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Workplace Profile Akim Meggett Monday, January 6, 2025

This report is provided by:

The Jack Welch Management Institute [email protected]

Distributed By: Center for Internal Change A Division of The TEAM Approach https://internalchange.com/ Phone: (847) 259-0005 Email: [email protected]

AKIM MEGGETT

Introduction WHAT IS EVERYTHING DiSC®?

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

Maybe you’ve noticed that you relate better to colleagues who focus more on building relationships and getting people involved.

Or, maybe you’re more comfortable working with those who take a light-hearted approach than those who want to analyze every step.

Or, perhaps you relate best to people who are more warm than skeptical.

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

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

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

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

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

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

OVERVIEW OF THE DiSC MODEL

Dominance

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

Influence

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

Conscientiousness

• Analytical • Reserved • Precise • Private • Systematic

Steadiness

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

AKIM MEGGETT

Your DiSC® Overview YOUR DOT This report is personalized to you, Akim. 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: iS

Your dot location shows your DiSC® style. Because your dot is located in the i region but is also near the line that borders the S region, you have an iS style.

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

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

AKIM MEGGETT

Your iS Style YOUR DOT TELLS A STORY Because you have an iS style, Akim, you’re probably a warm and sociable person who reaches out to others with your friendly, laidback approach. You tend to view everyone as a potential friend, and your open communication style often puts others at ease. Because you make time for casual small talk and have an open-door policy, people probably find you approachable.

Most likely, you value personal connections, so you spend time and energy cultivating your personal and professional relationships. You tend to have a fairly large network of friends and colleagues, and you probably enjoy social gatherings. And when someone has a problem, you like to offer a helping hand. In fact, you may be so eager to help that you sometimes overcommit yourself.

Because you care about other people’s needs, you often encourage them to share their feelings. You know the right questions to ask to get people to open up. Your supportive nature allows you to both sympathize with people who are struggling and to celebrate with others during their finest moments.

When communicating, you tend to be fairly expressive. Most likely, you’re genuinely interested in what people have to say, and you’re probably equally willing to spend time listening and speaking. Because of your desire to connect, you make it clear to others that they are important to you. You may even file away important details about those you work with, such as birthdays or tidbits about their families.

Like others with the iS style, you’re willing to go with the flow to show your support for the group. You’re probably very accepting and optimistic, so you tend to appreciate other people and new ideas. At times, you might get yourself into trouble by trusting people who don’t deserve it, and more skeptical colleagues may see you as a bit naïve.

Because you respond well to positive attention and sincere praise, you probably appreciate receiving immediate feedback when you’ve done something well. However, you want to be liked and respected, so you may not handle constructive criticism well. In fact, you may dwell on the situation and its potential consequences for the relationship. Likewise, your desire to be on friendly terms with everyone may sometimes limit your ability to evaluate other people’s performances.

Since you enjoy cooperating with others, you’re probably drawn to projects where you can collaborate. You don’t tend to be highly competitive, so you may do your best to make sure that everyone has a chance to contribute and be recognized.

Above all, you want everyone to be happy, so when you see others at odds, you may step in to try to mend the situation. However, when the conflict involves you personally, you sometimes take a more indirect approach. In fact, you may refuse to deal with negative information even when it’s important to do so, and at times you may allow situations to drag on without resolution.

Akim, like others with the iS style, your most valuable contributions to the workplace may include your ability to connect with others, your commitment to building team spirit, and your desire to see people succeed. In fact, these are probably some of the qualities that others admire most about you.

AKIM MEGGETT

Shading & Priorities YOUR SHADING EXPANDS THE STORY

Akim, 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 iS style have shading that touches Collaboration, Enthusiasm, and Support. Your shading is characteristic of the iS style.

WHAT PRIORITIES SHAPE YOUR WORKPLACE EXPERIENCE? Valuing Collaboration Akim, you prefer working on a team, so you’re most comfortable in a warm, cooperative environment. You enjoy interacting with others, and you probably feel that group effort produces better outcomes. Most likely, you have a knack for getting everyone involved, and you may have trouble understanding people who would rather work alone. You find your work most gratifying when you’re able to collaborate.

Generating Enthusiasm People with the iS style tend to be cheerful and optimistic, even when faced with adversity. You like to stay upbeat, and you probably find it relatively easy to energize and inspire others. Furthermore, you tend to assume the best in people instead of dwelling on their flaws. Because a positive outlook and pleasant environment are important to you, you focus on generating enthusiasm.

