Assessing and Analyzing Your Personality with the Indigo/TriMetrix DNA Assessment

Sara Gabrielle Leal Ribeiro (2239809)

University Canada West

HRMT 622-17 – Talent Management

Ashli Komaryk

October 14, 2023

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Introduction

The Indigo/TriMetrix DNA is an assessment designed to identify a person’s personality

traits and behaviours, communication styles, strengths and weaknesses, and skills. Describe how

they behave and why they behave the way they do. This assessment examines the motivators that

lead one to demonstrate the competencies required at their job, and Indigo uses the DISC

personality models to make these identifications.

It provides three perspectives to help understand people. One is how a person prefers to

behave and communicate with others; the second is why they move into action that way; and the

third is which competencies they have mastered (TriMetrix® DNA, n.d.).

In this report, I will share the findings of my Indigo/TriMetrix DNA assessment and what

it displayed about me. The purpose will not rely only upon showing the results but also on

exploring the implications of this self-awareness and possibilities to improve my performance.

This report is structured into three parts, each contributing to a deeper understanding of the

assessment's results and their significance in my personal and professional life.

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Part One

DISC Personality - Behavior

One of the components of the Indigo/TriMetrix assessment is the DISC Personality

Model. It uses four basic styles: Dominance, Influencing, Steadiness and Compliance.

The predominant style in my personality is the Compliance style, followed by the

Steadiness style, which shows that I am naturally concerned with quality and tend to take

responsibility for the final product. I am cautious and value the rules and those who

comply with them. With steadiness and deliberation, I will always seek a change if it makes

meaningful sense and resist it if it is just for making a change; in this case, I can resist the

change.

As I possess lower scores on Dominance, I tend to be cooperative and agreeable,

showing my desire to help others and seek the

Note. Result of my DISC Personality
Behavior. High C’s tend to be greater good over personal. I also scored low on the
systematic, cautious and detail
oriented. Indigo Assessment. Influence style, reflected in my ability to listen and
Copyright 1006-2023 by TTI Success
Insights LTD. my reserved personality since I don’t tend to share

much about myself if it is not asked.

Driving Forces and Motivators

My primary driver forcers are Instinctive, Structured, Collaborative and Altruistic.

My assessment results reveal that I am action-oriented and tend to take practical steps to

deal with a problem. I also feel comfortable with starting projects before long and exhaustive

research. I enjoy a summary other than a full version and only need a few details in an
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explanation. I maintain high standards when evaluating others and believe everyone should

follow established rules. I do not desire public recognition when completing a task or a project.

I am generous with using my time and resources to help others in need, especially since a

team's success is more valuable to me than individual success. I am inclined to help others

around me, even if it is not my topic of preference, to achieve the overall objectives and to

pursue a harmonious environment.

In a workplace environment, I often try to help the whole team achieve the desired result

and seek the entire team's success, with no intention of getting any attention to myself. While

pursuing my Psychology degree in Brazil, I had an internship program in a Secondary Public

School where we were assigned a team, and I was the team leader. We had to perform group

counselling, and at the end of the internship, we had to provide a detailed assignment on how

everything was conducted and how the students could benefit from the program. The main

problem we observed was the absence of a particular group of students, and we focused on

improving their attendance and grades. After six months of the project, we achieved our goal,

and their professors praised this group. The success of this project was only possible for the team

effort rather than for my influence as a leader. Even if sometimes we did not agree on the tasks,

we all worked together, supporting each other and walking together towards our success in the

course and the success of the students we were working with.

Skills

The primary skills I possess are problem-solving and decision-making.

- Problem-Solving: I anticipate and can solve problems without obstacles using

logical processes to analyze them. I can easily define the cause and effects of each issue, which
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is the first step in the direction of the solution without jumping on it without understanding and

planning it.

- Decision-Making: This skill allows me to analyze the aspects of each situation

and make consistent decisions. I only need a little time to make an appropriate decision, even

though I explore and look at all the background aspects of a situation and the information before

making the decision needed.

In my experience, both in the workplace and in my personal life, I think about all the pros

and cons of every problem we face and think logically to provide solutions. One example is

when, in an internship at a Bank back in Brazil, the sector I worked at met a challenging situation

as the Bank provided loans for small companies. These companies usually only apply for the

loan with a Business Plan or structured information about their business. As I started working in

this sector to gather all the information the Bank needed, I suggested that we make a sample

Business Plan to send to these companies to help them organize the nature of their business

before applying to avoid a negative response. In a few days, the project was presented and

approved by the sector leaders. We started to send this sample to all the appliers to facilitate both

the Bank’s work and the small businesses that needed loans to expand their business.
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Part Two

Impact of These Traits on My Career

I aim to become a successful Human Resources (HR) leader. After observing my

personality traits, driving forces and skills, I realized that they align well with my goal position.

