DISC Assessment Activity Items Worksheet
Question 1
According to the assessment, what was your DISC score? To what extent do you believe the instrument accurately captured your behavioral style preferences? Your Answer:
My DISC score was: D= 28, I= 25, S= 74, C= 91.
I believe the assessment accurately captured that I do not enjoy conflict, and have even received "Harmony" as one of my top five strengths in the "Strengths Finders"
assessment by Gallup. Additionally, the DISC assessment truthfully depicted that I am not unnecessarily outspoken, "Suspicious of people with shallow ideas", and "Always concerned about quality work".
I also strongly identify with this statement included in my DISC results- "She responds to challenges in a cooperative manner and wants the "team" to win without the need of a perceived "shining star."" I strongly dislike being the center of attention, and my nature is not to think of only my success, but the success and empowerment of others as well.
Question 2
Provide some examples of your workplace behaviors, interactions, and
preferences - and how those interactions and preferences relate to your DISC style.
Your Answer:
In the workplace I prefer routine, so that I can ensure protocol is followed correctly, and my job is done well. With consistent change, I struggle to know what is being asked of me, and therefore cannot execute my position to the best of my ability. This falls in line with my "high C" (Compliance) score.
Through my varied professional experience, I have developed the skill of working and communicating well with a team, but my instinct is not to be incredibly sociable. This is shown through my "low Influence", as people with this score usually more outgoing and prefer to work in groups.
Question 3
By analyzing the DISC style patterns and groupings, what did you learn about your DISC style, beyond what you initially learned by taking the instrument alone? What "pattern" do you believe most accurately captures your style? Your Answer:
I learned that those who are generally high in both Steadiness and Compliance are calm and rational in approach, and usually have a good understanding of emotional issues. In relation to other (especially unfamiliar) people, these individuals need to know as much detail as possible to formulate a plan of action.
The "pattern" that most accurately captures my style is "perfectionist". In so much of what I do, be it in my daily life or professional/academic interactions, I strive for my output to be as close to perfect as possible. At times, this can be a hinderance, because I end up spending too much time on one task, but most of the time I end up more proud of my work than if I had just stopped at "good enough".
Question 4
Discuss your results on this instrument with someone close to you (loved one, friend, or trusted colleague). What is their impression of the accuracy of the instrument with respect to your behavioral tendencies? What is their advice about how you might best capitalize on the strengths of your style while interning abroad?
Your Answer:
In discussion with my sister, her impression of the accuracy of the DISC assessment was pretty on par with my own. After relaying my results to her, she agreed that I do best with well defined expectations, and structured activities. My sister, like myself, mentioned that she thought I would be higher in "Steadiness" than "Compliance", but nevertheless thought my results accurate.
Her advice on how to capitalize on my strengths, and not let them become weaknesses, was to remember "performance over perfection". She also reminded me to be confident in my process, because "doubting ourselves can often lead to failing ourselves, too". She empowered me by adding that she has faith in me, and if I continue to be true to myself, and to my work, those I work alongside will have faith in me as well.
Question 5
With respect to what you learned about your DISC tendencies, what are your greatest behavioral strengths? How can you capitalize on these strengths while abroad in order to integrate more effectively into the Czech Culture and while working at your internship?
Your Answer:
My greatest behavioral strengths are determination, perseverance, ability to see the "big picture", and logical thinking. I can use all of these strengths in my internship by
applying myself fully to my work, and not being afraid to offer my opinion or thoughts when appropriate. Since I have heard many Czech people have an "egg personality", and take a while to "crack, I predict that working hard and showing my gifts will help my Czech colleague's to trust me. Hopefully, then I will be trusted with more "weighty" tasks, and both the organization and myself will benefit from the internship.
Question 6
With respect to what you learned about your DISC tendencies, what behaviors do you need to control? How might these tendencies inhibit you from integrating
more effectively into the Czech Culture and while working at your internship? What’s your plan for controlling these behaviors?
Your Answer:
As my sister said, one of my tendencies is striving too hard for perfection. Perfection can never be reached, and spending time trying to make a flawless design can be a waste of time. While always striving for my best work, I need to learn when to finish with something and move on. Not doing so could hinder my colleagues ability to trust my time management, and workload.
In effort to ensure I am informed on what is expected as a final product of a task, I need to ask questions and make certain that I am completely educated on the assignment that I am given. It may also be wise to check in with my supervisor every so often to ensure I am on the right track, and therefore closer to finishing the project.
Question 7
What drives you up a wall? How can others avoid these things in your relationship with them? How can others work more effectively with you?
Your Answer:
Something that easily annoys me in the workplace is poor leadership/management. When supervisors do not ensure their teammates have enough resources or
information, or are not considerate of their needs, it communicates an indifference or negativity towards them. This has a "domino effect", ultimately resulting in an unhealthy organization and unhappiness all around. Another pet peeve is when supervisors do not take the time to learn how employees best receive information. For example, I do best when I am given as many details as possible, whereas others can be given the facts and run with it.
The best way to head both of these annoyances off is open and clear communication between boss and team member, and really all within the company/project. When teams have established an environment for respectful, open dialogue, it lessens the opportunity for misunderstandings and frustration.
Question 8
Consider someone who you want to communicate more effectively with:
What behaviors are most often observed in this person? What is this person’s highest DiSC tendency (based on your DISCette analysis)?
What behaviors are rarely observed? What is this person’s lowest DiSC tendency (based on your DISCette analysis)?
This person often exerts friendliness and initiative, is personable and likes to know that he is trusted in his position and definitely abhors micromanagement. His highest DISC tendencies would be Influencing and Stability.
Behaviors that are rarely demonstrated are timidity and the preference of working alone. His lowest DISC tendencies are Dominance and Compliance.
Question 9
Consider someone who you want to communicate more effectively with:
How can you work most effectively with this person? What can you do, just a little differently, in order to have a more effective working relationship?
What drives this person up a wall? How can you avoid this in your relationship? How will you apply these strategies?
Your Answer:
I can work most effectively with him by working alongside him, instead of my preference of working alone. I can also avoid giving him unclear and unorganized instructions in order to facilitate a more productive work environment. This person is easily annoyed by forceful confrontation. I can avoid this by arranging a convenient meeting for both of us time to talk through a conflict, and bringing the issue up by conveying the impact it is having, and coming up with a solution together.
Question 10
Consider someone who you want to communicate more effectively with:
How will you apply these strategies? Consider an upcoming interaction that you know you will have with someone important to you - ideally, a "high stakes" kind of communication where you really want to communicate well. Consider your own DISC style. Consider the most likely DISC style of the person you will be communicating with. Consider the tips on how to work most effectively with people of different DISC styles...
Briefly describe the opportunity to practice "DISC style flexing" and the strategies you will use when you engage this person.
Finally, how might these newfound "style flexing" skills help you be more successful in the Czech culture, and at your internship?
Your Answer:
Soon my brother and I will need to have a talk about his negligence to respect the structured rules I have set up in order to care for my special needs dog. My dog struggles with neurosis, and my brother does not understand that caring for him well looks differently than caring for a normal dog without these struggles.
In order to make sure this is a successful conversation, where both parties feel heard and understood, I will need to consider both of our DISC results. When talking to him, I
will need to explain how allowing certain behaviors, or playing specific games will be damaging to my dog in the long run through short and calm dialogue.
These "style flexing" skills will help me be allowing me to analyze my teammates, and interact with them based on what their DISC tendencies call for. Now equipped with this assessment's knowledge, I feel I will be able to be more sensitive to other's needs and what will make our relationship most successful.