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September 5, 2024

This Innermetrix Disc Index was authored by Jay Niblick, the Founder and CEO of
Innermetrix. It is a modern interpretation of Dr. William Marston's behavioral dimensions.
Marston's research uncovered four quadrants of behavior which help to understand a
person's behavioral preferences. This Disc Index will help you understand your behavioral
style and how to maximize your potential.

Forward Coaching
Debbie De Grote
714-625-5226

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 The DISC Index Executive Summary

Natural and Adaptive Styles Comparison

100

90

80

70

60

50

40

30

20

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10

D I S C
25 / 35 60 / 25 88 / 53 67 / 67

Natural Style: The natural style is how you behave Adaptive Style:
when you are being most natural. It is your basic The adaptive style is how you behave when you feel
style and the one you adopt when you are being you are being observed or how you behave when
authentic and true to yourself. It is also the style you are aware of your behavior. This style is less
that you revert to when under stress or pressure. natural and less authentic for you or your true
Behaving in this style, however, reduces your stress tendencies and preferences. When forced to adapt
and tension and is comforting. When authentic to to this style for too long you may become stressed
this style you will maximize your true potential and less effective.
more effectively.

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 The DISC Index Introduction

About This Report

Research conducted by Innermetrix shows that the most successful people share the common trait of
self-awareness. They recognize the situations that will make them successful, and this makes it easy for
them to find ways of achieving objectives that fit their behavioral style. They also understand their
limitations and where they are not effective and this helps them understand where not to go or how not
to be as well. Those who understand their natural behavioral preferences are far more likely to pursue
the right opportunities, in the right way, at the right time, and get the results they desire.

This report measures four dimensions of your behavioral style. They are:
• Decisive — your preference for problem solving and getting results
• Interactive — your preference for interacting with others and showing emotion
• Stability — your preference for pacing, persistence and steadiness
• Cautious — your preference for procedures, standards and protocols

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This report includes:

• The Elements of DISC — Educational background behind the profile, the science and the four
dimensions of behavior
• The DISC Dimensions — A closer look at each of your four behavioral dimensions
• Style Summary — A comparison of your natural and adaptive behavioral styles
• Behavioral Strengths — A detailed strengths-based description of your overall behavioral style
• Communication — Tips on how you like to communicate and be communicated with
• Ideal Job Climate — Your ideal work environment
• Effectiveness — Insights into how you can be more effective by understanding your behavior
• Behavioral Motivations — Ways to ensure your environment is motivational
• Continual Improvement — Areas where you can focus on improving
• Training & Learning Style — Your preferred means of sharing and receiving styles
• Relevance Section — Making the information real and pertinent to you
• Success Connection — Connecting your style to your own life

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 The DISC Index Four Components of Behavior

The Elements of the DISC-Index

This DISC-Index report is unique in the marketplace for a number of reasons. You just completed the
first ever click & drag DISC instrument on the market. This was constructed in a precise manner to allow
for ease of responses, even in the midst of many difficult decisions. This intuitive interface allows you to
focus on your answers, not the process.

Also, unlike other DISC instruments, this instrument allows you to rank all four items instead. As a result,
this instrument produces zero waste in responses. Some instruments ask you to choose two items out
of four, and leave two items blank. Those instruments have a 50% waste of terms, and do not provide
for an efficient response process. The DISC Index instrument eliminates that response problem.

Another unique aspect of this DISC-Index report is that we present the DISC aspects of your behavior
both as separate entities and as a dynamic combination of traits. This report presents the first time that
each of the DISC elements are separated and developed as pure entities of themselves. This can serve

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as an important learning tool as you explore the deeper aspects of DISC. Your unique pattern of DISC
traits is developed through the context of this report. Additionally, the following four pages will be
devoted to exploring your DISC scores as separate components within the unique combination of traits
that you exhibit.

A comment on contradictions: You may read some areas of this report that may contradict other text.
This is due to the fact that many of us show contradictory behaviors in the normal course of our daily
operations. Each of us are at times talkative and other times more reflective, depending on how we are
adapting our behavior. The expression of these contradictions is a demonstration of the sensitivity of
this instrument to determine these subtle differences in our natural and adaptive style.

