A Discus Sample Report
Ms Ellen ChavezPrepared by axiomsoftware.com
Candidate analysed on Sat 25 March 2017
About This Report
DISC Profile Series
The Internal Profile reflects the candidate's true motivations and desires. This is the type of behaviour that often appears outside a working environment, or when an individual is placed under pressure.
The External Profile describes the candidate's perception of the type of behaviour they should ideally project. This shape usually represents the type of behaviour that an individual will try to adopt at work.
In reality, candidates will usually act in ways consistent with elements from both profiles. The Summary Profile is a combination of the other two graph shapes, describing a person's likely normal behaviour.
The Shift Pattern graph shows the changes between the candidate's Internal and External Profiles, and so highlights the adaptations the candidate is making to their character.
Planning Analyst: Receptive and Controlled
A behavioural style that combines control and receptiveness, relating to Compliance in DISC terms, can be described as an Analyst. People of this kind are structured, organised individuals who tend to follow the rules whenever they can. They are interested in precision and order.
These are traits common throughout Ellen's profile, suggesting that they are often seen in her behaviour, and are also likely to influence her attitudes. Ellen's profile indicates the following permanent traits:
- Technical Potential
These are traits that Ellen seems to feel are appropriate to her current working conditions, and so is emphasising in her behaviour. Transient traits, as their name suggests, tend to represent short-term adaptations. Ellen's profile does not indicate any traits of this kind.
These are traits that are native to Ellen's personal style, but that she does not seem to feel are appropriate to her current working conditions. These traits are likely to appear from time to time, for example under pressurised conditions. Ellen's profile indicates the following potential traits:
These are traits that are not normally seen in any aspect of Ellen's behaviour. Though these types of behaviour are not completely absent from Ellen's style, it will be relatively unusual to see her follow these patterns of behaviour. Ellen's profile indicates the following inactive traits:
- Social Orientation
Profile Tension shows the extent to which Ellen feels the need to adapt her style to her current working conditions. This tension may result in negative, pressurising effects under certain conditions, especially if Ellen's style is not suited to making adaptations of this kind. The diagram below shows Ellen's current Profile Tension, and estimates her adaptability for comparison purposes. Also shown is the most significant probable cause of any adaptation, where applicable.
No significant Profile Tension detected.
Ellen prefers to work with in co-operation with other people, in a mutual supportive and democratic environment. She dislikes conflict and risk, to the extent that she will often be ready to defer to others rather than become involved in a dispute, or put herself in an uncertain situation. This cautious approach extends into other areas of life. For example, she will not feel fully prepared unless she has access to complete information on a subject, and will rarely act until she can be sure of the consequences. Ellen's preference will therefore be to work in a structured environment, especially one in which the structure is understandable and reasonable.
The following keynotes summarise some of the most important aspects of Ellen's personal style:
Although there are few changes of significance between Ellen's more natural approach and that which she displays at work, there is a small modification that may be of relevance. This relates to the level of assertiveness and directness that she feels is appropriate to employ in her working life, a level somewhat lower than that which she might more generally be expected to show. This kind of shift often relates to a person feeling that she does not have the freedom to act as independently in their work as they might prefer.
Ellen is a cautious and conscientious type of person, who makes an effort to ensure that her work is accurate and detailed. As a person who is naturally concerned with quality of results, she sets herself high standards, and is ready to exert herself to achieve these. There is also a cooperative, group-oriented aspect to her style - she works effectively within a team, and is usually able to integrate her own aims with those of the team as a whole.
Ellen's effectiveness in some situations may be hampered by her relative lack of confidence and assertiveness. She dislikes risk, and can be reluctant to make a decision if there is any doubt about the outcome. For similar reasons, she will tend to avoid committing herself independently to a course of action, preferring instead to look for approval from her manager or work colleagues.
The caution and reserve inherent in her approach largely determine her mode of communication: her comments will usually be carefully considered, and she will rarely accept other people's statements or comments purely on face value.
Ellen is not particularly assertive in style, and so while she gives careful consideration to others' positions, she will often be less ready to state her own views, especially if she feels that they will not be well received.
