First, the assessment report in the C trait scores the highest I, what traits?
Among the four DISC traits, C trait is the most complex variable: passive by nature, that is, silent and cold, which will make others feel indifferent, self-control by nature, unwilling to talk more about what is in the heart of the individual, but there is a certain small goal or intention within himself; lack of certain subjectivity, unwilling to face conflicts, and like to complete the goal according to the familiar structure or rules.
Analyzing myself, I am in fact a relatively passive person, will not deliberately take the initiative to express their feelings, even if the work needs to communicate with people, but also pay attention to a certain degree of scale, pursuing a "gentleman's friendship is as light as water", to use the current proverb "extroverted autistic people! "The first thing I'd like to say is that I'm not sure how much I'm going to be able to do with this.
Two, conversion mode
Mr. Haifeng said: "It is not the direction that counts, it is the value", my DISC four traits, the specific conversion of the following table:
More than 25% of the I trait increased by 36%, the C trait is reduced by 31%, up and down is not important, we need to Give some attention to the ordinary you and me, when more than 25% of the adjustment in fact have a certain pressure, need our partners more care understanding and support, our self more need to consciously to remind, awareness, and practice, so as to complete the reasonable conversion.
I Trait Adjustment Analysis:
SC Trait Adjustment Analysis:
Comparing the above two tables, we can find that one of the important reasons for my CS Trait Adjustment is that I need to improve my self-confidence, so I really ask myself if this is the case. The answer is yes, because I want to further improve the science of my work and help my internal team to be more productive through training and team learning program design, which supports the scientific nature of the report.
Third, extended thinking: the connection between Gallup Strengths Theory and DISC
At the beginning of 2019, I carried out a systematic study of Gallup Strengths Theory and carried out an assessment of my personal strengths, and I compared it with the DISCus assessment, and I found a certain amount of ****common ground, as follows:
Combining Gallup Strengths Assessment and DISCus Assessment, I was I was surprised to find that my higher CS traits were so cognizant of my distribution of strengths through two different assessments, and that there was an overuse of strengths or an overuse of CS traits in the workplace that required some adjustment.
Summary:
1. Not only sharing feelings, but also focusing on change, and more importantly, knowing the kernel of motivation for change;
2. Knowing is not the same as doing, and doing is not the same as doing the right thing, and it must be practiced with intentional awareness and correctness until it becomes our physical instincts; (personal feelings)
Remarks: The pictures in the article are from Baidu or the courseware of the dual-certification class and the personal related
Note: The pictures in this article are from Baidu or Dual License class materials and personal related assessment reports;