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HomeMy WebLinkAboutWayne Stoltenberg DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 Wayne’s Highest Dimension Wayne, your highest dimension(s) - based on your responses to your perceptions of the environment and the amount of control you feel you have in that environment - is Dominance (D). Read the description of Dominance and see how it fits with the way you see yourself. Dominance (D) Wayne, you are high in the Dominance dimension. As a result, you are likely to be focused on shaping your environment by overcoming opposition to achieve results. Those who are strong in Dominance (“high D’s”) like to take action to achieve the results they desire. They seek opportunities for advancement and individual accomplishment, and they often aspire to positions of power and authority. The main objectives for people high in Dominance are typically control and results, with the freedom to make quick decisions whenever necessary. Troubleshooting issues and solving problems do not intimidate high D’s, even if this means questioning the status quo. People high in Dominance have no problem tackling varied activities and embracing a wide range of tasks. In fact, they work best when receiving difficult assignments or getting the occasional shock to their worldview. To produce their highest quality work, high D’s need to identify with a group and to pace themselves. This can be challenging, though, because people high in Dominance dislike being controlled or limited by others. Bosses and co-workers can complement these individuals by helping to structure a predictable environment for themselves when needed. Because calculating risks and employing caution are not their strong suits, those high in Dominance would be wise to surround themselves with people who have these skills. Similarly, weighing the pros and cons of a situation is probably not in their nature, as they are fond of action rather than deliberation. So help in that area would also be valuable. A person high in Dominance should verbalize reasons for conclusions whenever possible. Often it might be difficult for high D’s to understand that they have to depend on people, but if aided by individuals who recognize the needs of others, it may become clear. Of course, it also helps if those high in Dominance just learn to relax more often. DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 Wayne’s Intensity Index Each of us has a set of strengths that make us unique and valuable, and we like to be acknowledged for our strengths, as well as feel effective in our environment. However, any strength, when used excessively or inappropriately, can be perceived as a weakness. Read over the highlighted words in the four columns below. These are the adjectives that describe High, Medium, and Low behavior for each dimension. Then turn the page to learn more about your Intensity Index and how you can become more aware of your potential strengths and weaknesses. DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 On the next four pages are explanations of the words that indicate your level of intensity for each DiSC® dimension. D Dimension Egocentric: Heavy opposition or distracting events usually do not affect your unwavering focus on accomplishing your goals. Being self-focused can be a benefit to the team when red tape or a lack of consensus sidetracks your colleagues. Don’t forget, however, that focusing too much of your attention inward can be perceived as tedious or self-absorbed. Direct: Many people appreciate this quality because they don’t have to second-guess what you say. You can also be an inspiration to others who might be reticent to share their opinions and ideas freely. However, being too blunt can be hurtful to others and counterproductive to further communications. Daring: You usually don’t limit yourself by doing things the same old way. In fact, you’re not afraid to rock the boat, or even tip it, if the urge hits you. This may be an inspiration to others who may shy away from taking chances and trying new things. Don’t forget, though, to keep your bravado in check so you don’t act in a reckless manner that could alienate your co-workers. Domineering: Being goal-oriented and decisive can benefit the bottom line for a team or organization. However, if you’re not listening to the input of others or valuing their opinions when consensus is needed, you’re likely to encounter resentment or even dissent. Demanding: Often this means applying pressure to others to achieve desired results. This can be viewed as a strength when you are working with others toward a common goal or deadline, provided you don’t disregard the feelings of others or become overbearing. Forceful: In the work setting, this can mean not taking "no" for an answer. It can be viewed as a strength when working against negative input or when upholding quality standards against a very short turnaround. It is no longer a strength when it becomes overbearing or rigid. Risk-taker: Being the one who makes bold decisions and executes them can be a definite strength, especially when others are not in a position to do so. However, when taken to an extreme or used inappropriately, risk-taking can be perceived as self-serving or reckless. DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 i Dimension People with your score on the i Dimension may be generally described by the following adjectives. Circle those that you see as your strengths and highlight potential areas of challenge. Logical: Because of your common sense and ability to reason, others may look to you to help them settle a dispute or arrive at the best solution to a problem. If logic is used all the time, however, it can limit a team that is striving toward new or unproven ways of doing something. Controlled: Typically this means that you are self-disciplined and know how to act in most situations. In other words, you’re not one to be laughed at. In being too reserved, though, you may miss out on new experiences that can broaden and enrich your life. Retiring: Typically modest and unassuming, you’re apt to shy away from attention, conflict, and power struggles. Preferring to work quietly behind the scenes, you’re not one to cause friction. However, it’s important to take a firm stand occasionally on those issues about which you are passionate, so that others do not trample your feelings. Suspicious: You may often be skeptical of quick fixes or hype, and you may also check things out before taking action or making major decisions. Such thoroughness makes you valuable to any quality-centered organization. But taken to an extreme, this trait can cause you to become distrustful of others’ motives, thereby thwarting the progress of the group. Pessimistic: You’re commonly referred to as a realist, which in today’s world doesn’t necessarily equate with being positive. You tend to act from past experience in pragmatic and sensible ways. This can be helpful when working with unrealistic individuals. Just be careful not to come on too strong when offering advice to others because you could be perceived as relentlessly negative. Aloof: You’re likely an individualist at heart and prefer to do things your way without interference from others. Your ability