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 The DISC Index Four Components of Behavior

A closer look at the four components of your behavioral style

Decisive Interactive Stabilizing Cautious

Problems: People: Pace: Procedures:

How you tend to How you tend to interact How you tend to pace Your preference for
approach problems and with others and share things in your established protocol/
make decisions opinions environment standards

High D High I High S High C

Demanding Gregarious Patient Cautious

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Driving Persuasive Predictable Perfectionist
Forceful Inspiring Passive Systematic
Daring Enthusiastic Complacent Careful
Determined Sociable Stable Analytical
Competitive Poised Consistent Orderly
Responsible Charming Steady Neat
Inquisitive Convincing Outgoing Balanced
Conservative Reflective Restless Independent
Mild Matter-of-fact Active Rebellious
Agreeable Reserved Chaotic Careless
Deliberate Introspective Spontaneous Challenging

Low D Low I Low S Low C

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 The DISC Index Four Components of Behavior

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 The DISC Index Four Components of Behavior

Decisive

Your approach to problem-solving and obtaining results

The D in DISC represents Decisiveness. Your score on this scale, represented below, shows your location
on the D spectrum based on the pattern of your responses. A high score doesn't mean good, and a low
score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:

Higher D —
Tend to solve new problems very quickly and assertively. They take an active and direct approach to
obtaining results. The key here is new problems such as those that are unprecedented or haven't
happened before. There may also be an element of risk in taking the wrong approach or developing
an incorrect solution, but those with a High D score are willing to take those risks, even if they may be
incorrect.

Lower D —
Tend to solve new problems in a more deliberate, controlled, and organized manner. Again, the key
here is new and unprecedented problems. The Lower D style will solve routine problems very quickly
because the outcomes are already known. But, when the outcomes are unknown and the problem is

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an uncertain one, the Lower D style will approach the new problem in a calculated and deliberate
manner by thinking things through very carefully before acting.

Natural 25 / Adaptive 35 Your score shows a moderately low score on the 'D' spectrum. The
100 comments below highlight some of the traits specific to just your
90 unique score.

80 • You like an environment where authority and responsibility is

70 mutual and shared across all members.
• You may defer to others who exhibit a stronger opinion or are
60
more vocal.
50 • You like to carefully weigh the pros and cons on important issues
before forming an opinion.
40
• Unless completely wrong, you prefer to support decisions made
30 by others rather than argue or disagree.
• When you lead, you tend to do so by doing, not by delegating.
20
• You can be overly self-critical of your ability on certain issues or
10 tasks.
0

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 The DISC Index Four Components of Behavior

Interactive

Your approach to interacting with people and display of emotions

The I in DISC represents Interactive. Your score on this scale represented below shows your location on
the I spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score
doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:

Higher I —
Tend to meet new people in an outgoing, gregarious, and socially assertive manner. The key here is
new people whom one hasn't met before. Many other styles are talkative, but more so with people
that they've known for some time. The Higher I scores are talkative, interactive and open even with
people whom they have just initially met. People scoring in this range may also be a bit impulsive.
Generally speaking, those with the Higher I scores are generally talkative and outgoing.

Lower I —
Tend to meet new people in a more controlled, quiet and reserved manner. Here's where the key word
"new people" enters the equation. Those with Lower I scores are talkative with their friends and close
associates, but tend to be more reserved with people they've just recently met. They tend to place a

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premium on the control of emotions, and approach new relationships with a more reflective approach
than an emotional one.

Natural 60 / Adaptive 25 Your score shows a high average score on the 'I' spectrum. The
100 comments below highlight some of the traits specific to just your
90 unique score.

80 • You like a flexible environment that allows for creativity.

70 • You may sometimes promise a bit more than you can deliver
because of your natural optimism.
60
• You like democratic not dictatorial relationships on the job.
50 • You work best when you are able to interact with others.
• You prefer an environment with ample people contact.
40
• People may find you charming to meet and to converse with on
30 a variety of topics.
20

10

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 The DISC Index Four Components of Behavior

Stabilizing

Your approach to the pace of the work environment

The S in DISC represents Stabilizing. Your score on this scale represented below shows your location on
the S spectrum based on the pattern of your responses. A high score doesn't mean good, and a low score
doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:

Higher S —
Tend to prefer a more controlled, deliberative and predictable environment. They place a premium on
security of a work situation and disciplined behavior. They also tend to show a sense of loyalty to a
team or organization, and as a result, may have a greater longevity or tenure in a position than some
other styles. They have an excellent listening style and are very patient coaches and teachers for others
on the team.

