amel suhardi

March 25, 2016

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

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The DISC Index Executive Summary

Natural and Adaptive Styles Comparison

100
90
80
70
60
50
40
30
20
amel suhardi

10
0

67 / 42

46 / 39

39 / 32

88 / 74

Natural Style:

Adaptive Style:

The natural style is how you behave when you are

The adaptive style is how you behave when you feel

being most natural. It is your basic style and the

you are being observed or how you behave when

one you adopt when you are being authentic and

you are aware of your behavior. This style is less

true to yourself. It is also the style that you revert

natural and less authentic for you or your true

to when under stress or pressure. Behaving in this

tendencies and preferences. When forced to adapt

style, however, reduces your stress and tension and

to this style for too long you may become stressed

is comforting. When authentic to this style you will

and less effective.

maximize your true potential more effectively.

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The DISC Index Introduction

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

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

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This report includes:

The DISC Index Four Components of Behavior

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
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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each of the DISC elements are separated and developed as pure entities of themselves. This can serve

The DISC Index Four Components of Behavior

A closer look at the four components of your behavioral style

Decisive

Interactive

Stabilizing

Cautious

Problems:

People:

Pace:

Procedures:

How you tend to pace

things in your
environment

Your preference for

established protocol/
standards

How you tend to

How you tend to interact
approach problems and with others and share
makes decisions
opinions

High I

High S

High C

Demanding

Gregarious

Patient

Cautious

Driving

Persuasive

Predictable

Perfectionist

Forceful

Inspiring

Passive

Systematic

Daring

Enthusiastic

Complacent

Careful

Determined

Sociable

Stable

Analytical

Competitive

Poised

Consistent

Orderly

Responsible

Charming

Steady

Neat

Inquisitive

Convincing

Outgoing

Balanced

Conservative

Reflective

Restless

Independent

Mild

Matter-of-fact

Active

Rebellious

Agreeable

Withdrawn

Spontaneous

Careless

Unobtrusive

Aloof

Impetuous

Defiant

Low D

Low I

Low S

Low C

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High D

The DISC Index Four Components of Behavior

amel suhardi

Copyright 2016 Innermetrix Incorporated All rights reserved

The DISC Index Four Components of Behavior

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.

Natural

100
90
80

67 / Adaptive 42

Your score shows a moderately high score on the 'D' spectrum. The
comments below highlight some of the traits specific to just your
unique score.

70
60
50
40
30
20

When confronted with dissenting opinions, you can alienate

others who don't agree with you.
You tend to be very direct and forthright in communicating with
others.
You are adventuresome in trying new ideas and innovations.
You tend to be very decisive about problems, options, and new
directions to take.
The higher the stress, the less you are likely to hear and the more
you are likely to act or command.
Your decision-making style is a rapid and straight-forward one.

10
0

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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.

The DISC Index Four Components of Behavior

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.

Natural

100
90
80

46 / Adaptive 39

Your score shows a low average score on the 'I' spectrum. The
comments below highlight some of the traits specific to just your
unique score.

70
60
50
40
30
20

Expressing more enthusiasm might help you connect with

others more.
You are able to balance working alone and working in a group
very easily.
You tend to be slightly more reflective than talkative.
You are able to persuade others in a convincing manner when
necessary.
Your amicable approach means you may be hard to really "read."
You like a balance of working alone and working with a team.

10
0

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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.

The DISC Index Four Components of Behavior

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.

Natural

100
90
80

39 / Adaptive 32

Your score shows a low average score on the 'S' spectrum. The
comments below highlight some of the traits specific to just your
unique score.

70
60

50
40
30
20
10

You work well in a variety of environments and on a wide

selection or projects or tasks.
Change is fine with you as long as it is needed.
You respect the established ways, but are open to change when
it is deemed necessary.
You prefer a faster paced environment, but one that is not frantic
or chaotic.
Unexpected events don't drive you crazy. They can be something
of a welcomed change.
You are comfortable acting alone to determine the best course
of action.

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amel suhardi

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.

The DISC Index Four Components of Behavior

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.

90
80

88 / Adaptive 74

Your score shows a very high score on the 'C' spectrum. The
comments below highlight some of the traits specific to just your
unique score.

70
60

50

40

30
20
10

You possess excellent critical thinking and problem-solving

ability.
You are very systematic and like to analyze details to accomplish
a process correctly.
You like things to be done the "right" way according to standard
operating procedure.
You are a bottom-line oriented person who dislikes fluff and just
wants the facts and data.
You prefer to have the complete picture before beginning with
any task or process.
You are known as an accurate fact-finder by others.

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10

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Natural

100

The DISC Index Natural Style Pattern Overview

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:
Becomes bored with routine work and seeks new problems to solve.
Handles assertive and aggressive people with a manner of blunt or critical response. All four scores:
High D and C, and Lower I and S preferences allow for this firm response.
A drive toward aggression and assertiveness is softened a bit by an internal sensitivity. Decisiveness,
quick thinking, and rapid reaction time are met with some hesitation due to a desire to investigate

the High D and C combination, plus the Lower I and S combinations.

Brings a future-oriented awareness to problems and solutions.
Develops new systems and procedures to increase efficiency or quality control.
Shows dominance in many new situations, and an ability to quickly analyze the facts.
Enjoys developing unusual responses or new ideas or solutions to existing problems.
Two somewhat opposing drives emerge: The drive for quick, visible results coupled with an equal
drive for high quality control. In an ideal world both can be accomplished simultaneously. However,
in reality, sometimes these two drives are very difficult to achieve. (We may achieve one at the
expense of the other.) The High D and High C traits account for this.