Giving Support Like others with the iS style, you probably like your relationships to be based on compassion and respect. It can be upsetting for you 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.

AKIM MEGGETT

Motivators & Stressors WHAT MOTIVATES YOU? Different people find different aspects of their work motivating. Like other people with the iS style, you probably appreciate opportunities to work with optimistic people toward a common goal, and you may enjoy helping and supporting those around you. Most likely, you seek out energetic, collaborative environments where you can work on colorful projects that give everyone the chance to shine.

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

• Developing warm relationships • Inspiring others to do their best • Getting people involved • Being around people who are lively and cheerful • Being complimented on a job well done • Listening sincerely to people’s concerns and needs • Making a positive difference in people’s lives • Maintaining a warm, friendly environment • Encouraging optimism in others

WHAT IS STRESSFUL FOR YOU?

Then there are those aspects of your work that are stressful for you. Because you tend to value friendly relationships, you may find it draining to work with people who are too pushy or critical. In such situations, you may feel that you need to fight for your opinion to be heard. And because you dislike being aggressive, this can be stressful. Situations that require you to confront others or give criticism may also cause you to worry.

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

• Pushing others to meet deadlines • Working with competitive or critical people • Giving people unpleasant feedback • Being forceful or insistent with others • Being in a dull or unsocial environment • Being direct about your expectations • Being objective when evaluating others • Focusing on the bottom line • Supporting your position with facts rather than intuition

AKIM MEGGETT

Overview of DiSC®

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

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

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

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

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

Limitations: lack of concern for others, impatience, insensitivity

Priorities: expressing enthusiasm, taking action, encouraging collaboration

Motivated by: social recognition, group activities, friendly relationships

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

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

Limitations: impulsiveness, lack of follow-through, disorganization

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

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

Fears: criticism, slipshod methods, being wrong

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

Limitations: overly critical, tendency to overanalyze, isolates self

Priorities: giving support, maintaining stability, enjoying collaboration

Motivated by: stable environments, sincere appreciation, cooperation,

opportunities to help

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

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

Limitations: overly accommodating, tendency to avoid change, indecisiveness

Active Fast-paced Assertive Dynamic

Bold

Questioning Logic-focused

Objective Skeptical

Challenging

Accepting People-focused

Empathizing Receptive Agreeable

Thoughtful Calm

Methodical Moderate-paced

Careful

AKIM MEGGETT

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 a bit unsympathetic. Also, because you like a warm, supportive environment, 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 environment, you’re probably fairly uncomfortable with her strong emphasis on immediate action. You place a high value on relationships, so you may wonder why she seems to push her ideas through without considering how they affect other people.

Furthermore, you may not relate to her skeptical and questioning nature, and you may find her blunt approach to be a bit too impersonal. She may not seem as committed to teamwork as you are, and you might wonder why she challenges ideas rather than focusing on collaboration.

To you, people with the D style may seem: • Demanding • Blunt • Dominant • Forceful

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. Since you focus more on relationships and teamwork, you may not understand their competitiveness.

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 don’t place as high of a priority on bold action, you may not always relate to their rapid pace.

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 be less critical, you may find it hard to relate to their challenging approach.

AKIM MEGGETT

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 upbeat approach, you probably appreciate his openness 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, his constantly on-the-go approach may seem scattered to you. You want to have a heads-up when change is coming, so his spontaneity and flexibility may overwhelm you.

Since you both value collaboration and teamwork, you may find yourselves looking for opportunities to work together on projects. To you, he seems comfortable in the spotlight, and because you also enjoy the social aspects of work, you probably appreciate his fun, outgoing nature.

To you, people with the i style may seem: • Friendly • Open • Fun-loving • Encouraging

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. Although you tend to share their optimism, you may think they are somewhat more energetic and high-spirited than you tend to be.

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 tend to strike a balance between speed and caution, you may not always appreciate their spontaneous approach.

Collaboration Furthermore, those with the i style also prioritize Collaboration. They enjoy meeting new people, and they probably have a talent for getting everyone involved and building team spirit. They appreciate teamwork and often gather the group to work on projects collaboratively. Since you share their emphasis on teamwork, you may relate to their interest in seeking opportunities to collaborate.

AKIM MEGGETT

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 gentle 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 takes the reins, you may sometimes wish he’d step up and be a little more decisive.