to work independently is an asset in today’s flatter organizations, but it’s still necessary to work with others toward common goals. If you are too independent, you run the risk of being perceived as unfriendly and uncooperative by those trying to work with you. Withdrawn: It’s likely that there are benefits to keeping to yourself and getting your work done on time. This quality is undoubtedly appreciated by a number of individuals working with you, because you’re not one to thrive on gossip and small talk. However, excessively keeping to yourself can hamper the relationships that are often necessary for quality team output. DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 S Dimension People with your score on the S Dimension may be generally described by the following adjectives. Circle those that you see as your strengths and highlight potential areas of challenge. Eager: Your enthusiasm can be contagious. You may even inspire others to action while you create a dynamic environment. But remember that an overeager style can sometimes move you ahead too quickly, compromising quality or forcing you to overlook a key detail. Critical: You may embrace a take-no-prisoners attitude, which serves you and your organization well when brutal honesty is the only way to keep things on track or to filter out misguided projects. However, you should take care that your criticism isn’t insensitive to others. Discontented: Feeling discontented can be the impetus for seeking great accomplishments or impressive results. Too much of this element, though, can lead others to see you as merely negative. Fidgety: Multitasking goes hand-in hand with a fidgety nature. This trait can come in handy when balancing many different projects. The downside is that such a predisposition can cause trouble when focusing on one issue at a time. Impetuous: This means that you often decide quickly on a course of action. In a work setting, such decisiveness is welcome when confronting tough issues. However, it can backfire if you make a decision too quickly or before you have all the information you need. Restless: Looking for new challenges and searching for fresh concepts are positive aspects of restlessness. The quest for new horizons can benefit an entire team by keeping projects exciting. Still, in its extreme form, a restless nature can lead you to feelings of unhappiness or bitterness. Change-oriented: Avoiding the pitfalls of stagnation necessitates employing this skill, which keeps you always on the lookout for novel ideas and innovative solutions. But take care that you do not become so change-oriented that you dismiss the positive aspects of tradition. DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 C Dimension People with your score on the C Dimension may be generally described by the following adjectives. Circle those that you see as your strengths and highlight potential areas of challenge. Sensitive: This trait is a strength when it allows you to get in touch with the intricacies and nuances of a project. It becomes a weakness if you get flustered over petty difficulties or obstacles. Mature: To use your experience and wisdom to solve complex problems is an excellent application of this quality. Bear in mind, however, that reliance on your experience can backfire if you close your mind to new ideas. Evasive: This means that you often stay out of personality conflicts or infighting, which is to your benefit. Being too vague, however, can lead to communication breakdowns or questions about your credibility. “Own person”: You may often stand up for yourself and feel confident in expressing your opinions. While these are clear strengths, it is important to remember that even the most independent of people still require positive interactions with others on the job. Self-righteous: You may often believe that your way is the correct way, a hallmark of this trait. Such feelings can lead to a strong sense of leadership and decisiveness. But embracing this trait too strongly can create a smug or condescending person. Opinionated: Offering firm ideas on any topic can be a strength for you when compromise would lead to disaster. In addition, your ability to articulate a position is welcome at any time in a work environment. The risk is that such behavior can lead to acrimony when used excessively in a team setting. Persistent: This means that you usually work hard toward a goal until your expected results are achieved. It is a strength when daunting projects appear, because you may succeed where others would fail. Still, a person who is too persistent sometimes crosses over into obstinate or foolishly stubborn. DiSC Profile – Wayne Stoltenberg Town Council Planning Retreat – May 30, 2014 Wayne’s Motivation As a Developer, Wayne, you tend to be an independent thinker who searches for your own solutions. You are likely to be on the lookout for new opportunities and fresh concepts. The same old, same old will probably not do for you. This quest for novelty and original challenges is what tends to fuel you, and you often thrive when faced with knotty problems or the chance to scale new heights. Once you find an appropriate challenge, the desire to meet your personal goal usually inspires you to create innovative solutions and do whatever it takes to succeed. You may have no hesitation about ignoring conventional thinking, and your solutions can be both creative and daring. You tend to focus on results, making it even more likely that your answers to perplexing issues will be groundbreaking, even unprecedented. You might ask, “Is there a better way to do this?” while others go along with the accepted wisdom. Insights for Wayne You are most interested in meeting your personal needs and creating new challenges. In its purest form, this strong drive may lead you to embrace opportunities for advancement. It also means that you tend to loathe passing the buck. In all likelihood then, you will relish the responsibility and leadership opportunities that others avoid. You tend not to be afraid of difficult problems, so you may seek out new horizons constantly to keep your energy focused. You may overdo it, however, and take control of people and situations to force your own results. You might find that increasing your sense of empathy could improve your work life. It may be useful for you to remember that not everyone has your strong sense of individuality and powerful drive to succeed. Another area that could use more of your attention is improving your patience. This would likely help solidify your relationships with colleagues. It is also an advisable step because boredom probably terrifies you, as does a loss of control. Minimizing your impatience may help you quiet these fears, so you can get back to setting new goals and challenges. Although you thrive when you are free of the constraints of a group, you still need to actively participate and collaborate with others. Using your natural skill for innovative solutions can lead to a positive experience for everyone. You can increase your effectiveness even more by paying attention to quality control and follow through. Wayne, you tend to be a strong-willed individual who offers creative solutions to complex problems, which is an asset to any organization.