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11

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all facets of a problem and all potential solutions before making a final decision. This emerges from

The DISC Index Adaptive Style Pattern Overview

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:
Sees the need to move quickly, but also the importance of analyzing facts and data before deciding.
On the job you are motivated to develop procedures that are successful in maintaining a systematic
methodology, even in the midst of complex inter-related tasks.
Sets an example for others in being systematic and logical in developing procedures.
Motivated to maintain emotions in a cool, calm, collected, and controlled manner. This is contributed
by the High C and Low I preferences.
amel suhardi

On the job, may tend to align with others who show equally high quality control.
Highly aware of the dangers of making mistakes through hasty decisions.
You show an excellent questioning style in order to get into the details of an issue.
Demonstrates to others the completion of projects with a high degree of precision and accuracy,
and expects the same from them.

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12

The DISC Index Ideas for Being More Effective

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:
Ask for more input from others.
Verbalize your thoughts more and include others in the decision-making process more.
Resisting the need for total perfection every time, squeezing the trigger faster.
Being more open to change.
Realizing that your desire for constant high quality work may slow your high-pressure decisionmaking time.
amel suhardi

Time where you can work uninterrupted when necessary.

Showing a bit more warmth and sincerity towards others.
Trusting that others can deliver with competence and high standards.

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13

The DISC Index Ideas for Staying More Motivated

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:
To be included as a part of the work group in social functions.
Detailed examples and specific information about suggested changes to be made in processes that
may have an impact on quality.
Security in knowing that the products and services are of highest quality.
Standard operating procedures that can support a quality initiative without being changed
dramatically.
Work tasks of a highly specialized nature to support your natural curiosity and detail orientation.
Quality control standard that are adhered to by all members of the organization, not just by a few

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.

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amel suhardi

people.

The DISC Index Strength-based Insights

Each behavioral style contains certain unique strengths as a result of how your four behavioral dimensions
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:
Maintains a high sense of urgency: The clock is ticking.
A very creative thinker and innovator.
Strong agent of change.
Able to make decisions with the bottom-line in mind.
Provides hard work and heavy mind-share into creating the best possible answers to questions or
problems.
Able to use imagination and calculated risk-taking in ways to create new solutions to problems, or

Able to consider many alternatives, theories, and possibilities as you approach new problems to solve.
Maintains a strong business focus on problems, ideas, and solutions.

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amel suhardi

new systems for success.

The DISC Index Ideal Job/Climate

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:
A work group providing close relationships with a small group of associates, rather than superficial
relationships with a large group of people.
Freedom from intense time-pressured decisions.
Standard, accepted operating procedures that support the more complex processes.
Time to reflect and think about the pros and cons of solutions.
Activities that can be monitored from beginning to end.
Complete explanations of areas of responsibility and control.
Quality standards in which to support and maintain.

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amel suhardi

Security in the work setting to maintain high quality control standards.

16

The DISC Index Areas for Continual Improvement

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:
Appear somewhat abrupt and blunt toward others without being aware of it.
Be somewhat cool and aloof at times.
Vacillate too much between decisions due to the need to re-examine evidence, or even the chance
that new evidence may come in.

Not share your ideas with others on the team enough.

Work in a rapid burst for a while, followed by periods of re-examination or quiet reflection, which
can cause delays.
Place "all" items on the to-do list as priority number one.
Get stuck in a loop between wanting to get it done quickly, but also perfectly.

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17

amel suhardi

Have a high need for perfection that may hamper your satisfaction until it is reached.

The DISC Index Preferred Training and Learning Style

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:
Helps group create new concepts and models of ideas.
Shows authority by using rewards and punishments.
Leads group by inspiring each to be the best.
Bottom-line orientation to preparing participants for skills they will need.
Leads through factual persuasion.
Presents in a decisive, authoritative manner.
amel suhardi

Demonstrates a no-nonsense style, and a high sense of urgency to cover the content.

How you prefer to receive knowledge or learn:

Prefers the concrete rather than the abstract.
More interested in ideas and content than in people.
Will structure own activities only with explicit goals and outcomes established.
High expectations of performance.
Develops own learning strategies.
Prefers traditional learning structure and activities.
Collects data and analyzes information.

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18

The DISC Index Communication Insights for Others

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 amel:
If you disagree with the direction, make an organized presentation of your position.
Provide options to express opinions and make some of the decisions.
Be clear in your explanations.
Stick to business matters only.
Make assurances that there won't be surprises.
amel suhardi

When disagreeing, take issue with the methods or procedures, not with the person.
When agreeing, support the ideas and potential results, not the person.

Things to avoid to effectively communicate with amel:

Don't use unreliable evidence or testimonials.
Avoid making guarantees and assurances when there is a risk in meeting them.
Don't forget or lose things necessary for the meeting or project.
Don't be sloppy or disorganized.
Don't provide special personal incentives.
Don't come in with a ready-made decision, unless you are ready to accept changes.
When disagreeing, don't let it reflect on others personally.

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19

The DISC Index Relevance Section

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?
amel suhardi

___________________________________________________________________________________________________________
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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20

The DISC Index Relevance Section

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?
amel suhardi

___________________________________________________________________________________________________________
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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21

The DISC Index Relevance Section

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)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________

Overall, how could your unique behavioral style get in the way of your success? (cite specific examples)
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________
___________________________________________________________________________________________________________

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Limiting Success: