Of course, because dominant people focus on facts and are result-driven, they can bring valuable elements to the team, provided this is countered by the influence-based person who is sensitive to how human emotions can impact the project. The influence-based person needs to encourage both the conventional steady-type and the goal-focused dominating type about the need to change with the environment and to see the value of the process of getting to the destination. The dominant and steady team members need to understand that the journey of achieving a goal can yield organizational value. Success must be redefined for the dominant person as learning how to use different team member's strengths, like the influencer's responsiveness to the environment. The steady person's desire to satisfy the rules and the needs of the organization can counterweight the dominant person's focus on his or her own success, and the influence-focused person's emotionalism, but the steady person needs to be pressed to be more active and creative by both parties. The influencer may benefit from the single-minded focus of the dominant individual, and learn to have more evidence to support his or her arguments, and learn more 'follow through.' From the influencer, the dominant individual can learn that much can be gained from temporarily deviating from the obvious path, while the influencer will be forced to translate his or her ideas and impressions into...
Like the influencer, the steady type generally cares a great deal about people, and can have a positive impact upon the influencer. The influencer people-pleaser can learn how following up upon one's ideas, and being careful and meticulous does not mean sacrificing being sociable and considerate towards others.
DiSC Use DiSC assessment results Learning Team members. Interview mentor gather information mentor's organization, department mentor works, job description. Write a plan applied mentor's department increase Learning Team members' motivation, satisfaction, performance-based personal profiles, employees department. DiSC assessment results: A prescription for my learning team of Ds and Is types The DiSC personality assessment is a commonly-deployed personality classification system in workplace settings. It is based upon the concept that different people are motivated
DISC Evaluations Leadership is both an art and a science. As a leader wishing to make a strong impact and achieve the organization's objectives, it is important to understand the individual components of the team. This process requires balance, experience and intuition. Knowing the strengths and weaknesses of the team is instrumental in maximizing the efficiency, effectiveness and economics of any team organization. The DISC evaluation, which stands for dominant, influential, steady
Generally active and decisive, these personality types -- like myself -- perform best with a fair amount of independence and self-management (Geier 1999; Politis 2001). Such behaviors tend to be more prominently displayed by effective analytical problem solvers (Van Eeden et al. 2008). This reinforces the idea of my becoming a chief operations officer, or other management/leadership position responsible for observing and influencing the minutiae of day-to-day organization and
This is again an illustration of how awareness of types and subtypes can prove useful. Steady types are introverts who seek stability and show intense organizational loyalty. They are the backbone of many work teams and workplaces, enforcing rules and mutual respect through a good personal example. However, this can put them at odds with the more daring dominant types, although steady types like to follow a leader. Some steady
DiSC Motivation Plan DiSC assessment results: Learning team members The Division Chief / Intelligence Coordinator Office of the Director for National Intelligence is a high-stress supervisory position that demands a high level of interpersonal intelligence. To lead people in an appropriate and effective manner requires knowledge of the different ways that people think and what motivates different personality types. This acknowledgement is itself at the heart of the DiSC personality assessment. It suggests
Effect of External and Internal Environment Introduction Organizations have both an internal and external environment. To begin with, the forces or circumstances within the borderline of the organization are the components of the internal environment. Notably, the internal environment comprises for the most part of the owners, employees, board of directors, stakeholders, and the corporate culture. On the other hand, factors that are extrinsic to the organization are the components of the
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