my DISC profile

Copyright 2015 Innermetrix Incorporated • All rights reserved
Nenita Caceres
August 20, 2015
This Innermetrix Disc Index 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.
Anthony Robbins Coaching
www.tonyrobbins.com

The DISC Index Executive Summary
NenitaCaceres
Copyright 2015 Innermetrix Incorporated • All rights reserved 2
Natural and Adaptive Styles Comparison
0
10
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90
100
D
35 / 25
I
21 / 10
S
99 / 39
C
99 / 91
Natural Style:
The natural style is how you behave when you are
being most natural. It is your basic style and the
one you adopt when you are being authentic and
true to yourself. It is also the style that you revert
to when under stress or pressure. Behaving in this
style, however, reduces your stress and tension and
is comforting. When authentic to this style you will
maximize your true potential more effectively.
Adaptive Style:
The adaptive style is how you behave when you feel
you are being observed or how you behave when
you are aware of your behavior. This style is less
natural and less authentic for you or your true
tendencies and preferences. When forced to adapt
to this style for too long you may become stressed
and less effective.

The DISC Index Introduction
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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
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

The DISC Index Four Components of Behavior
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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
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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A closer look at the four components of your behavioral style
Decisive
Problems:
How you tend to
approach problems and
makes decisions
High D
Demanding
Driving
Forceful
Daring
Determined
Competitive
Responsible
Inquisitive
Conservative
Mild
Agreeable
Unobtrusive
Low D
Interactive
People:
How you tend to interact
with others and share
opinions
High I
Gregarious
Persuasive
Inspiring
Enthusiastic
Sociable
Poised
Charming
Convincing
Reflective
Matter-of-fact
Withdrawn
Aloof
Low I
Stabilizing
Pace:
How you tend to pace
things in your
environment
High S
Patient
Predictable
Passive
Complacent
Stable
Consistent
Steady
Outgoing
Restless
Active
Spontaneous
Impetuous
Low S
Cautious
Procedures:
Your preference for
established protocol/
standards
High C
Cautious
Perfectionist
Systematic
Careful
Analytical
Orderly
Neat
Balanced
Independent
Rebellious
Careless
Defiant
Low C

NenitaCaceres

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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
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.
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Natural 35 /Adaptive 25 Your score shows a moderately low score on the 'D' spectrum. The
comments below highlight some of the traits specific to just your
unique score.
• You like an environment where authority and responsibility is
mutual and shared across all members.
• You may defer to others who exhibit a stronger opinion or are
more vocal.
• When you lead, you tend to do so by doing, not by delegating.
• Youmightbehesitanttomakeimportantdecisionsquicklyunder
time pressure.
• You appreciate being thorough and complete in the analysis of
all variables before making a decision.
• You may be prone to avoiding difficult decisions, and this can
create delays.

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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
premium on the control of emotions, and approach new relationships with a more reflective approach
than an emotional one.
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Natural 21 /Adaptive 10 Your score shows a very low score on the 'I' spectrum. The
unique score.
• You are reluctant to share your opinions and ideas with others
you don't know well.
• You could bring greater value to the team by weighing in with
ideas and opinions more frequently.
• You are more introvert than extrovert.
• You tend to be quiet at team meetings or when meeting new
people for the first time.
• You can be suspicious of fast and loud-talking people. You need
to warm up to them before extending your trust level.
• You would prefer not to have to present presentations to large
or influential groups of people.

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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
and outlets for their high sense of urgency and high activity levels, as they have a preference for
spontaneity.
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Natural 99 /Adaptive 39 Your score shows a very high score on the 'S' spectrum. The
unique score.
• You desire a high level of structure and order.
• You like having a strong identification or connection with the
group, organization, or mission.
• Even in the midst of chaos or high tensions, you are usually very
cool, calm, and serene (or at least you are perceived as such on
the outside).
• You are an excellent team player.
• You are very patient in working with a wide variety of people.
• You require significant time to adjust to change.

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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 99 /Adaptive 91 Your score shows a very high score on the 'C' spectrum. The
unique score.
• When you present your argument you do so logically not
emotionally.
• You prefer to have the complete picture before beginning with
any task or process.
• You are known as an accurate fact-finder by others.
• "Rules are made to be followed."
• You like things to be done the "right" way according to standard
operating procedure.
• You possess excellent critical thinking and problem-solving
ability.

The DISC Index Natural Style Pattern Overview
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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:
• 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.
• Persuades others on the team by careful attention to detail, and through facts, data, and logic, not
emotion.
• Decisions are made after careful consideration of all variables and inputs. This process may take a
bit more time in the view of some others on the team, but the decision will be a quality outcome.
• You have a need for specific details related to your area of authority and responsibility.
• Others on the team may seek you out to answer a detailed question for them. (The word about your
high competence and knowledge-base gets around the organization quickly.)
• Evaluates others by their own use of procedures, standards, and quality action.
• You score like those who appreciate an occasional word of reassurance from their supervisor or
board, as long as it is sincere input.
• You tend to judge others by objective standards, and want to be evaluated yourself by specific criteria
that is provided, preferably in writing.

