Module 4: Indigo Assessment / DISC Assessment

Activity Items Worksheet 

Instructions
PLEASE FOLLOW THESE INSTRUCTIONS CAREFULLY!!!!

Individual scores on the worksheets will vary based on the extent to which you follow
these instructions and develop thorough, thoughtful, well-written responses to each of
the worksheet prompts.

Tips for doing well on worksheets:

Prior to clicking into a worksheet, be sure you have carefully reviewed all of the content
referenced on the Learning Materials page for each module.

Length and depth of responses:  You may be wondering “how long should my
responses be for each of the worksheet prompts?”   You’ll find some of the worksheet
prompts ask you for specific data (your results on a specific survey or instrument, for
example).  In these cases, just the data is fine.  However, each of the worksheets will
also have prompts that ask you more open-ended questions – designed for thoughtful
elaboration and making connections between what you are learning and your own life. 
These types of questions require thoughtful writing and more in-depth responses if you
are hoping to earn full credit on the worksheet.  In responding to these types of
prompts, remember my rule of thumb, “More is better in terms of thoughtful engagement
and writing.”   That said, you might also keep the “Goldilocks Rule” in mind for each of
your responses – which is not too long, not too short but “just right.”  That means
answering the questions succinctly (not rambling) but thoroughly (that is, with sufficient
content to demonstrate thoughtful engagement of the material).  Generally, that means
two to three well-constructed paragraphs per prompt / sub-prompt for the open-ended
types of prompts.

Connecting with the course learning materials:  I want to point out one other important
consideration with respect to doing well (and scoring well) on the worksheets.  Be sure
to CONNECT WITH (and informally reference) applicable content from the module’s
learning materials.  Making connections to the learning materials is one way that I can
determine the extent to which you have read and processed the weekly learning
materials.  It's your responsibility to read / view actively, make connections between
what you're thinking about with respect to the worksheet prompts and the learning
materials, and then illustrate those connections within your responses to applicable
worksheet prompts.  All other things being equal, this is what will separate the "A"
scores from the "B" scores - I'm looking for the connections you're making!  You might
take a moment to refer to the reading (from Module One Learning Materials) on active
reading techniques.  Developing the habit of reading actively (and keeping a learning log
of some sort) will help you make these connections explicit.  You may be amazed at
how much more you remember by following these simple steps.

Written communication skills: Finally, I expect your worksheet responses to be well-

written and thoughtfully composed, free of spelling and grammar errors.  

IMPORTANT SUCCESS TIP!  You will find that on the applicable Canvas pages
preceding each worksheet, I will provide you with the specific prompts that you will be
answering on the upcoming worksheet.  You should compose your responses to the
worksheet prompts offline (in Word, for example), and then when you enter the
worksheet, all you will need to do is "copy and paste" your previously composed
responses into the text box associated with each prompt, and then submit the
worksheet.   The worksheets are set to "single attempt" which means you cannot return
to the worksheet to make revisions - so please use this strategy!

For this particular worksheet, one of the more thinking and writing-intensive worksheets
in the course, all of the questions have open-ended elements, each deserving of a well
thought out response. Generally, that means two to three well-constructed paragraphs
(about 150 words on average) per prompt, following the guidelines set forth above.

There are a couple of prompts here that also require some advance planning (sharing
your results with someone, etc.), so please plan accordingly.

Many students have told me that the DiSC is one of the most useful communication
tools they have ever experienced.  Personally, I have used the "mental models"
associated with the DiSC factors successfully for years.  I hope you find some
significant meaning here as well!

 Correct answers are hidden.

Score for this survey: 20 out of 20
Submitted Sep 20, 2020 at 10:22pm
This attempt took 87 minutes.
 
Question 1
With respect to your "Your Strengths" (pare 1 and page 11 of the report):

What specific strengths were listed as your top strengths?

How accurate were the results in your opinion? Provide some evidence / examples from
your life that would illustrate your perspective here.
Discuss the results with a partner, friend, or colleague.  Who did you partner with to talk
about your results?

Describe the conversation - were your partner's perspectives similar to your own?  Did
you learn anything about yourself (or your partner) as a result of that conversation?
Your Answer:

My top five strengths where:

Willing to share knowledge to benefit the team or organization.

Looks for the positive side of every situation.

Tends to be futuristic and entrepreneurial in attaining results. 

Promotes efficiency and results.

Great at retrieving information for decision makers I trust.

Wants to do her part to keep things efficient and consistent. 

I believe these results are an accurate depiction of me. I strive for consistency and
efficiency in everything I do to create a model of continuity for future employees. This
way the task at hand can have a baseline of what needs to be done to create the desired
product every time, with room for growth as well. 

I partnered with my husband to discuss the results. He seemed to agree with the top 6
strengths provided. He mentioned that what he would add is working in a team
environment and the ability to work well with large and small groups of people. One
thing that we talked about that was interesting is that he feels as though he is the exact
opposite of me. He has a very different job as I do working in a small mechanic shop of
four people so team work and a few other mentions are not day to day things for him
causing him to be less comfortable with the ideas. 
 