One of the aspects of my personality is the Compliance Style, which the Steadiness

complements. The combination of these characteristics displays a natural concern for quality and

responsibility for the final product in the projects. The ability to solve problems and make clear

decisions are also fundamental for the Human Resources leadership position as they allow me to

define the causes and effects of the issue and address the best solution for them. The

collaborative and altruistic driving forces I possess are also crucial for this position since I seek

the group’s success and not public recognition. Human Resources professionals must value

teamwork and employee well-being, making it essential to maintain a harmonious environment

in the workplace.

To become a more effective Human Resources leader, many areas need my attention and

improvement, such as the lower score in Influence and Dominance. As a Human Resources

leader, I must be able to communicate and influence those around me in the company, and the

Dominance style can be helpful in any leadership position.

Seeking greater adaptability may also be essential since I sometimes resist change if I

don’t see it making perfect sense. As a field in constant development, adaptability is crucial for

organizational growth. Another skill I must improve is my communication skills. With a low

score on Influence, I tend to be more of a listener and behave more reserved. For my desired

position, communication is an indispensable skill, as most of the job is to build positive

relationships within the work environment, and it can impact the performance of the position.
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Even though I do not seek public rewards, to achieve my goal in this position, I must

learn to accept feedback, and recognition can be a great source of motivation and affirmation,

promoting personal and professional growth.

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Part Three

Action Plan – SMART Goal Based

I will use the SMART Goals (Specific, Measurable, Achievable, Relevant and Time-

bound) model to create an action plan to improve my skills for my desired career. This model

consists of an acronym that will help me create defined and achievable goals. The main objective

is to improve my communication skills, which is a characteristic that I see as the one I need

most.

- SMART Goal for Improving Communication Skills:

Specific: Improve my communication skills by focusing on active listening and effective

written communication and attend workshops within the next three months.

Measurable: Complete the workshop successfully, use the certificate to confirm the

achievement, and measure progress by seeking feedback from superiors and peers to ensure I am

in the right way.

Achievable: Since I will see my coworkers daily, the workshops do not require financial

investment, and the learning resources are available and easily found, my goal is realistically

achievable.

Relevant: This improvement is highly suitable for my professional growth and will make

my position of desire more effective.

Time-bound: Over the next six months, I will spend at least twenty minutes practicing

active listening and improving my communication skills daily. By the end of the six months, I

will be a better communicative person in my workplace and closer to my goal and dream career.
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Conclusion

In conclusion, my DISC personality traits, skills and driving forces align with my career

goal. My Compliance and Steadiness styles combined clarify my qualities, such as responsibility,

problem-solving and decision-making, which are essential for a Human Resources position. In

addition, my collaborative and altruistic driving forces highlight the importance of teamwork and

group overall success. Also, this assessment helped me realize what skills require improvement

and how to succeed in them.

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References

DISC Theory and DISC Personality Traits. (2019). Discinsights.com.

https://discinsights.com/disc-theory.

Indigo. (2021, July 22). Basics: DISC. Indigo Education Company.

https://indigoeducationcompany.com/basics-disc/.

Indigo. (2023). Indigo Assessment - Sara Gabrielle Leal Ribeiro. In TTI Success Insights.

https://files.ttisurvey.ca/files/01HCP8P77877WNMX8B7F3611VQ/Leal_Ribeiro_Sara_

Gabrielle_IndigoMeP25_4648525usCOLE-620.pdf?wait=25.

Mind Tools. (2022). SMART Goals. Mind Tools. https://www.mindtools.com/a4wo118/smart-

goals

Morris, S. (2018, July 12). 3,000 Reasons Why TriMetrix Is My Assessment of Choice.
Blog.ttisi.com. https://blog.ttisi.com/3000-reasons-why-trimetrix-is-my-assessment-of-
choice.

‌TriMetrix® HD. (n.d.). Www.ttisuccessinsights.com.au.

https://www.ttisuccessinsights.com.au/profiling-tools/trimetrix-hd#:~:text=TriMetrix
%C2%AE%20HD%20is%20a.

University of California. (2017). SMART goals: A how-to guide. https://www.ucop.edu/local-

human-resources/_files/performance-appraisal/How%20to%20write%20SMART
%20Goals%20v2.pdf

Zenger, J., & Folkman, J. (2015, August 17). What Separates Great HR Leaders from the Rest.
Harvard Business Review. https://hbr.org/2015/08/what-separates-great-hr-leaders-from-
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