Lower S —
Tend to prefer a more flexible, dynamic, unstructured work environment. They value freedom of
expression and the ability to change quickly from one activity to another. They tend to become bored
with the same routine that brings security to the Higher S traits. As a result, they will seek opportunities

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and outlets for their high sense of urgency and high activity levels, as they have a preference for
spontaneity.

Natural 88 / Adaptive 53 Your score shows a very high score on the 'S' spectrum. The
100 comments below highlight some of the traits specific to just your
90 unique score.

80 • You are an excellent team player.

70 • Increasing your sense of urgency could benefit your
performance significantly.
60
• You are very predictable, in a good way. You're always there,
50 ready to pitch in, and complete the assignment.
• You possess excellent listening skills – some of the best.
40
• You are always seen as cool, calm, and collected on the outside
30 (whether that is true on the inside or not).
• You are very loyal when it comes to existing operating
20
procedures.
10

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 The DISC Index Four Components of Behavior

Cautious

Your approach to standards, procedures, and expectations

The C in DISC represents Cautiousness. Your score on the scale represented below shows your location
on the C spectrum based on the pattern of your responses. A high score doesn't mean good, and a low
score doesn't mean bad, as this is a spectrum or continuum of behavioral traits. For example:

Higher C —
Tend to adhere to rules, standards, procedures, and protocol set by those in authority whom they
respect. They like things to be done the right way according to the operating manual. "Rules are made
to be followed" is an appropriate motto for those with higher C scores. They have some of the highest
quality control interests of any of the styles and frequently wish others would do the same.

Lower C —
Tend to operate more independently from the rules and standard operating procedures. They tend to
be bottom-line oriented. If they find an easier way to do something, they'll do it by developing a variety
of strategies as situations demand. To the Lower C scores, rules are only guidelines, and may be bent
or broken as necessary to obtain results.

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Natural 67 / Adaptive 67 Your score shows a moderately high score on the 'C' spectrum. The
100 comments below highlight some of the traits specific to just your
90 unique score.

80 • You think it is important to adhere to specific and detailed

70 instructions or procedures.
• When you disagree, you may express your resistance in a
60
passive-aggressive manner.
50 • You are somewhat restrained in expressing emotions.
• You desire a great deal of explanation before beginning new
40
tasks.
30 • You are excellent at gathering detailed information and
examples.
20
• You prefer a neat and clean work environment.
10

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 The DISC Index Natural Style Pattern Overview

Natural Style Pattern:

Your natural style is the way you tend to behave when you aren't thinking about it. This is where you are

most comfortable (natural). This is also the style you will revert back to when under stress or moving too

quickly to be consciously thinking about modifying your behavior. Finally, this is the style you should

seek to be true to in your daily roles. Being natural will return better results with less effort and stress.

The following statements are true to just your unique natural style:

• You persuade others by demonstrating personal competence and encouraging others with a sense

of optimism.

• Able to express a sense of humor, but you become very serious about work tasks and projects,

especially in the desire to maintain a high quality control.

• You tend to be verbal and articulate about many different topics and issues.

• Will be verbal if workload or areas of responsibility need partial delegation to other professionals

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on the team, otherwise, tendency may be to stay focused on the tasks at hand.

• You have the ability to focus on building your own skills and talents while also assisting others on

the team in building their own skills.

• You score like those who desire to become the best they can, or an expert, in a specific area.

• You have the ability to self-manage much of your own organizational activity and workload.

• Tend to be optimistic and demonstrate high personal standards and set high goals for yourself.

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 The DISC Index Adaptive Style Pattern Overview

Adaptive Style Pattern:

This is the style of behavior you adapt to when you are conscious of your own behavior, when you feel

you are being observed or whenever you are trying to better fit a situation. This is not a natural style

for you, but still one of your two styles none-the-less. In other words, it is the way you feel you "should"

behave when thinking about it. The statements below are specific to your individual Adaptive style:

• Has a high sense of 'neatness' in the organizational workspace and at home. Everything in its place

is preferred over clutter of some other style preferences.

• When taking risks, you score like those who take calculated, educated risks only after a thoughtful

analysis of the facts and data, and have analyzed options and potential outcomes.