Question 2
With respect to your  "Top 5 Skills" (on Page 1 of the report) and "Your Skills" results (on
Page 8 of the report):

What were your strongest skills?

What skills were most in need of development?

How did your perceptions of your skills differ from (or align with) the Indigo Assessment
results?  Provide some evidence / examples from your life that support your
perspective.
How might you leverage your strongest skills in an organizational setting? 

Pick one of your lowest skill ratings (in the bottom 5) from the report that you would like
to develop.  What skill did you select?  Which of your top skills could be employed to
help you improve the "lower-end" skill you identified?  Devise a brief goal and action plan
to make that happen.
Your Answer:

My strongest skills are Presenting and Teamwork.

My skills needing the most development are written communication. 

I feel as though my top five skills are very accurate I enjoy and excel at what is listed. My
lowest five are a different subject. Although I do believe I could always work on my
written communication my other mentions are things like Leadership, Conflict
Management and Creativity . These are things I believe are not my highest but definitely
not my lowest. I pride myself on being a strong leader and be able to manage conflict
with creative solutions so this was a surprise to me. 

My strongest skill, presenting, can be used in many organizational settings. Right now I
present information in lecture, brief and planning styles on a daily basis in my
organization. In my opinion presentations in this way is the best way to work through
event planning and decision making endeavors. 

My lowest ranking skill, written communication, is something I consistently try to work

on. This is a struggle I have always had throughout my professional and academic time.
The skill I use to help myself develop this strength will be Goal Orientation. I intend to
set a goal to work through my struggles and get better with every written assignment I
take on. One way I am currently doing this is going back through after I have completed
an assignment and re-read the information. This has helped me catch simple spelling
errors and grammatical issues.  
 
Question 3
With respect to the "What Motivates You" section of the Indigo Assessment (Page 6 of
the report):

Discuss your results with respect to the motivators and the extent to which you believe
the Indigo Assessment successfully surfaced these deep-seated values. 

What might these motivators mean in terms of the kinds of environments in which you
excel (at home and at work or school)?
With respect to working with others, describe your preferred environment, and how a
team might be structured to help you excel.
Your Answer:

My results where highest in Theoretical and lowest in Traditional. It opened some doors
into my values. As a high school drop out I never would have thought my highest
motivator would be education and knowledge. I do strive to learn and be a well rounded
individual so seeing it on paper just helps solidify it for me. 

I believe I have a high drive to learn and desire new knowledge but I was surprised at
how high this was evaluated at. I was also surprised at how low my tradition level was
at with my current career in the military. Tradition and how things have been done
historically is the basic lifeline of military life and values. Having such a low score
seems as though I will struggle in the future when it comes my time to be a higher
leader and mentoring and building new individuals as they come up in ranks. 

With a theoretical motivator I believe working in a team will help me gain insight into
others and how they work and perceive things. Having a willingness to learn also means
I have the willingness to listen to what my teammates have to say.

 
 
Question 4
According to the assessment, what was your DISC score?   

D = 

I = 

S = 

C = 

To what extent do you believe the instrument accurately captured your behavioral style
preferences? 
Your Answer:

D=59

I=88

S=65

C=7
I believe this captured my behavior preference well according to my personal opinion
and many of the other assessments we have taken over the course. Having a high
Influencing score is associated with people who are outgoing, interact well with others
and are enthusiastic. 
 
Question 5
Provide some examples of your workplace behaviors, interactions, and preferences - and
how those interactions and preferences relate to your DISC style.
Your Answer:

In the work place I enjoy meeting new people, attending functions and other events to
get to know my coworkers. I do not do well when I am isolated from others or have to
work in an individual capacity. I can become very careless and lose site of details as I
become engaged in socializing. I do not respond to emails well as I rather talk face-to-
face which causes me to miss important information or lose track of tasks. My low
score in compliance is also apparent in my work life as I negate things that demand I
follow a strict regiment or checklist. I want to be able to have something to work off of
be be able to work in my own way. 
 
Question 6
By analyzing the DISC style patterns and groupings, what did you learn about your DISC
style, beyond what you initially learned by taking the instrument alone?   
Your Answer:

I learned that it isnt just me who struggles with the finer details. I understand now that
since I am a fast mover and fast talker those finer details just tend to slip through the
cracks and its just something I have to work on to get better. I can see where I can be
both an I and D type personality with my over the top personality and I can tone it down
to work with all behavior types. My low I score is something I should work on as it has
some value added to its model but was something I knew I had a weakness in.  I also
see how all of these can help make a team stronger and everyones opinion is
important. 
 
Question 7
Discuss your results on this instrument with someone close to you (loved one, friend, or
trusted colleague).  What is their impression of the accuracy of the instrument with
respect to your behavioral tendencies?
Your Answer:
I discussed my results with my husband. He found my low score of 7 in compliance
amusing. He says I am the kind of person that if I am told to do something, I
immediately will not do it, wether I was going to or not. I also have very low attention to
detail unless it comes to socializing or people. I cant remember to go back and check
my emails and ensure dates are correct but, I can tell you about my neighbor's five dogs
and their kids birthdays. He beleives this was an accurate depiction of my behavioral
tendencies. 
 
