to achieve success. Your environment's requirements and expectations influence why you choose to act the way you do. The way you adapt to your environment can change depending on what you are going through in your life, changing role requirements, or major life-changing events. So, depending on the situation, you may respond with different personality traits to a greater or lesser extent. Therefore, your Environment Graph can vary some over time (months or years).

Your Environment Graph is based on answers you selected in the MOST category in the assessment (characteristics MOST like you). Your MOST choices are influenced by your environment. A simple illustration will explain why the Environment Graph comes from your MOST choices. What do you MOST want for dinner tonight? Pizza? Steak? A seafood salad? Your MOST choice for dinner is influenced by your environment. You might order pizza if you are in a hurry. You might choose steak to celebrate a special event. You might choose the seafood salad if you are on a diet. You make similar decisions in your behavior. You may need to be very decisive at work, so your Dominant (D) traits may score higher than they otherwise might in a more relaxed situation. Likewise, if your work requires you to be very exact and careful every day, then you would expect your Cautious (C) traits to score a little higher than they might otherwise. The more "MOST" choices you made for a given DISC type in your assessment, the higher your plotting point for that given DISC type would be in the graph.

Understanding Your Basic Personality Graph

Your Basic Graph ( The Real You)
	Very High High Avg. Above Midline Avg. Below Low Very Low
100    100    3    82
Your Circle Graph ( At-a-glance view of your Basic Graph)

Your Basic Graph shows your natural behavior. It shows how you are "wired" to behave when you are totally at ease. It is also the behavior you will gravitate to when you are under pressure, because it is the response that comes easiest to you. Your personality is built into who you are. You were designed a certain way from birth, before any outside influences occurred. Your natural personality traits vary less over time, because they are not significantly influenced by your environment.

Your Basic Graph is based on the choices you made in the LEAST category in the assessment (characteristics that were LEAST like you). Each time you made a LEAST choice for a given DISC type in your assessment, you indicated that you were least like that trait and the lower your plotting point for that trait would be. Do you remember our dinner illustration from the previous page? What if you were given the dinner choices of pizza, steak, or a seafood salad, but you hated seafood? Chances are good that you would choose seafood as your LEAST desirable choice. You probably would not change that choice, no matter where you were. You are usually very consistent in the things you do not like. Likewise, you are usually consistent in staying away from behaviors that are LEAST comfortable to you when you have a choice.

How many different graphs are there?

Some people associate DISC with only 4 personality styles. However, you are a BLEND of ALL 4 personality traits that each have their own levels. The personality assessment can yield over 39,000 graph combinations. The statistical validity of these reports is about eighty five to ninety percent accurate. For a more in-depth discussion of DISC, or to understand your graphs more completely, please refer to the books Positive Personality Profiles and Who Do You Think You Are, Anyway? by Robert A. Rohm, Ph.D.

Stress Potential Analysis for John

Environment Graph		Basic Graph
	Very High High Avg. Above -- midline -- Avg. Below Low Very Low

The two graphs shown on the right show levels for your D, I, S and C personality traits in your Environment Graph and your Basic Graph. Different levels for the same trait in each of the two graphs shown can indicate that the way you behave in your environment is different than your natural behavioral preferences. If the differences are great, then your environment may be "out of your comfort zone" and create a level of stress. You may not perceive your environment as stressful, but you may find that you are drained of energy when you adapt to your environment. For example a very task-oriented person may feel quite challenged speaking with people all day long. Likewise, a very people-oriented person may feel drained after working alone all day on something tedious.

John's Stress Potential Levels:

Area	Stress Potential	Stress Category	Observation
D Traits		low	You tend to slightly lower your D-style personality traits in your environment. You are very comfortable in your D-traits in your environment.
I Traits		medium low	You tend to lower your I-style personality traits in your environment. You are comfortable in your I-traits in your environment.
S Traits		very low	You tend to maintain your S-style personality traits in your environment, which indicates that you are very comfortable with the demands of your environment with regard to being reserved and people-oriented.
C Traits		very high	You tend to greatly lower your C-style personality traits in your environment. Your environment requires very little of your natural C-traits, therefore you relax most of your cautious tendencies.

