This is from a personality assessment I had to upload for a class. Shawn is my partner for the project. For more information, google the phrase "DiSC personality test". We had to design a logo and catchphrase (above) to accompany our results:
Keith Waggoner and Shawn Worman teamed up together for this project. We are both high “I”s. Keith’s secondary tendency is a “D” (a high D, actually) and Shawn’s is a “C”.
What are the strengths & weaknesses of your profile?
As high “I”s (influencing tendency) we tend to be people-oriented and outgoing. As a result, we tend to make new friends easily. We are usually poised and persuasive, passionate about what we wish to see accomplished. We are enthusiastic in our interaction with others and are often very trusting.
While there are many positives about the “I” trait, we also have to pay careful attention to the more negative implications. We are often disorganized, impatient, emotional, can have dramatic fluctuation in moods, tend to give more attention given to feelings than facts, and have this annoying habit of dominating conversations. We struggle with the ability to be firm in dealing with a less than comfortable situation. In fact, we often avoid confrontational situations due to our desire to be liked by everyone.
What kinds of things cause your style stress?
When we know that a confrontational situation waits, we stress out. We also want to know that we are appreciated. When that “pat on the back” doesn’t happen, we begin to doubt the worth of our contributions. We also are frustrated by a lack of flexibility either by employees or employers. The phrase “we’ve always done it this way before” drives us crazy. Think outside the box, people!
What does your style do that causes other styles stress?
Our annoying habit of taking a while to get to the facts is especially stressful to those with the high “D” style. Also, our relaxed approach to dealing with challenges can cause stress to those who just want to get to the bottom of the problem. The “S” and “C” traits would be annoyed with our tendency to wait until the last minute to accomplish tasks. All traits would be exasperated with our failure to develop systematic approaches to a task or situation.
Do you feel that if you took the test looking at your personal/social life, the results might be different?
Both of us answered no. Keith fits the “I” profile even more in his social life, than in the workplace. When he is on the job, his “D” tendency tends to surface almost as much as his “I” mode.
How do your family/spouse/friends look at you?
They would definitely place us in the “I” category. We are a fun person to be around and usually are at the center of any activity or conversation. They view us as motivated and competitive, while still being team players. We are viewed as creative, with the ability to “roll with the punches”, accomplishing tasks despite changes or interruptions. Shawn believes that people would also perceive his high “C” side, as well.
If you are in a management position, would this be a helpful tool for hiring?
Keith: The DiSC test would be a helpful tool, though not one that would carry a lot of weight in the hiring process. Ultimately, I’m looking for the best person for a specific position, someone who can get the job done. The test would shed a little bit of light towards a person’s tendencies, but I don’t think it would be a definitive indicator of whether or not they are the right person for the job. I think the test would be more beneficial for an employee who is already hired.
Shawn: I think it would be very helpful. If you have a paper work position to fill that works alone, then I probably wouldn’t be the best fit. This could help fill the position with someone that would enjoy their work and make a more productive, happy employee. This would especially work when hiring someone in sales.
What are the strengths & weaknesses of your profile?
As high “I”s (influencing tendency) we tend to be people-oriented and outgoing. As a result, we tend to make new friends easily. We are usually poised and persuasive, passionate about what we wish to see accomplished. We are enthusiastic in our interaction with others and are often very trusting.
While there are many positives about the “I” trait, we also have to pay careful attention to the more negative implications. We are often disorganized, impatient, emotional, can have dramatic fluctuation in moods, tend to give more attention given to feelings than facts, and have this annoying habit of dominating conversations. We struggle with the ability to be firm in dealing with a less than comfortable situation. In fact, we often avoid confrontational situations due to our desire to be liked by everyone.
What kinds of things cause your style stress?
When we know that a confrontational situation waits, we stress out. We also want to know that we are appreciated. When that “pat on the back” doesn’t happen, we begin to doubt the worth of our contributions. We also are frustrated by a lack of flexibility either by employees or employers. The phrase “we’ve always done it this way before” drives us crazy. Think outside the box, people!
What does your style do that causes other styles stress?
Our annoying habit of taking a while to get to the facts is especially stressful to those with the high “D” style. Also, our relaxed approach to dealing with challenges can cause stress to those who just want to get to the bottom of the problem. The “S” and “C” traits would be annoyed with our tendency to wait until the last minute to accomplish tasks. All traits would be exasperated with our failure to develop systematic approaches to a task or situation.
Do you feel that if you took the test looking at your personal/social life, the results might be different?
Both of us answered no. Keith fits the “I” profile even more in his social life, than in the workplace. When he is on the job, his “D” tendency tends to surface almost as much as his “I” mode.
How do your family/spouse/friends look at you?
They would definitely place us in the “I” category. We are a fun person to be around and usually are at the center of any activity or conversation. They view us as motivated and competitive, while still being team players. We are viewed as creative, with the ability to “roll with the punches”, accomplishing tasks despite changes or interruptions. Shawn believes that people would also perceive his high “C” side, as well.
If you are in a management position, would this be a helpful tool for hiring?
Keith: The DiSC test would be a helpful tool, though not one that would carry a lot of weight in the hiring process. Ultimately, I’m looking for the best person for a specific position, someone who can get the job done. The test would shed a little bit of light towards a person’s tendencies, but I don’t think it would be a definitive indicator of whether or not they are the right person for the job. I think the test would be more beneficial for an employee who is already hired.
Shawn: I think it would be very helpful. If you have a paper work position to fill that works alone, then I probably wouldn’t be the best fit. This could help fill the position with someone that would enjoy their work and make a more productive, happy employee. This would especially work when hiring someone in sales.
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