Making a thoroughly researched and rationally based decision is important to Ellen, and she will take time to consult interested parties, investigate facts and analyse contingencies in an effort to ensure that she comes to the best-supported conclusion possible. Ellen tends to avoid taking risks where she can, and in terms of decision making this means that she will rarely decide on a course of action that might include an element of chance.
Ellen is a capable and precise planner and organiser, who will take care to gather appropriate facts and analyse conditions carefully. She values others' input (particularly in terms of the information and advice they can offer), and is concerned to check her conclusions before committing herself.
Ellen needs to be feel sure of her position before she can act with any confidence. If finds it uncomfortable to be in doubt about the conditions governing her position, or the possible consequences of her actions. For this reason, she values detailed, explicit information from those around her and a clear expression of what is expected of her. Her most motivating working conditions will provide her with a clear structure and access to support.
Very much a democratic manager, Ellen values the support and advice in her own work, and so will often see management in the same terms. Her naturally reserved and unassertive approach means that she will rarely attempt to demonstrate her authority directly. Instead, she will prefer to build a relationship with her team based on her demonstrated capabilities and supportive attitude within a structured and organised team.
Ellen is likely to benefit from management support with regard to practical, work-related issues. She will want, ideally, to be able to confirm her intended actions with her manager before putting them into practice, and to ensure that she has approval in cases where more confident styles would simply act. This behaviour stems from her cautious nature - she has a strong aversion to making mistakes, and will almost never take a risk. Her manager's role will be to either provide her with the confirmation she requires or, where this is impractical, give her clear guidelines within which to work.
Ellen is a person who concentrates on facts, detail and methods of organisation. In a management position, then, she will tend to rely on planning, monitoring and reporting. People like Ellen tend to have an affinity with structure, and as such she can be expected to manage in a structured and methodical way, setting out established working procedures for her team and expecting them to follow the guidelines she puts in place. None of this should be taken to suggest that she is unreceptive to others' views - far from it, she is likely to run the team in a very democratic manner, and will take suggests from others seriously.
Ellen's effectiveness in a management position will depend largely on the compliance of the members of her team. She is not a particularly assertive person, and should a challenge to her authority develop within her team, she will find it difficult to deal with in a direct manner. In situations like this, she is likely to appeal to her own management, where possible, for assistance.
Ellen might consider the following suggestions to develop her management style. The effectiveness of these suggestions will naturally depend on her current situation, and will need to be weighed accordingly. Taking this into account, Ellen might consider:
Selling is unlikely to be a key capability where Ellen is concerned, unless unusual circumstances apply. She is not motivated by success, nor is she an outgoing communicator. She has a notably passive nature, meaning that she tends to lack the drive to take risks or grasp opportunities. In addition, she prefers to work in controlled circumstances, and will find the unpredictable nature of the sales environment difficult. In common with most passive types, Ellen has a dislike of confrontation and will find it very difficult to display the self-assuredness and confidence necessary to work effectively in sales.
Ellen might consider the following suggestions to develop her sales style. The effectiveness of these suggestions will naturally depend on her current situation, and will need to be weighed accordingly. Taking this into account, Ellen might consider:
From a service perspective, there are various features of Ellen's style that recommend themselves. She is cooperative and compliant, generally ready to assist others, and she prefers to work within established practices where she can. She is, however, notably non-assertive in style, so that she will tend to find it more difficult than most types to interact effectively with customers. If she is able to adapt her rather reserved and inexpressive style to communicate more easily with others, she should be relatively effective in a service environment.
Ellen might consider the following suggestions to develop her approach to service and support work. The effectiveness of these suggestions will naturally depend on her current situation, and will need to be weighed accordingly. Taking this into account, Ellen might consider:
Ellen possesses many strengths that will help her to work well in a technical role. She is systematic, precise and detailed, and she understands the importance of working accurately, and following established guidlines. She is capable of taking time to understand and develop complex systems, but she is not so persistent that she is unable to adapt to a more urgent time-scale, at least on an occasional basis. Ellen is concerned with the quality of her work, and will want to test and check her results carefully wherever possible.
