Effective Leadership Studies

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 1

DISC & MOTIVATORS REPORT FOR Martize Wilson

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 2

This report contains a summary of your DISC and Motivators results. If you are looking for deeper insights into your results, see the last page of this report.

UNDERSTANDING DISC & MOTIVATORS

DISC STYLES

DISC is a simple, practical, easy to remember and universally applicable model. It focuses on individual patterns of external, observable behaviors and measures the intensity of characteristics using scales of directness and openness for each of the four styles: Dominance, Influence, Steadiness, and Conscientious.

Your DISC Style: Formalist - CS

Formalist rely upon procedure and structure in all aspects of life. They are detailed oriented and seek perfection. They need to know the expectations and the timetable for their work. They can get bogged down in detail and will not rush important decisions. They will take a risk if they have the facts to support it. They may be initially suspicious of personal compliments, praise or flattery.

 Emotionally: Internally focuses energy on holding themselves to exacting standards and doing things right; may appear reserved and restrained.

 Your goal: To achieve stable and reliable accomplishments.

 How you value others: The consistent ability to be precise and accurate.

 How you influence a group: Through detailed and accurate input to team efforts.

 The value you bring to an organization: Will embrace and support high quality and expected standards.

 Cautions: Rely too much on past procedures; can become rule bound.

 When under pressure: May revert to too much diplomacy and overly careful maneuvering.

 What you fear: Aggressive, risky and confronting interactions; superficial personal relationships.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 3

An Overview of Your DISC Style

Below are some key behavioral insights to keep in mind and share with others to strengthen your relationships.

Your response pattern indicates that you tend to hide your emotions. You are generally quiet in a group unless asked for input, or if the topic is one of high importance to you. Our advice is to move out of that comfort zone and be a bit more verbal. It will benefit the team, because many will not have considered the issues as deeply as you have. Your input will raise the quality of the conversation. And you will benefit by being perceived as a more open and interactive person.

Your score pattern indicates that you tend to maintain a keen awareness of time. You tend to be on time or early for appointments, and expect the same consideration of your time from others. It annoys you when certain people are perpetually late, or when meetings drag on with no assigned time to end.

You are very conscientious and attentive to follow through in working on detailed projects and complex assignments. Others on the team can depend on you and the efforts you provide to make the project a success. Some on the team may not realize all of the work you have done, and all the thought you have given to the project, because much of it might have been done behind the scenes. To maintain your own sense of accomplishment, be certain that others on the team know what you're doing for them in the background. Your modesty may make this a challenge, but you should always find a time and place to make sure your efforts are being recognized.

You like your space to be neat and well-organized. When the workspace is clean and clutter-free, you are more able to focus clearly on the project at hand.

Your response pattern on the instrument indicates that you appreciate the security of efficient systems and procedures, and strive to maintain or improve them to the highest possible standards. This also might mean that you spend more time thinking about various processes and procedures than others on the team, and as a result, may act as an oracle for those who are uncertain. They ask you because they know you'll have the correct answer, but you may wonder why they didn't learn the correct procedure in the first place.

You take calculated, educated risks only after a thoughtful analysis of the facts and data, and after you have examined all options and potential outcomes. This is a strength. However, when the team has a deadline, you could be perceived as a bottleneck to the process. Not maliciously, but because you want to analyze the facts and data and determine all possible outcomes as a result of a decision. Be aware of this, and be prepared to abbreviate the analysis a bit when the clock is ticking.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 4

An Overview of Your Motivators

Aesthetic - Strong desire and need to achieve equilibrium between the world around us and ourselves (within) while creating a sustainable work/life balance between the two. Creative, imaginative, arty, mystical and expressive, this style may redefine or resist real world approaches to current challenges.

Based on your Motivators assessment Aesthetic score: You will likely possess an “inner awareness” and will desire to understand the moods, affections, and values of yourself and others.

• You will really appreciate things and places purely for their intrinsic value rather than any status reasons. • You are more sensitive and intuitive to issues others may have a hard time pinpointing. • You possess an inner awareness and desire to understand the moods, beliefs, and values of yourself and others. • You work better in surroundings that are pleasant aesthetically or environmentally responsible.

Economic - The motivation for security from self-interest, economic gains, and achieving real-world returns on personal ventures, personal resources, and focused energy. The preferred approach of this motivator is both a personal and a professional one with a focus on ultimate outcomes.

