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LUCY ROWELL's Personal Style Profile 04 Sep 2019

Personal Style Profile LUCY ROWELL 04 Sep 2019

Introduction The purpose of this report is to provide a broad overview of your personal style, based on your responses to the REACH Survey. Your style reveals how you may tend to achieve goals and relate to others in common circumstances.

Section 1: Profile Matrix (page 2) This section provides a summary of your personal style, as well as a graphical placement of your style in comparison to the four profiles:

Counselor Profile Coach Profile Driver Profile Advisor Profile

Your profile is determined by the interaction of specific dimensions (listed in Section 3 of this report). Each of the four profiles offers its own key strengths, and no profile is better than the others. While you may be most comfortable acting within your own profile, you can learn to "stretch" to the other profiles over time through observing and practicing the markers provided in this report.

Section 2: Profile Markers (page 3) While your response to various situations may differ based on a number of factors, it is generally assumed that your approach to achieving goals and relating to others remains fairly consistent over time. By recognizing the markers of each profile, you can learn to adjust your approach as needed over time (such as when interacting with team members or in taking on a new project or challenging assignment).

Section 3: Achieving and Relating Dimensions (page 4) When your profile is recognized, whether at work, home, or in the community, it can be shaped by a number of specific characteristics or facets – referred to as dimensions. Your five Achieving dimensions and five Relating dimensions are shown in Section 3.

Section 4: Coaching Points (page 6) Within each profile, there may be key strengths that can enhance how you achieve and relate. This section discusses five of these strengths, while also offering potential recommendations to enhance strength development.

Section 5: Profile Interactions (page 7) For each profile, practical recommendations are offered to improve understanding and reduce tension in everyday communication.

Personal Style Profile LUCY ROWELL 04 Sep 2019

Your Profile

Your REACH Rating: 3.8

Section 1: Profile Matrix When you completed the REACH Survey, you indicated your preferences and tendencies for how you approach common circumstances (such as at work, home, or in the community). Listed as ten specific dimensions on subsequent pages, these preferences and tendencies combine to reveal one of four profiles. Based on your responses to the REACH Survey, your primary profile (meaning the one you tend to prefer in most situations) is best described as the: Driver Profile.

The Driver Profile is most commonly recognized as being: more Acting-oriented than Thinking-oriented, meaning that you may be more confident and urgent about achieving your goals. more Task-focused than People-focused, meaning that you may be more objective and reserved in how you relate with others.

Simply put, your profile suggests that you tend to be more focused on pursuing goals than most people. People may recognize you as a very direct person who is most comfortable in a fast-paced, dynamic environment. While achieving your goals, you are more likely to adapt your approach, while keeping your focus on the “big picture.” When in a team setting, you may be more driven to identify and achieve measurable results, even if you go it alone at times.

Your REACH: The versatility of your unique profile is graphically displayed as a circular zone around your plot. This zone may be seen as the area of the matrix within which you feel most comfortable interacting with others. The larger the “REACH”, the greater the versatility with which you may adapt to other profiles of influence when Relating to people and Achieving goals.

Important Note: The closer your plot is to any corner of the matrix, the more your profile will be similar to the profile shown in the respective quadrant. The farther away your plot is from any corner, the less likely your profile will reflect the profile indicated. The closer your plot is to the center of the matrix, the more you may tend to exhibit characteristics of all four profiles. In reality, there will be occasions when you may exhibit characteristics of each profile, depending on the situation.

Personal Style Profile LUCY ROWELL 04 Sep 2019

Your Profile

Your ReAch Rating: 3.8

Section 2: Profile Markers While our responses may differ at times based on unique situations, most of us tend to reveal one of four profiles in common situations. We can easily recognize a profile (in ourselves and others) by observing specific markers. Identify the markers below for your own profile and then review how other profiles may differ in similar situations. Finally, consider what situations might require you to “stretch” your profile, especially when interacting with others who may have different preferences and tendencies.

Counselor Profile Counselors are best recognized for being: Thinking-oriented and People-focused. The key “markers” or behaviors of the Counselor Profile include:

Communicating with a warm, comforting style Conflict-handling by accommodating others’ views Delegating by “asking” others for participation Planning through a careful, flexible approach Learning with careful, step-by-step reflection

Coach Profile Coaches are best recognized for being: Acting-oriented and People-focused. The key “markers” or behaviors of the Coach Profile include:

Communicating with charisma, dynamic style Conflict-handling by collaborating on solutions Delegating by “selling” others on participation Planning through a fluid, interactive approach Learning with active, “big picture” understanding

Advisor Profile Advisors are best recognized for being: Thinking-oriented and Task-focused. The key “markers” or behaviors of the Advisor Profile include:

