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 by different factors. While classical motivational theory tends to analyze 'leadership' as a universal construct and assumes that leaders 'do things' to subordinates to motivate them, the DiSC suggests that this model does not take into account critical, subjective factors that have a profound influence on interpersonal relations. DiSC stands for the four standard personality types in the DiSC framework.
Dominant types are "motivated by winning, competition and success" and the dominant type typically "values competency, action, concrete results, personal freedom, challenges" (DiSC profiles explained: D. is for Dominance, 2014, DiSC). They have a great deal of trouble showing patience or deferring to others, particularly if they do not respect their colleagues or if they think their colleagues are 'wrong.' The dominant type often asks 'what's in it for me?' Influence types, in contrast, are relationship-oriented and place a strong "emphasis on shaping the environment by influencing or persuading others" (DiSC profiles explained: I is for Influence, 2014, DiSC). They can be disorganized because of their focus on placing human values above results and although they are excellent collaborators.
Steady types, in contrast, shy away from leadership roles and try not to 'rock the boat.' They are "calm, patient, predictable, deliberate, stable and consistent" but "may be limited by being indecisive, overly accommodating and [their] tendency to avoid change" and conflict at all costs (DiSC profiles explained: S. is for Steadiness, 2014, DiSC). Conscientious types are "motivated by opportunities to gain knowledge, showing their expertise and quality work" and place a priority on ensuring "accuracy, maintaining stability, and challenging assumptions" (DiSC profiles explained: C. is for Conscientiousness, 2014, DiSC). They are task-driven rather than relationship-driven like influence and steady types yet are less ego-driven than dominant types.
Learning team profiles
Within the DiSC schema, there are subsets to the different types, as can be seen in the results of my own learning team. For example, Jessica Lozada's DiSC results classify her as a Is type (mainly influence, but with a steady subset). The classic Is style is that of an affirming counselor who places others before the self but is still highly extroverted and social. They are great collaborators and are "warm, friendly, and accepting" (Understanding our i-style colleagues and friends, 2013, DISC). According to the DiSC, "she will have a very hard time firing someone" and "influences others by being supportive and empathetic" (Understanding our i-style colleagues and friends, 2013, DISC). The Is types avoids conflict although they like teamwork and are respectful and positive (Understanding our i-style colleagues and friends, 2013, DISC).
Lucas Ocasio, in stark contrast, is a Ds, a dominant type with a steady subset. This means that this "type of person possesses a single-minded and practical style, representing an individual who will follow a line of action through to the end, using concentration and determination to achieve their aims" (High dominance and steadiness, 2013, AXIOM). This dominant type is more cautious and thoughtful than other dominant subtypes and is willing to plan ahead but also can be very forceful to ensure that their will is done. Carlos Osorio, in contrast, is a Is type, along the same personality profile as Jessica Lozada.
Mentor and workplace assessment
On one hand, all members of the learning team show a similar sense of 'steadiness.' This is not necessarily surprising, given our workplace environment is that of the National Guard and collaboration is essential in this particular workplace environment. People must work well together to accomplish tasks as a military unit. A military body by definition is the ultimate 'team' given that a common organizational drive must unify every member on a mission and there is no scope for deviation, creativity, and personal interpretation when lives are on the line. A certain degree of conservatism and a belief in long-standing values such as patriotism is needed to ensure that tasks are upheld with appropriate fervor. Unlike, for example, an advertising agency or a start-up Internet company, workers cannot go off by themselves and 'do what needs to be done' alone.
However, within the learning team there are still personality differences. A dominant person is more ego-driven and less interested in collaborating, for example. He may have trouble understanding why compromises are needed and teamwork is essential. He may be impatient with bureaucracy,...
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
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
There are no good or bad personalities, and diversity creates strength. This is particularly true in terms of teams, where having D, I, S, and C-types working harmoniously together enables all tasks to get done by the individuals with the greatest core strengths in specific interpersonal areas. Different team members can compensate for one another's weaknesses. One problem with team-building between different types, however, is the fact that the different
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
Leadership Style Inventory Leadership crises have been brewing since the past century. Evidently, the latest global economic lapses of financial markets raised a higher need for an effective leadership than it had been before. These crises led to a call for contemporary organizations to scrutinize or assess the leadership potential among their employees and new recruitments. Following the current changes in organizational rules and business games, as well as randomly emerging
integrating ethical use of technology into the K-12 curriculum Integrating Technology in the Classroom The No Child Left Behind Act of 2001 aims to close the achievement gap between disadvantaged and struggling students and their peers. The message is that every child can learn, and that schools are accountable for a child's progress. At the federal level, there is to be more money for at-risk children in low-income communities. The government will
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now