Based on your Motivators assessment Economic score: You appreciate and are likely satisfied with what you already have and will not exert your emotional energy to gain more.

• You don't have a centered interest in getting an equal or greater return on your time, talent, and personal efforts. • Those who constantly talk about their great accomplishments and financial gains may turn you off. • You may see using material gains as a yardstick to measure one's worth or impress others is distasteful. • For you, life isn't about what you get out of it, but rather what you contribute to it.

Individualistic - Need to be seen as autonomous, unique, independent, and to stand apart from the crowd. This is the drive to be socially independent and have opportunity for freedom of personal expression apart from being told what to do.

Based on your Motivators assessment Individualistic score: You appreciate what others bring to the table and may be apt to become the unsung hero of any project or team.

• Since the squeaky wheel gets the grease, you'll need to speak up to be noticed more. • Because you don't seek attention for your efforts, you may be left feeling like a ghost, never drawing attention to yourself. • You may never make the necessary noise surrounding important issues and may set yourself up for being overlooked. • You will not likely seek lime light roles, but rather stay back and support someone else.

Power - Being seen as a leader, while having influence and control over one's environment and success. Competitiveness and control is often associated with those scoring higher in this motivational dimension.

Based on your Motivators assessment Power score: You are a better collaborator and won’t likely seek position power or authoritative roles.

• You will excel when in situations that require a maintenance mindset over very high drive. • You will not appreciate high-pressure environments with excessively driven people types. • You may at times feel out of place on a team where people jockey for position. • You may prefer slow and steady moves to faster or hectic moves you must control.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 5

An Overview of your Motivators - Continued

Altruistic - An expression of the need or energy to benefit others at the expense of self. At times, there’s genuine sincerity in this dimension to help others, but not always. Oftentimes an intense level within this dimension is more associated with low self-worth.

Based on your Motivators assessment Altruistic score: You will seek to benefit others at your own personal expense and may find it very difficult to fight for what you want.

• You will see the value in others much quicker than you will see it in yourself. • You probably believe you are here for a reason. • With you, it's all about cooperation and consideration. • You are rarely in it to win it.

Regulatory - A need to establish order, routine and structure. This motivation is to promote a black and white mindset and a traditional approach to problems and challenges through standards, rules, and protocols to color within the lines.

Based on your Motivators assessment Regulatory score: You see things as either black or white and will endeavor to enforce the rules you believe are warranted.

• In your mind, if it's wrong for you it's wrong for everyone. • You are looking for a cause and a purpose. • You understand and appreciate authority, accountability, and dependability. • You're a black and white thinker.

Theoretical - The desire to uncover, discover, and recover the "truth.” This need to gain knowledge for knowledge sake is the result of an “itchy” brain. Rational thinking (frontal lobe), reasoning and problem solving are important to this dimension. This is all about the “need” to know why.

Based on your Motivators assessment Theoretical score: You are more apt to rely on past experiences and intuition when making decisions.

• You will likely only learn what you have to. • Knowledge isn't the most important thing to you. • You will spend time only learning those things that directly impact your performance. • You may prefer to work on many things rather than getting bogged down in only one function or role.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 6

A General Overview of the Four DISC Styles

The Dominant ‘D’ Style: look at my accomplishments!

Goals and Fears Dominant ‘D’ Styles, driven by the inner need to lead and be in personal control, take charge of people and situations so they can reach their goals. Since their key need is achieving, they seek no-nonsense, bottom line results. Their motto is: "Lead, follow, or get out of the way." They want to win, so they may challenge people or rules. Similarly, Dominant ‘D’ Styles also accept challenges, take authority, and go head first into solving problems. Closely related to Dominant ‘D’ Styles' goals are their fears: falling into a routine, being taken advantage of, and looking "soft". So, they may go to extremes to prevent those fears from materializing. They may act impatient, but they make things happen.

"Do as I say" Since Dominant ‘D’ Styles need to have control, they like to take the lead in both business and social settings. As natural renegades, they want to satisfy their need for autonomy. They want things done their way or no way at all.

Strengths and weaknesses They work quickly and impressively by themselves. They try to shape their environments to overcome obstacles en route to their accomplishments. They seek maximum freedom to manage themselves and others, using their leadership skills to become winners. They often have good administration and delegation skills.