Communicating with a reserved, formal style Conflict-handling by identifying compromises Delegating by “teaching” the suggested approach Planning through methodical, detailed preparation Learning with careful, step-by-step reflection

Driver Profile Drivers are best recognized for being: Acting-oriented and Task-focused. The key “markers” or behaviors of the Driver Profile include:

Communicating with a focused, intense style Conflict-handling by directly confronting the issue Delegating by “directing” the course of action Planning through an urgent, adaptive approach Learning with active, “big picture” understanding

Personal Style Profile LUCY ROWELL 04 Sep 2019

Measured Intense

Intensity describes how you pursue goals, whether for personal or work initiatives. While some prefer to work at a steady, balanced pace, others show an intense, urgent pace. Most of us tend to fluctuate between a measured and intense focus at times.

You tend to function with more urgency than others, and you may be more comfortable under pressure. You tend to dislike slow or repetitive processes, so you may appear impatient at times.

Reflective Confident

Assertiveness describes how you assert your viewpoint. Some tend to be very quick to assert their opinions and may aspire to lead others. Others tend to be more reserved and defer opportunities to offer their opinion. Most of us seem to dislike public speaking but will assert ourselves when needed.

You are probably more outgoing and confident than most people, and you are not afraid to share your opinion. You may even initiate conversations, where others may be reluctant to speak up.

Cautious Bold

Risk Tolerance describes how you approach uncertain or risky situations. Some people seem to be natural risk takers, while others tend to be more cautious and careful. Most of us tend to fluctuate between avoiding and taking risks, depending on the situation.

You are not afraid to experiment with unproven ideas. You are willing to go it alone if others are less comfortable with your approach, and you are not easily intimidated by uncertainty or challenging goals.

Consistent Flexible

Adaptability describes how you navigate change. While some prefer stability and a predictable environment, others enjoy frequent change and lots of variety. For the most part, we tend to display both reluctance and flexibility at times, depending on the significance of the change.

You tend to enjoy life most when there is change and variety, and you are likely to become bored easily with the status quo. To those who resist change, you may appear restless at times.

Analytical Intuitive

Decision-making describes how we learn and process information in making decisions. Some tend to rely on their intuition and experience, while others rely on a more analytical approach. Most of us tend to balance both perceptive and analytical approaches to some degree in making decisions.

You emphasize the value of experience and intuition in making decisions, and you are comfortable going with your gut instinct. You may not enjoy tasks that require lots of meticulous preparation.

Section 3: Achieving Dimensions Achieving Dimensions describe how individuals approach tasks and goals under normal circumstances.

Intensity (One of your Key Strengths - see page 6 for specific Coaching Points)

Assertiveness

Risk Tolerance

Adaptability

Decision-making

Personal Style Profile LUCY ROWELL 04 Sep 2019

Independent Social

Affiliation describes how we collaborate with others in getting things done. While some of us prefer to go it alone and work independently, others are much more comfortable when they can work together. Most of us tend to work independently or collectively at times, based on the circumstances.

You tend to value freedom and independence more than being around lots of people. While you may collaborate with others, you are probably most comfortable when you can take care of things on your own, without relying on others.

Objective Nurturing

Consideration describes how we recognize the feelings and interests of those around us. While some of us go out of our way to learn how we can help others, some of us tend to approach others more formally or objectively. Most of us tend to fluctuate between sensitive and objective approaches.

You may enjoy a friendly, warm environment where people look out for each other. You tend to place the needs of others before your own and may be more likely to recognize others' concerns.

Private Open

Openness describes your interest in sharing personal information with others. While some tend to place a high value on privacy and formality, others are much more open in their communication. Most of us tend to be quiet at times, and open up in others, depending on the circumstances.

You tend to be more reserved and private when interacting with others (outside of your close friends and family). You may be more comfortable keeping emotions to yourself, rather than sharing your feelings with others.

Competitive Contented

Status Motivation describes how we relate to others as we accomplish goals. While some tend to thrive in competitive settings where they are rewarded for their individual performance, others prefer cooperative efforts and team rewards. Most of us tend to enjoy both opportunities from time to time.

You tend to enjoy competitive situations where your individual efforts can be recognized. You may be more satisfied when your performance or status are acknowledged by others.

Skeptical Trusting

Self-protection describes how you tend to view others’ intentions or reliability. While some are comfortable giving others the benefit of the doubt, others will be inclined to scrutinize things more carefully. For the most part, we tend to balance trust with skepticism in common situations.

You tend to trust others’ intentions, and you are typically more comfortable than most people in giving others the benefit of the doubt. You take information at face value, and you are more accepting of conflicting points of view.

Section 3: Relating Dimensions Relating Dimensions describe how individuals tend to interact with others in common settings.