• You tend to judge others by objective standards, and want to be evaluated yourself by specific criteria

as well.

• You bring a very high level of conscientiousness and follow-through in working on detailed projects

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and complex assignments.

• Appreciates security in projects, systems, and the job culture. Much of that security may be achieved

by maintaining high standards of operational quality.

• You keep a careful eye on the organizational clock and maintain a keen awareness of time-lines for

systems and projects.

• Extremely high sense of quality control and detail orientation in all you do for the team or

organization.

• Persuades others on the team by careful attention to detail, and through facts, data, and logic, not

emotion.

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 The DISC Index Ideas for Being More Effective

Based on your behavioral style there are certain opportunities for becoming more effective by being

aware of how you prefer, and enjoy, to behave. The items below may assist you in your professional

development growth. By understanding these items you may find explanations for why you may be stuck

in some areas of your life and why other aspects give you no trouble at all. You could be more effective

by:

• Job description presented clearly and with no ambiguities.

• Complete explanations of the nature of a process or systems used.

• A democratic environment in which you can influence and offer direction.

• Having reassurances that it is OK to take appropriate and calculated risks.

• Increased authority to delegate routine tasks and procedures.

• Greater participation in team efforts and activities.

• Having sufficient time to consider alternatives prior to making changes.

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• An environment with minimal sudden changes and crises.

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 The DISC Index Ideas for Staying More Motivated

Your behavioral style will cause you to be motivated by certain factors in your environment. Having these

present may make you feel more motivated, and productive. The following are things that you may want

in your surroundings to feel optimally motivated:

• Appreciation for the competence and work ethic demonstrated over the long haul.

• Work tasks of a highly specialized nature to support your natural curiosity and detail orientation.

• Sincerity from peers and colleagues.

• Complete explanations of systems and processes that impact your work environment.

• Detailed examples and specific information about suggested changes to be made in processes that

may have an impact on quality.

• Tasks completed the 'right' way the first time, so that errors don't have to be corrected later.

• Standard operating procedures that can support a quality initiative without being changed

dramatically.

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• Sufficient time to consider all options before making a final decision.

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 The DISC Index Strength-based Insights

Each behavioral style contains certain unique strengths as a result of how your four behavioral dimensions

relate to each other. Understanding your own unique behavioral strengths is an important part of putting

your new level of self-awareness to work for your success and satisfaction. The following statements

highlight specific strengths of your behavioral style:

• Extensive base of both knowledge and expertise can be tapped to assist in getting a job done.

• Frequently seen by others as an expert in your area of responsibility, and willing to share the expertise

with others.

• Solves problems with people in mind.

• Believes that things should be done the 'right way' the first time, so as to reduce errors later on.

• Ready, willing, and able to assist others on the team with a specialized project. All they have to do

is ask.

• Generates positive enthusiasm for a variety of projects in the organization.

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• Has the ability to get along well with a wide variety of other behavioral styles.

• Has a rare ability of being able to calm people who are angry or upset.

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 The DISC Index Ideal Job/Climate

Your behavioral style plays a significant role in determining what aspects of an environment you like.

The items below will help you understand what will define an ideal working climate for you. Based on

how you prefer to behave, an ideal climate for you is one that provides you with:

• An environment that supports your critical thinking skills.

• An environment that supports decisions by logic, not emotion.

• A work environment that sincerely cares for the people in it.

• An environment relatively free from interpersonal conflict and hostility.

• Established practices, procedures and protocols.

• Quality standards in which to support and maintain.

• Clear areas of responsibility with minimal ambiguities.

• Security in the work setting to maintain high quality control standards.

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 The DISC Index Areas for Continual Improvement

Along with strengths, all behavioral styles come with areas that could become weaknesses - if depended

upon or not acknowledged. The trick is not to manufacture a weakness in the first place by depending

on these things.

Here are a few items that could become problematic for you if not acknowledged or known. Your

awareness of the potentials below is your best step in making sure they remain only potential problems.

Due to your behavioral style, you may tend to:

• Struggle with meeting deadlines due to your desire for completeness or perfection.

• Overestimate the ability of others.

• Hold a bit of a grudge.

• Oversell your own ideas too strongly.

• Trust people a bit too much, and may get burned in the process.

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• React on impulse rather than thinking things through before responding.