These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including their own personal worth, as determined by individual track records. Of all the types, they like and initiate changes the most. We symbolize this personality type with a lion--a leader, an authority. At least, they may, at least, have the inner desires to be #1, the star, or the chief.

Less positive Dominant ‘D’ Style components include stubbornness, impatience, and toughness. Naturally preferring to take control of others, they may have a low tolerance for the feelings, attitudes, and "inadequacies" of co-workers, subordinates, friends, families, and romantic interests.

From general to specific Dominant ‘D’ Styles process data conceptually by using deductive reasoning--from general to specific information. They are more comfortable using the left brain more than the right. When combined with their need for control, this helps us better understand the emphasis on getting down to the bottom-line results.

Masters of "mind control" They are adept at blocking out distractions when they immerse themselves in projects. They don't hear voices, sirens, or doorbells. They seem to channel all their energies into specific jobs.

Venting relieves their tension Under pressure, Dominant ‘D’ Styles are likely to rid themselves of anger by ranting, raving, or challenging others. They naturally react to tense situations with a fight response. Although this venting allows the relief of their own inner tensions, other styles may feel intimidated by this stress reducing practice. But the Dominant ‘D’ Styles' barks usually exceed their bites, and they may soon forget what specifically upset them in the first place.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 7

The Interacting ‘I’ Style: hey, look at me!

Outgoing, Supporting, Interacting ‘I’ Styles Interacting ‘I’ Styles like to go where the action is. Typically, they are outwardly energetic or fast-paced, and relationships tend to naturally take priority over tasks. They try to influence others in an optimistic, friendly way focused on positive outcomes, whether in the social or work environment. In other words, if they show others that they like them, they figure others will be more likely to reciprocate by responding favorably towards them. Since recognition and approval motivate him, he often moves in and around the limelight and hub of activity.

Goals and Fears He wants your admiration and thrives on acknowledgment, compliments, and applause. "It's not just whether you win or lose. . .it's how you look when you play the game." People's admiration and acceptance typically mean more to this type than to any other. If you don't talk about him, he may spend considerable time talking about his favorite subject--himself--to gain the acceptance he wants. His biggest fear is public humiliation--whether appearing uninvolved, unattractive, unsuccessful, or unacceptable to others. These frightening forms of social rejection threaten the Interacting ‘I’ Style's core need for approval. Consequently, he may go to extremes to avoid public humiliation, lack of inclusion, or loss of social recognition.

Strengths and weaknesses Interacting ‘I’ Styles' primary strengths are their enthusiasm, persuasiveness, and friendliness. They are idea people who have the ability to get others caught up in their dreams. With great persuasion, they influence others and shape their environments by building alliances to accomplish results. Then they seek nods and comments of approval and recognition for those results. If compliments don't come, Interacting ‘I’ Styles may invent their own. "Well, Harry, I just feel like patting myself on the back today for a job well done!" They are stimulating, talkative, and communicative. This type can be represented by a porpoise--playful, sociable, and talkative.

Their natural weaknesses are too much involvement, impatience, being alone, and short attention spans. This causes them to become easily bored. When a little data comes in, Interacting ‘I’ Styles tend to make sweeping generalizations. They may not check everything out, assuming someone else will do it or procrastinating because redoing something just isn't exciting enough. When Interacting ‘I’ Styles feel they don't have enough stimulation and involvement, they get bored and look for something new again. . .and again. . .and again. When taken to an extreme, their behaviors can be seen as superficial, haphazard, erratic, and overly emotional.

"Let me entertain you!" If they pursue the entertainment field for careers, Interacting ‘I’ Styles typically allow their natural, animated emotions to show and flow. They become stimulated by the movement and reactions of the audience, trying to get the audience to figuratively fall in love with them by acting charming and friendly. They want viewers to feel, "He (or she) is fabulous!"

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 8

The Steady ‘S’ Style: notice how well-liked I am

Goals and fears Steady ‘S’ Styles seek your sincere personal attention and acceptance of them. Steadiness and follow-through actions characterize these people. They prefer a slower and easier pace. They focus on building trust and getting acquainted because they aim for long-standing personal relationships. Pushy, aggressive behavior secretly irritates them.