What to Emphasize with Each Style

3 Special Tips to Remember

If Your Style is	Remember
	Don't push Give people time to process and think Use softer tones
	Be organized Stay focused Be credible
	Be confident Remember that challenges are okay Don't be controlled by FEAR (False Evidence Appearing Real)
	Don't overdo details Remember the person, not the task Smile more and lighten up a little

Review of DISC Traits

Outgoing
Style: DOMINANT, Determined	Style: INSPIRING, Influencing
Main Features: Good problem solver; risk taker; strong ego; self-starter; goal oriented	Main Features: Outgoing; talkative; enthusiastic; impulsive; persuasive; optimistic
Value to Group: Good motivator; good at organizing events; high value on time; results-oriented	Value to Group: Good encourager; good sense of humor; peacemaker; creative problem solver
Danger Zones: Argumentative; does not like routine; oversteps authority at times; can be pushy	Danger Zones: Inattentive to detail; prefers popularity to doing right;"convenient" listener; disorganized
Greatest Fear: Someone taking advantage of them	Greatest Fear: Rejection; loss of social approval
Task-Oriented	People-Oriented
Style: CAUTIOUS, Correct	Style: SUPPORTIVE, Steady
Main Features: Thinks things through; accurate; high standards; careful; systematic; precise	Main Features: Warm; friendly; understanding; patient; easygoing; good follow-through
Value to Group: Good organizer; follows directions; even-tempered; clarifies situation well	Value to Group: Good listener; team player; loyal; reliable; dependable; works well under authority
Danger Zones: Finds fault easily; so focused on detail may miss big picture; too critical	Danger Zones: Resistant to change;"stuffs it" inside; difficult establishing priorities; sometimes oversensitive
Greatest Fear: Criticism of their work and effort	Greatest Fear: Loss of security and stability
Reserved

Reading Others - What to Observe

Use the chart below to help you quickly identify a person's primary personality style.

Observation		D	I	S	C
	Likes to do things	The FAST way	The FUN way	The TRADITIONAL way	The PROPER way
	Personal Decor	Large desk, awards, useful accessories	Flashy, trendy, with fun pictures	Family pictures, personal mementos	Aesthetically pleasing, unique, functional
	Body Language	Big gestures, leans forward, advancing	Expressive, friendly posture, amusing	Gentle gestures, reassuring	Unemotional, controlled gestures, assessing
	Speech Pattern	Directive tones, abrupt, interrupting, intentional	Talkative, varied tones, personal, easily distracted	Conversational, warm tones, friendly, prefers listening	Clarifying, monotone, logical, focused, questioning
	Processes by asking	What?	Who?	How?	Why?
	Personal Strength	Firm	Fun	Friendly	Factual

D Styles: How Others Can Perceive Them

Insights into the "D" Personality Style:

"High D" personality styles are often misunderstood. A high D who is able to adapt to the pace of others and communicate on a personal level is much more likely to maintain good relationships (which ultimately leads to more productivity). They can be intense. They tend to know 2 speeds in life - zero and full throttle. Those who work with the high D can remember not to take everything personally. While high D personality styles can be seen as being all about "getting-it-done," it is important to remember that they also have feelings and personal needs. They can be very caring, but the way they express their feelings tends to be by doing something for the ones they care for. Show the high D some respect, pick up the pace a little, and you'll make a hard-working, loyal friend!