Ellen might consider the following suggestions to develop her approach to technical work. The effectiveness of these suggestions will naturally depend on her current situation, and will need to be weighed accordingly. Taking this into account, Ellen might consider:
Exploring Positive Aspects of the Profile
Exploring Possible Training Needs in the Profile
The two features of Ellen's general style that will have the most impact on her choice of career are her passive style and her systematic approach to life. A person like her will be best suited to a career that does not impose pressure or the need to act dynamically, but gives scope for Ellen to apply her natural abilities. She would be particularly suited to work in a technical area, for example working with computer software or hardware, or as a technician in a more general sense.
Possessing a rather passive style means that Ellen tends to be slow to take the initiative in most situations, and the forming of relationships with work colleagues can be expected to feature among these. If she is to develop effective relations with those around her, then, she will tend to rely on others to help develop positive interactions. She is rather formal in style, too, and will tend to approach relationships on a more practical, factual level.
Ellen is not, by nature, a team player. He has a very demanding and domineering style, that is generally better suited to taking personal responsibility than integrating into a team. This is not to say that he cannot be effective in such a role - indeed, from a practical point of view he has one of the most efficient and commanding styles. As a highly independent type, though, he does not fit easily into a structured team environment. In such a situation, he will often work most effectively in some kind of leadership capacity.
Ellen is a person who likes to have a clear understanding of her working conditions and environment, and to feel able to predict how events are likely to develop. As such, a particular source of pressure, and often actual anxiety, is a lack of certainty and unpredictability. This sense of pressure, for example, will tend to appear where she needs to work in unfamiliar surroundings, and she can be expected to do her best to avoid working in such conditions.
As a rather passive type of person, Ellen will rarely work overtly towards her own goals, and indeed will more likely seek to work cooperatively with others. Nonetheless, individuals of her type often have long-term ambitions, or particular goals that they would hope to achieve, and if she feels that she is working positively towards these goals, she will naturally be rather more motivated to succeed than otherwise.
Textual Report Contents
Job Match: Accountant
This Specific Job Match analysis has been compiled in Recruitment mode, and is suitable for matching the candidate's behavioural style against a role different from that which they currently fill.
Strengths For This Job
- Attention to detail
- Readiness to trust others' abilities
- Tendency to check facts before acting
- Ability to work without others' approval
- Calm, patient style
- Reliability and consistency
- Respect for others
Probable Training Requirements
- Lack of technical ability
- Insufficiently objective
About This Job
Focused concentration and an ability to work with detailed and complex subject matter are key features of this role. An Accountant's general style will involve cautious, methodical work, usually in support of long-term projects. This is not a situation that will see many challenges to a candidate's position, but occasionally they may be called on to back up their position or respond to critical assessment.
This is a role that requires a strong commitment to accuracy. Mistakes can have significant repercussions, and an Accountant will need to expend time and energy carefully checking the quality of their work. Under normal circumstances, timescales are not a vital issue for an Accountant, and a candidate will have to be able to take time to produce reliable and effective results.
Consistent and Reliable Work
A candidate that can show a level of consistency in their work over the longer term will make an effective Accountant. The nature of this role means that a candidate will rarely see immediate or directly tangible results, and will need a faculty to derive satisfaction and motivation from the work itself. A systematic approach, and a willingness to work within a plan, are often features of a role of this kind.
Ability to Show Determination
Though this position will not commonly require a candidate to deal with more pressurised situations, there will be times when a more determined attitude will be helpful. For example, an Accountant may at times be asked to defend certain decisions, or support their work against alternatives. In these situations, an ability to show a level of assertiveness, though not critical to the day-to-day operation of the role, will be a distinct benefit.
Job Match Analysis
This Job Match analysis has been compiled in Recruitment mode, and is suitable for matching this candidate's behavioural style against roles other than that which they currently fill. It contains only Job Profiles from the Administration category.
The content of this sample is taken from an actual Discus report: this level of analysis is available from all Discus solutions (and some options will provide even more information). While the content shown is identical to a standard Discus report, please note that the report's appearance and layout will vary from product to product.
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