They strive for security. Their goal is to maintain the stability they prefer in a more constant environment. To Steady ‘S’ Styles, while the unknown may be an intriguing concept, they prefer to stick with what they already know and have experienced. "Risk" is an ugly word to them. They favor more measured actions, like keeping things as they have been and are, even if the present situation happens to be unpleasant due to their fear of change and disorganization. Consequently, any disruption in their routine patterns can cause distress in them. A general worry is that the unknown may be even more unpleasant than the present. They need to think and plan for changes. Finding the elements of sameness within those changes can help minimize their stress to cope with such demands.

Strengths and weaknesses Steady ‘S’ Styles naturally "wear well" and are an easy type to get along with. They prefer stable relationships which don't jeopardize anyone, especially themselves. Steady ‘S’ Styles can be represented by the koala with its accompanying slower, steady pace; relaxed disposition; and appearance of approachability and warmth. Steady ‘S’ Styles have a tendency to plan and follow through. This helps them to routinely plug along. But they have their own type of unique difficulties with speaking up, seeming to go along with others or conditions, while inwardly, they may or may not agree. More assertive types might take advantage of this Steady ‘S’ Style tendency to give in and avoid confrontation. Additionally, Steady ‘S’ Styles' reluctance to express themselves can result in hurt feelings. But if Steady ‘S’ Styles don't explain their feelings, others may never know. Their lack of assertiveness can take a toll on this type's health and well-being.

Take it slow Steady ‘S’ Styles yearn for more tranquility and security in their lives than the other three types. They often act pleasant and cooperative, but seldom incorporate emotional extremes such as rage and euphoria in their behavioral repertoire. Unlike Interacting ‘I’ Styles, Steady ‘S’ Styles usually experience less dramatic or frequently-occurring peaks and valleys to their more moderate emotional state. This reflects their natural need for composure, stability, and balance.

"Just plain folks" Steady ‘S’ Styles lend a tone of continuity, coziness, and project a genuine liking and acceptance of others. They are comfortable people to watch and listen to who emanate that "I'm just a regular person" modesty. They put on no airs and project contentment with present conditions--just as they are and always have been.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 9

The Conscientious ‘C’ Style: notice my efficiency

Goals and fears Conscientious ‘C’ Styles concern themselves more with content than with congratulations. They prefer involvement with the performance of products and services under specific, and preferably controlled, conditions so the process and the results can be correct. Since their primary concern is accuracy, human emotions may take a back seat with them. Their biggest fears of uncontrolled emotions and irrational acts relate to their fear that these illogical acts may prevent goal achievement. Similarly, they fear emotionality and irrationality in others. They strive to avoid embarrassment, so they attempt to control both themselves and their emotions.

Strengths and weaknesses Conscientious ‘C’ Style strengths include accuracy, dependability, independence, clarification and testing skills, follow-through, and organization. They often focus on expectations (e.g., policies, practices, and procedures) and outcomes. They want to know how things work so they can evaluate how correctly they function. Conscientious ‘C’ Styles can be cagey, resourceful, and careful. Because they need to be right, they prefer checking processes themselves. This tendency toward perfectionism, taken to an extreme, can result in "paralysis by over analysis". These overly cautious traits may result in worry that the process isn't progressing right, which further promotes their tendency to behave in a more critical, detached way.

Complex and serious They prefer tasks over people, clearly defined priorities, and a known pace which is agreeable to them, especially where task timelines and deadlines are involved. Other types typically live life through a single predominant time orientation--past, present, or future. But Conscientious ‘C’ Styles are apt to be concerned about all three, as one aspect of their complex mental makeup. They tend to see the serious, more complicated sides of situations as well as the lighter--or even bizarre side--which accounts for their natural mental wit.

Conscientious ‘C’ Styles concentrate on making decisions in both logical and cautious ways to ensure that they take the best available action.

Think deeply Due to compliance to their own personal standards, they demand a lot from themselves and others and may succumb to overly critical tendencies. But Conscientious ‘C’ Styles often keep their criticisms to themselves, hesitating to tell people what they think is deficient. They typically share information, both positive and negative, only on a "need to know" basis when they are assured that there will be no negative consequences for themselves.

When Conscientious ‘C’ Styles quietly hold their ground, they do so as a direct result of their proven knowledge of facts and details or their evaluation that others will tend to react less assertively. So, they can be assertive when they perceive they're in control of a relationship or their environment. Having determined the specific risks, margins of error, and other variables which significantly influence the desired results, they will take action.

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 10

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