Question 8
With respect to what you learned about your DISC tendencies, skills, and motivators, what
are your greatest behavioral strengths?  How can you capitalize on these strengths?

 
Your Answer:

My greatest behavioral strengths are my abilities to communicate with others and work
well with anyone. I have the strong ability to engage and be personable. My outgoing
personality attracts others to work with me and join whatever I am doing. I am
comfortable in almost all social situations giving me the ability to gain confidence in
those around me and have a trusting relationship.  I can capitalize this social ability with
being consistent and efficient to get the best results from people I can. This helps
create new products meet timelines, engage others to participate, bring new ideas to
the table. When others feel empowered by a strong, enthusiastic person, they feel as
though they can speak their minds as well in a open environment. 
 
Question 9
With respect to what you learned about your DISC tendencies, what behaviors do you
need to control?  What’s your plan for controlling these behaviors?

 
Your Answer:

I need to control my socializing. Although it is a great attribute to have in an

organization it is also a time vampire. When I have tasks I tend to wander off and
engage in conversation when I need to be completing tasks and meeting timelines. I
also need to work on my attention to detail and ensuring everything is completed well
and on time. I can tend to be careless with things I do not find interesting or push them
off to other individuals. Sitting down and creating new goals for myself to meet these
uncontrollable behaviors will help me become a more effective worker. 
 
Question 10
What drives you up a wall?  How can others avoid these things in your relationship with
them?  How can others work more effectively with you?

 
Your Answer:

My biggest work pet peeve or something that "drives me up the wall" is when people are
condescending. I do not believe that is an appropriate way to talk to anyone. All this
behavior does is shut people down, create and environment of self-consciousness and
doubt which leads to less effective workers and unhappiness. The best way to work
with me is be respectful and honest. If someone does not want to talk to me I
understand I can really be a drain on someones time if they let me, but do not talk to
down to me like I am incompetent or stupid. 
 
Question 11
Consider someone who you want to communicate more effectively with:

What behaviors are most often observed in this person?  What is this person’s highest
DiSC tendency (based on your DISCette analysis)?

What behaviors are rarely observed?  What is this person’s lowest DiSC tendency (based
on your DISCette analysis)?

 
Your Answer:

I struggle with individuals who are very stuck in their ways and do not want to see a new
perspective. I believe this would be someone with high C scores or who has a high
traditional motivator. These individuals reject change and cannot see something from
someone else view to engage in new ways of thinking or stray away from the 'rules'.
This can cause a team to get stuck or limit their views in a solution because the though
of exploration is scary. 

I would struggle with someone who may have a low I score, but at the same time I also
can work with them if they are willing to participate in a team setting. If they refused to
be involved and ride the coat tails of others I would have a problem with this as I believe
the best ways to collaborate is with everyone. 
 
Question 12
Consider someone who you want to communicate more effectively with:

How can you work most effectively with this person?  What can you do, just a little
differently, in order to have a more effective  working relationship?

What drives this person  up  a wall?  How can you avoid this in your relationship?   

How will you apply these strategies?

Your Answer:

I can communicate with this person more effectively by getting an idea of why they
work the way they do. what was done in the past does not always have to be wrong and
can lead to process improvement in the future. Having a baseline understanding that
some people just enjoy working the way that they do and have a way of doing thinks is
ok. 

What drives this person up the wall is my questioning of everything. I do not intend to
question him as a person or his ability to do things, I am questioning WHY he does it
that way to better understand the process. I have learned already that I need a better
way of communicating my intentions. When I slow down and ask the right questions I
get better answers and the other person does not feel as though they need to be
defensive. I also need to make sure they feel as though they are an important part of the
team. 

I can apply these strategies by ensuring I have an understanding of what they are doing
before questioning the action. Working off historical data is fine and using a baseline is
fine if its working. I do not need to always re invent the wheel and this person is the best
person to tell me this when I get to far ahead of myself. 
 
Question 13
Consider someone who you want to communicate more effectively with:

How will you apply these strategies?  Consider an upcoming interaction that you know
you will have with someone important to you - ideally, a "high stakes" kind of
communication where you really want to communicate well.  Consider your own DISC
style.  Consider the most likely DISC style of the person you will be communicating with. 
Consider the tips on how to work most effectively with people of different DISC styles...

Briefly describe the opportunity to practice "DISC style flexing" and the strategies you will
use when you engage this person.   

BONUS:  If it works really well, email me and let me know the details!
Your Answer:
I will have an interaction with someone tomorrow who works in a very different way then
I do. This person may not be important to me personally but he his important in the
success of my product which makes my interactions with him "high stakes". He has to
come in a quality check my work progress with some people on his team. He is a very
low I and high in D, which means he does not get involved in conversation and can often
come off condescending. I am very talkative and enjoy asking questions and learning
what I can from someone who has been around for awhile. To say the least our meeting
do not go well. I will take this into consideration and try not to force the meeting to be a
social hour. I believe by reducing my talking, double checking my work for detail errors,
and letting him lead any conversation that may happen may make the interaction more
productive. 

Survey Score: 20 out of 20
PreviousNext