Because you share his interest in strong workplace relationships, you probably appreciate his team-player attitude and desire to include everyone. However, while you may be fairly comfortable with public recognition, he tends to keep a low profile and seems embarrassed when someone showers him with praise. 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: • Humble • Patient • Accommodating • Gentle

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 friendly, helpful approach, although you may be slightly more expressive and open than they are.

Stability In addition, they prioritize Stability, so they often focus on maintaining a predictable, orderly environment. Since they tend to be cautious, they’re probably methodical and avoid rapid change whenever possible. Because you’re probably more open than they are to untested ideas, you may sometimes think that they’re too dependent on the status quo.

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. You probably share their focus on teamwork, and you may work with them to establish an accepting and open environment.

AKIM MEGGETT

The C Style & You HOW MIGHT YOU REACT TO THE C STYLE? Imagine that you regularly interact with someone with a C style. She’s not highly sociable, and you may have trouble relating to her private nature and methodical approach. Because she wants quality and accuracy, she tends to hole up in her office for long stretches of time, checking her work two or three times before being satisfied. This probably seems unsociable to you, and you’d prefer more collaboration.

To you, this colleague often seems aloof and exacting. She wants a predictable, private setting where she can do her best work, and she’s more interested in ensuring reliable outcomes than in making sure everyone is included. As a result, her detached approach probably seems cold to you.

Furthermore, while you’re likely to be accepting and cheerful, 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 be uncomfortable collaborating with her. Still, you probably appreciate that she tends to follow through on commitments.

To you, people with the C style may seem: • Detached • Precise • Skeptical • Methodical

WHAT IS THE MOTIVATION FOR THEIR BEHAVIOR?

Accuracy People with the C style place a high priority on Accuracy. Because they want to ensure superior results, they tend to analyze options rationally and separate emotions from facts. They value being precise, and as result, they will often ask in-depth or skeptical questions. Since you tend to prioritize a friendly, open environment, you may find it hard to relate to their detached, logical 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 be more receptive to quick decisions on new ideas, you may find it somewhat difficult to relate to their cautious approach.

Challenge Furthermore, people with the C style also prioritize Challenge. In their quest to find the most streamlined or productive method of completing their tasks, they may openly question ideas and point out flaws that others may have missed. Since you tend to take a more accepting approach, you may be concerned that their skepticism could hurt people’s feelings or harm team unity.

AKIM MEGGETT

Connecting with D WHEN YOU NEED TO BE MORE EFFECTIVE Akim, 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 getting things done. You’re more likely to spend time building friendly relationships, and you may prioritize getting everyone involved instead of the bottom-line results they want. They may become frustrated with your focus on people’s feelings, and you may find them frank or dismissive.

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

• Skip the small talk and dig right into business. • When appropriate, talk to them about the benefits of including

others’ ideas, but focus on bottom-line results. • Try not to take their frank approach personally.

WHEN PROBLEMS NEED TO BE SOLVED Compared to people with the D style, you’re much more likely to prioritize getting everyone involved when solving problems. Because they can be quite strong-willed and willing to make quick, bold decisions, they may become frustrated if your tendency to seek buy-in from everyone keeps the process from reaching a swift conclusion. In turn, you may see their focus on immediate answers over people’s needs as shortsighted.

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. • Be willing to take a stand if you think their solution overlooks other people’s needs. • Don’t allow them to force you into plans that make you uncomfortable.

WHEN THINGS GET TENSE

Because you prioritize warm relationships, you’re more likely than your “D” coworkers to brush problems under the rug. On the other hand, they tend to become competitive in conflict, creating win-lose scenarios in which compromise is seen as a sign of weakness. Because you dislike aggression, you may pull back or lash out when confronted. Likewise, they may think your attempts to regain harmony undermine the frank discussion they see as necessary to reach a resolution.

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

• Avoid interpreting their directness as a personal attack. • Don’t gloss over problems just to keep the peace. • State your points confidently and objectively without becoming emotional.

AKIM MEGGETT

Connecting with i WHEN YOU NEED TO BE MORE EFFECTIVE Because people with the i style are extremely outgoing, Akim, they’re probably sociable and share your priority on working collaboratively. However, they may be slightly more extroverted and adventurous than you are. And, while you might share their enthusiasm for exciting changes, you’re more likely to pause until you make sure that everyone else is on board.

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

• Show them that you value your working relationship by maximizing opportunities to collaborate together.

• Remember that they’re energized by colorful new ways of doing things.

• Make it clear when you’re on board with their ideas but would like to get others involved.