I Styles: How Others Can Perceive Them

Insights into the "I" Personality Style:

"High I" personality styles are the easiest to spot. They are expressive, interactive and engaging. They feel and outwardly express a wide range of emotions. Be open to "experience" being with them. Their world is more dramatic, their colors more intense, and they look at life through "positively enhanced" glasses. A high I who is able to adapt their behavior to be more serious when necessary will be well received and well liked. Give the high I the freedom to express themselves and try things out. They do life interactively, so engage with them, lighten up and enjoy the ride!

S Styles: How Others Can Perceive Them

Insights into the "S" Personality Style:

"High S" personality styles tend to be very quiet, softspoken and non-assuming. Their more gentle approach can be soothing. The high S who can look at challenges in life objectively and make difficult decisions will be more able to adapt to the inevitable challenges that occur in life. S personality styles can be easy to overlook. You can hurt their feelings and never know it. They add a measure of harmony that helps to maintain a peaceful environment. Turn your intensity level down a notch when you are around a high S. Relax, have a seat and visit with them to see how they are doing.

C Styles: How Others Can Perceive Them

Insights into the "C" Personality Style:

"High C" personality styles tend to be more solitary. While high C's are reserved, they tend to act with purpose and focus when they reach a decision. In that way, a high C can come across as a high D (dominant, determined, doer) at times. A high C who can adapt their approach to life by seeing it through the eyes of other people can experience much more connection with others. Feelings are shared by high Cs only after trust is established, and that tends to take a long time. Be consistent with a high C. Getting into their personal space takes time. High C's have feelings like anyone else, but it tends to be harder to express them.

Appendix

Leadership Take-aways for John Sample

Date: ______________________

Review your Dr. Carlus Gupton - DISC Resources and write the answers in the following worksheet in your own words.

My Personality Blend is:  (page 15) __________

My Strengths are: (page 17)

Something important that I learned about how I work on a team is: (page 26)

The leadership style that I most identify with is: (pages 7-12)

Main points I need to remember when leading Dominant-D style people are: (pages 27-31)

Main points I need to remember when leading Inspiring-I style people are: (pages 32-36)

Main points I need to remember when leading Supportive-S style people are: (pages 37-41)

Main points I need to remember when leading Cautious-C style people are: (pages 42-46)

Terms for 'Guard Against' Responses

(Refer to the Basic Style Chart in this report)

The following words are used to describe behaviors that all personality styles should guard against (see the Basic Style Chart on page 20). Brief periods of quick reactions or out-of-control behavior are normal when a person is in a fearful situation; however, it is important to RESPOND instead of REACTING to situations. Responding allows a person to be in-control (exercise self-control). Fears may be a cause for concern, but they should not control a person.

Anger - A secondary response when you have experienced hurt or fear. Rather than getting angry, ask yourself who hurt you or what are you fearful of at the present moment. Dealing with your hurt or fear can help calm your anger.

Blame - Avoiding taking responsibility; a person can blame people or circumstances.

Nonparticipation - Not engaging, no response, minimal interaction.

Criticism - Not understanding the need to set realistic expectations of themselves and others.

Indifference - No emotion, a person just doesn't care; no importance or value one way or the other; disinterested; unconcerned.

Suspicion - Thinking that the other person has an ulterior motive or is not sincere.

Impatience - Feeling a strong need for some type of action or result.

Emotion - Personal feelings. High C styles (cautious, calculating) may allow reason (intellect, logic) to so rule over emotion that emotion is given no value at all. Low C styles may allow emotion to rule over reason so much that they are not rational.

More Resources Available

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Dr. Carlus Gupton, LifeandLeadership.com Professor, Coach, Consultant
DISC Resources - LifeandLeadership.com
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DISCLAIMER: This report is for educational and self-awareness purposes only. The content herein is based on general trait tendencies of the D/IC personality style. This report is NOT intended to provide data, advice or guidance for diagnostic, health, legal, financial, or psychological purposes. If such advice or data is required, then a qualified professional should be sought. All parties associated with this report are to be held harmless from any and all liabilities, demands, claims, actions or suits that may be asserted related to the use of information contained herein.