• Become overly aggressive when the climate becomes unfavorable.

• Set unreasonable expectations of the capability or capacity of others on the team.

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 The DISC Index Preferred Training and Learning Style

Based on how you tend to behave you have certain preferences for how you like to convey information,

teach, instruct or share knowledge with others. This is also true of how you like to receive information

and learn. Understanding your behavioral preferences here will help increase your effectiveness in

teaching or instructing others, and in being taught and learning.

How you prefer to share knowledge or teach:

• Helps group create new concepts and models of ideas.

• Prefers explicit instructions and measurement criteria to be established with the participants.

• Leads through factual and emotional persuasion.

• Shows patience with tedious, technical, and specialty tasks and helping others to learn.

• Enriches the content with stories and experiences.

• Sincere participation with others as a co-learner or co-facilitator.

• Evaluations are made based on maximizing the individual's growth more than comparatively.

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How you prefer to receive knowledge or learn:

• Needs "what to do and when to do it" for optimal time and process management.

• More accepting of a more impersonal training or learning venue than others.

• Learns by considering possibilities and thinking through ideas.

• High expectations of performance.

• Seeks inspiration and excitement in the learning process.

• Responds actively to others, and tends to take calculated learning risks.

• Needs details and time to reflect on learning.

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 The DISC Index Communication Insights for Others

This page is unique in this report because it is the only one that doesn't speak directly to you, rather to

those who interact with you. The information below will help others communicate with you more

effectively by appealing to your natural behavioral style. The first items are things others SHOULD do to

be better understood by you (Do's) and the second list is of things others SHOULD NOT do (Don'ts) if

they want you to understand them well.

Things to do to effectively communicate with you:

• Provide clear, specific solutions, and support your position.

• Be accurate and realistic, don't over-inflate ideas or outcomes.

• Provide testimonials from people seen as important and prominent.

• Be certain to emphasize next action-steps.

• Break the ice with a brief personal comment.

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• Do your homework, because others will have already done their share of it.

• Use the conversation to direct you back to the topic or issue at hand.

Things to avoid to effectively communicate with you:

• Don't offer promises you can't keep.

• Don't rush the issues or the decision-making process.

• Don't whine about all of the work you have to do.

• Don't fail to follow through. If you say you're going to do something, do it.

• Don't legislate.

• Avoid being overly task-oriented.

• Don't use unreliable evidence or testimonials.

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 The DISC Index Relevance Section

In order to make the most out of the information in this report it is important that you connect it to your
life in a tangible way. To help you make this information your own, and pull out the most relevant parts,
fill in the blanks below.

Decisiveness:
How is your 'D' score relevant to your life?
___________________________________________________________________________________________________________

Interacting:
How is your 'I' score relevant to your life?
___________________________________________________________________________________________________________

Stabilizing:
How is your 'S' score relevant to your life?
___________________________________________________________________________________________________________

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Cautiousness:
How is your 'C' score relevant to your life?
___________________________________________________________________________________________________________

Overall Natural Style:

What is one way in which your natural style relates to your life?
___________________________________________________________________________________________________________

Overall Adaptive Style:

What is one way in which your adaptive style relates to your life?
___________________________________________________________________________________________________________

Strength-based insights:
What specific strengths do you think connect to your success more than any other?
___________________________________________________________________________________________________________

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 The DISC Index Relevance Section

Communication Dos and Don'ts:

What did you learn from understanding your preferred communication style?
___________________________________________________________________________________________________________

Ideal Job Climate:

How well does your current climate fit your behavioral style?
___________________________________________________________________________________________________________

Effectiveness:
What is one way in which you could become more effective?
___________________________________________________________________________________________________________

Motivation:
How can you stay more motivated?
___________________________________________________________________________________________________________

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Improvement:
What is something you learned that you can use to improve your performance?
___________________________________________________________________________________________________________

Training/Learning:
What did you learn that could help you instruct others better, or learn more effectively?
___________________________________________________________________________________________________________

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 The DISC Index Relevance Section

Your final step to making sure you really benefit from the information in this report is to understand
how your behavioral style contributes to, and perhaps hinders, your overall success.

Supporting Success:
Overall, how can your unique behavioral style support your success? (cite specific examples)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________

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Limiting Success:
Overall, how could your unique behavioral style get in the way of your success? (cite specific examples)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________

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