WHEN PROBLEMS NEED TO BE SOLVED People with the i style like to dive right in and move quickly, and, like you, they may take an overly optimistic point of view when confronting problems. For this reason, the two of you may gloss over potential issues or make unrealistic assumptions that rely on best-case scenarios. And while you tend to be somewhat less spontaneous than they are, 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. • Avoid going along with their ideas just 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 a bit more expressive than you are, so they may become emotional and lash out when confronted. At the same time, you may be so focused on avoiding negative feelings that you give in to their demands, which may just make you resentful in the future.

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

• Address the conflict directly, but use your empathy and warmth to keep them from feeling threatened. • Express your own needs as well as concern for their feelings. • Let them know that a disagreement now doesn’t mean a poor relationship down the road.

AKIM MEGGETT

Connecting with S WHEN YOU NEED TO BE MORE EFFECTIVE People with the S style value cooperation and friendly interaction, Akim, and this might affect the way you relate to one another. Like them, you prioritize collaboration and value group harmony. However, this desire to get along may prevent important but difficult conversations from happening. In addition, because they share your optimism, you may find that you both tend to underestimate the challenges that may be holding you back.

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

• Remember to challenge each other to face tough issues head- on.

• Express your sincere appreciation for their contributions. • Work collaboratively, but don’t let your shared trust allow you to

overlook potential problems.

WHEN PROBLEMS NEED TO BE SOLVED Compared to people with the S style, you probably tend to make decisions a bit more quickly and remain more open to untested solutions when it comes to solving problems. However, you’re unlikely to push these ideas if it makes them uncomfortable. And, because both of you like to show acceptance, you may gloss over potential complications and fail to ask important questions.

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

• Take advantage of their caution and consider all the implications of your plan. • Establish a decision-making timeline that will lead to an efficient but well-considered outcome. • Don’t let your shared desire for harmony overshadow the need for critical consideration of new ideas.

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 both dislike confrontations, so you both may gloss over differences and neglect to address problems head-on. While open conflict between the two of you is probably rare, your shared desire to keep everyone happy at all costs can lead to unresolved issues.

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

• Take a more direct approach to prevent bad feelings from intensifying. • Show them that you want to work through the conflict quickly and calmly. • Encourage them to share what they’re really thinking, as they may hesitate to speak up.

AKIM MEGGETT

Connecting with C WHEN YOU NEED TO BE MORE EFFECTIVE Akim, people with the C style would often rather focus on facts than feelings, and this might affect the way you relate to one another. They may not reciprocate your friendly approach and interest in building relationships. In fact, they may be skeptical of your receptive, cheerful attitude. Since they prefer to take a more analytical approach, they may see your open acceptance as naïve, while you may find their focus on objectivity to be a bit impersonal.

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 skepticism personally.

• Keep discussions focused on the facts and emphasize the task at hand.

• Let them set the pace rather than expecting them to respond to your friendly approach.

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, while you’re more trusting and optimistic. As a result, you may become frustrated when they second-guess your plans during the problem-solving process. And, because they’re so focused on objective facts and exercising caution, they may find your concern for how decisions will affect people as too soft or illogical.

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

• Try not to take their skepticism personally, and remember that they’re just trying to find the highest-quality solution.

• Avoid getting so caught up in keeping everyone happy that you discount more pragmatic ideas. • Back up your arguments with hard data rather than optimism.

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. On the other hand, while you may initially gloss over differences, when forced to confront the situation, you may become emotional. This response may make them uncomfortable and cause them to withdraw. As a result, you both may try to avoid confrontation altogether and allow the conflict to linger.

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

• State your position objectively and give them time to present their side. • Keep in mind that emotional appeals might cause them to retreat. • Address the issues directly rather than hoping the conflict will work itself out.

AKIM MEGGETT

Taking Action Akim, 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.

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.

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.

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.

• 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.

STAY CONNECTED

https://www.linkedin.com/company/inscape-publishing

https://www.facebook.com/WileyEverythingDiSC

https://twitter.com/everything_disc

AKIM MEGGETT

Personalized Index: D Styles DC STYLE

Challenge Results

Accuracy

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

Fears: Failure to achieve their standards

Would increase effectiveness through: Warmth, tactful communication

Akim, 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.

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.

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. You may have trouble relating to their analytical approach.