The DISC Index Adaptive Style Pattern Overview
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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:
• May show a lower trust level with newer people in the organization until they have established their
credibility.
• May not verbalize criticism unless asked, at which point you may become a wealth of practical
information and ideas.
• You provide facts to support any statement you make and expects the same supporting
documentation from others.
• You demonstrate excellent critical thinking ability.
• Motivated to maintain emotions in a cool, calm, collected, and controlled manner. This is contributed
by the High C and Low I preferences.
• On the job, may tend to align with others who show equally high quality control.
• May be somewhat difficult to get to know on a personal level, because of not being extremely verbal
with others, unless in a small group environment.
• Others on the project team may seek you to answer a complex procedural question, because you
know the answer, or know where to find it.

The DISC Index Ideas for Being More Effective
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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:
• Complete explanations of the nature of a process, and the systems used for completion.
• An environment with minimal sudden changes and crises.
• Work assignments of high precision and accuracy to capitalize on your high detail orientation.
• Having an increased sense of urgency in making decisions. To be able to shut the data-gate and
make a decision based on the information currently available.
• Greater participation in team efforts and activities.
• Options for making your own changes to certain methods or procedures to increase efficiency.
• Job descriptions that are presented clearly, and with no ambiguities, and preferably in writing.
• Work that involves you in the big picture.

The DISC Index Ideas for Staying More Motivated
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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:
• Quality control standard that are adhered to by all members of the organization, not just by a few
people.
• Work tasks of a highly specialized nature to support your natural curiosity and detail orientation.
• A work environment with minimal hostility and pressure that sometimes reduce quality and
effectiveness.
• Sufficient time to consider all options before making a final decision.
• Security in knowing that the products and services are of highest quality.
• To be included as a part of the work group in social functions.
• 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.

The DISC Index Strength-based Insights
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Eachbehavioralstylecontainscertainuniquestrengthsasaresultofhowyourfourbehavioraldimensions
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:
• Not an extremist, and will be supportive of team efforts.
• Excellent, considerate, and analytic listening style.
• Tactful in explaining ideas that may impact others on the team.
• Maybesoughtafterbyothermembersoftheteambecauseofyourhighknowledge-baseofprocesses
and procedures.
• You score like those who take their responsibilities seriously, and exercise their authority in a sincere
and conscientious manner.
• Provides a heavy mind-share on projects and ideas. Considers possible areas of trouble that others
on the team may have overlooked.
• Especially careful that there are no loose ends on a project or process that may have been overlooked
by others.
• Patient in working with others on the team, and demonstrating appropriate methods for completing
a project with attention to details.

The DISC Index Ideal Job/Climate
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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:
• Projects completed the 'right way' the first time, to avoid problems later on.
• An environment that supports decisions by logic, not emotion.
• Quality standards in which to support and maintain.
• Complete information, details, and examples with no gaps or surprises.
• Standard, accepted operating procedures that support the more complex processes.
• Activities that can be monitored from beginning to end.
• Highly specialized assignments and technical areas of responsibility.
• Freedom from intense time-pressured decisions.

The DISC Index Areas for Continual Improvement
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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:
• May be perceived by some as slow to make decisions, and tentative about making changes.
• Could warm up a bit more when meeting new people or talking with those not intimately involved
in your immediate work.
• May be perceived by others as very private, guarded, shy, and undemonstrative.
• May sometimes be overly dependent on a very few people who share a similar quality control focus,
to the exclusion of others on the team who may also provide valuable input and ideas.
• Maysometimesusefacts,figures,anddetailsasa'securityblanket'toavoidobjections,confrontation,
or hostility.
• Could use involvement and interaction with a wider variety of people, not just those like yourself.
• May be perceived by some as being overly rigid, inflexible, and strict regarding procedures and
options.
• May be too tightly linked to established procedures and tradition, even when more efficient and
effective methods become available.

The DISC Index Preferred Training and Learning Style
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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:
• Balances individual and group work for the participants.
• Wants to know performance outcomes, objectives, etc., and communicates these to the participants.
• Appreciates intellectual recognition.
• Leads through factual persuasion.
• Very accurate in presenting information.
• Prefers explicit instructions and measurement criteria to be established with the participants.
• Shows patience with tedious, technical, or specialty tasks, and when helping others to learn.
How you prefer to receive knowledge or learn:
• Can balance both individual work and group interaction.
• Needs details and time to reflect on learning.
• Shows commitment, and wants to be personally involved in learning.
• Excellent note-taking, record-keeping, and journaling.
• Shows patience with tedious, technical, and specialty tasks. Does independent practice as well as
working with others.
• Learns by considering possibilities and thinking through ideas.
• You will structure your own activities only with explicit goals and outcomes established.

The DISC Index Communication Insights for Others
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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 Nenita:
• Approach issues in a straightforward, direct and factual way.
• Provide a specific, step-by-step timetable with names and responsibilities.
• Do your homework, because others will have already done their share of it.
• Be certain that individual responsibilities are clear, and there are no ambiguities.
• Present your ideas and opinions in a nonthreatening way.
• Take your time to be precise and thorough.
• Keep on task with the business agenda.
Things to avoid to effectively communicate with Nenita:
• If you disagree don't let it reflect on others personally, and don't let it affect the relationship.
• Don't be vague or ambiguous.
• Don't be unrealistic with deadlines.
• Don't whine about all of the work you have to do.
• Don't be vague about what's expected.
• Don't be rude, abrupt, or too fast-paced in your delivery.
• Don't rush into business or the agenda; provide some time to break the ice.

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

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