Affiliation (One of your Key Strengths - see page 6 for specific Coaching Points)

Consideration (One of your Key Strengths - see page 6 for specific Coaching Points)

Openness (One of your Key Strengths - see page 6 for specific Coaching Points)

Status Motivation (One of your Key Strengths - see page 6 for specific Coaching Points)

Self-protection

Personal Style Profile LUCY ROWELL 04 Sep 2019

Key Strength: You approach most situations with focus and intensity. You push yourself to get things done, and you are not bothered by stress that may rattle others. While others may slow down, you can hold the team’s feet to the fire and keep them focused on reaching their objectives.

Development Target: Your intensity can cause tension if you’re not careful. Be sure to take breaks from the action at times and go easy on others who do not share your passion.

Key Strength: You carefully control your emotions and you rarely discuss personal matters. You don’t intrude into other’s personal lives and can be counted on to protect confidentiality. Where others may rely on small talk and bonding activities to keep their interest, you are more likely to stay focused on the task at hand.

Development Target: At times your approach may cause distance between you and your peers. You might miss out on opportunities to build effective working relationships.

Key Strength: You work well as an individual and you don’t seek much support in getting things done. Others can rely on you to do your part, without needing their guidance. You are not afraid to ask the tough questions, and your independent approach will help the team to avoid the perils of groupthink.

Development Target: At times others may perceive your preference for independence as a need to control the team or to go your own way.

Key Strength: You are very warm and nurturing in approaching decisions and solving problems. Others can rely on you to be sensitive to their needs and feelings. You go out of your way to nurture and invest in others’ lives and your efforts help to maintain the camaraderie of the team.

Development Target: As you do so much to help others, you may find that some do not return the favor. Watch that your kindness is not taken advantage of.

Key Strength: You are driven to succeed in all you do and you enjoy recognition for a job well done. You enjoy the thrill of competition and you are motivated to win. You will tend to seek accolades for your team, and your tenacity can provide a rallying cry for others to follow.

Development Target: Your drive to win may alienate others whom you need most. Do your best to include others, and make sure you remain a team player.

Section 4: Coaching Points The following characteristics represent five key strengths that have emerged from the dimensions highlighted in your Personal Style Profile. These strengths are those which are likely most evident in your response to goals and relationships. Since each strength can present a unique challenge if underutilized or taken too far, specific developmental points are provided as well.

Intense (Intensity)

Private (Openness)

Independent (Affiliation)

Nurturing (Consideration)

Competitive (Status Motivation)

Personal Style Profile LUCY ROWELL 04 Sep 2019

Section 5: Profile Interactions Having recognized your unique personal profile, and learned the markers of all four profiles, the following recommendations will equip you to interact with others most effectively. Whether building rapport with strangers or discussing a challenging topic with a long-time associate, communication can be enhanced when you learn to “stretch” or mirror the other profiles. Although difficult early on, practice can make the stretching feel more natural over time – allowing you to recognize and interact with people from all four profiles with ease.

Interacting with the Counselor Try to:

Build genuine rapport Affirm what you hear Recognize personal interests

Avoid:

Rushing the conversation Using an impersonal tone Overlooking their concerns

Interacting with the Coach Try to:

Focus on the big picture Emphasize impact on people Encourage brainstorming

Avoid:

Sharing unnecessary details Limiting their feedback Using an impersonal tone

Your Profile

Your ReAch Rating: 3.8

Interacting with the Advisor Try to:

Focus on the details Emphasize logic and rationale Draw out specific concerns

Avoid:

Using emotional arguments Offering vague expectations Pushing for a conclusion

Interacting with the Driver Try to:

Focus on the bottom line Emphasize results Be clear and specific

Avoid:

Forcing personal small-talk Controlling the conversation Challenging their position

Personal Style Profile LUCY ROWELL 04 Sep 2019

Important Note The information contained herein describes certain behavioral preferences and tendencies derived from the participant's self-reporting. While such patterns of behavior tend to be consistent over time, these can change based on circumstances beyond the scope of what has been measured by this survey. Therefore, this information does not represent a comprehensive measure of psychological traits, nor does it claim to represent a prediction of future behavior. No part of this information is intended to convey a psychological, medical, or psychiatric evaluation, and in no way is this information intended to convey an evaluation of employability. This information is intended to provide insight that is useful in coaching, team-building, and other aspects of professional development and training. No employment decision should be made based, in whole or in part, on the results contained herein, and no indication of suitability for employment should be inferred or implied based on the REACH Profile.

Contact Information For more information regarding the REACH Profile or other products and services available to help in developing and coaching high performers, please contact your LDC Partner:

Developing People Group 5317 Fruitville Road; Suite 301

Sarasota, FL 34232 941-915-1397

[email protected] www.DevelopingPeopleGroup.com