D STYLE

Results Action

Challenge

Goals: Bottom-line results, victory

Judges others by: Ability to achieve results

Influences others by: Assertiveness, insistence, competition

Overuses: The need to win, resulting in win/lose situations

Under pressure: Becomes impatient and demanding

Fears: Being taken advantage of, appearing weak

Would increase effectiveness through: Patience, empathy

People with the D style are strong-willed individuals who prioritize Results. Because they want to make their mark, they constantly look for new challenges and opportunities. Since you focus more on relationships and teamwork, you may not understand their competitiveness.

In addition, they also prioritize Action, so they often focus on achieving their goals quickly and forcefully. Since they tend to be very fast-paced, they like it when people cut to the chase. Since you don’t place as high of a priority on bold action, you may not always relate to their rapid pace.

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 be less critical, you may find it hard to relate to their challenging approach.

Di STYLE

Action Results

Enthusiasm

Goals: Quick action, new opportunities

Judges others by: Confidence, influence

Influences others by: Charm, bold action

Overuses: Impatience, egotism, manipulation

Under pressure: Becomes aggressive, overpowers others

Fears: Loss of power

Would increase effectiveness through: Patience, humility, consideration of others’ ideas

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.

AKIM MEGGETT

Personalized Index: i Styles iD STYLE

Action Enthusiasm

Results

Goals: Exciting breakthroughs

Judges others by: Ability to think creatively, charisma

Influences others by: Boldness, passion

Overuses: Impulsiveness, outspokenness

Under pressure: Becomes impulsive, lashes out at others

Fears: Fixed environments, loss of approval or attention

Would increase effectiveness through: Focusing on the details, patience, listening to others

Akim, 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. Most likely, they maintain an upbeat attitude and bring a genuine optimism to their work. You also tend to express yourself and stay positive, so you may appreciate their tendency to get people excited about ideas.

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.

i STYLE

Enthusiasm Action

Collaboration

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

Would increase effectiveness through: Being more objective, following through on tasks

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. Although you tend to share their optimism, you may think they are somewhat more energetic and high-spirited than you tend to be.

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 tend to strike a balance between speed and caution, you may not always appreciate their spontaneous approach.

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. Since you share their emphasis on teamwork, you may relate to their interest in seeking opportunities to collaborate.

iS STYLE

Collaboration Enthusiasm

Support

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

Fears: Pressuring others, being disliked

Would increase effectiveness through: Acknowledging others’ flaws, confronting problems

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.

AKIM MEGGETT

Personalized Index: S Styles Si STYLE

Collaboration Support

Enthusiasm

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

Fears: Being forced to pressure others, facing aggression

Would increase effectiveness through: Saying “no” if necessary, addressing issues

Akim, 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.

S STYLE

Support Stability

Collaboration

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

Fears: Letting people down, rapid change

Would increase effectiveness through: Displaying self-confidence, revealing true feelings

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 friendly, helpful approach, although you may be slightly more expressive and open than they are.

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. Because you’re probably more open than they are to untested ideas, you may sometimes think that they’re too dependent on the status quo.

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. You probably share their focus on teamwork, and you may work with them to establish an accepting and open environment.

SC STYLE

Stability Support

Accuracy

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

Fears: Time pressure, uncertainty, chaos

Would increase effectiveness through: Initiating change, speaking up

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 may have trouble relating to their methodical approach and tendency to double-check their work.

AKIM MEGGETT

Personalized Index: C Styles CS STYLE

Stability Accuracy Support

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

Fears: Emotionally charged situations, ambiguity

Would increase effectiveness through: Showing flexibility, being decisive, showing urgency

Akim, people with the CS style prioritize Stability, so they probably come across as orderly and precise. Since they prefer to be well- prepared, 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. You may find it hard to relate to their insistence on careful analysis.

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.

C STYLE

Accuracy Stability

Challenge

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

Fears: Being wrong, strong displays of emotion

Would increase effectiveness through: Acknowledging others’ feelings, looking beyond data

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. Since you tend to prioritize a friendly, open environment, you may find it hard to relate to their detached, logical approach.

In addition, they also prioritize Stability. Since 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. Because you tend to be more receptive to quick decisions on new ideas, you may find it somewhat difficult to relate to their cautious approach.

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 be concerned that their skepticism could hurt people’s feelings or harm team unity.

CD STYLE

Challenge Accuracy Results

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

Fears: Failure, lack of control

Would increase effectiveness through: Cooperation, paying attention to others’ needs

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. To you, their approach may seem overly analytical and perfectionistic.

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.