Answer & Explanation:Read the results of your completed DiSC® Platinum Rule® Assessment.Create a 1,050-word communication style self-assessment based on the results of your DiSC® assessment and your own reflections. Include the following in your assessment:Identify the different communication styles.Compare the different communication styles. What are the strengths and weaknesses of each?Discuss how understanding your personal communication style, and the communication style of your team members, helps you to be more effective as a project manager.Determine your primary and secondary communication styles.Discuss the communication style that presents the biggest challenges for you.Discuss the information on your DiSC assessment that was most surprising to you.Identify one way in which you will adapt your communication style to be more productive.Describe a real-life scenario in which you might apply this adaptation and how you will incorporate it into the situation.Format your assignment consistent with APA guidelines.



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Personalized Report for: ROBIN RICHARDS
Based upon The Platinum Rule®
Model of Behavioral Styles
By Dr. Tony Alessandra
University of Phoenix – – Page 1 of 28
Introduction to The DISC Platinum Rule Behavioral Style Assessment
– Your eGraph Results
– How to Read and Interpret Your eGraph
– Interpreting School Associate Observer Responses
– Interpreting Business Associate Observer Responses
– Interpreting The Entire Composite eGraph
– A Snapshot of Your Substyle
– Descriptions of the 16 Substyles
– An Overview of Your Primary Behavioral Style
– A Summary of the Cautious
– Cautiouss on the Job
– The Cautious’s Behavior and Needs under Stress
– How to Reduce Conflict
– Action Plans for Cautiouss
– Additional Resources and References
– Disclaimer
University of Phoenix – – Page 2 of 28
Congratulations on completing the DISC Platinum Rule® Behavioral Style Assessment.
Completing the Assessment could be one of the most important relationship building
decisions you will ever make.
With your personalized and comprehensive DISC Platinum Rule® Behavioral Style
Assessment, you have the tools to be successful. Your assessment will not only help you
become a better you, it will help you behave more maturely and productively by teaching
you how to focus on your goals instead of your fears. Then you can develop and use more
of your natural strengths, while recognizing, improving upon and modifying your limitations.
This report does not deal with values or judgments. Instead, it concentrates on your natural
tendencies that influence your behavior.
First, read through the entire report. The first part presents your eGraph results. Right after
taking your DISC Platinum Rule® Behavioral Style Assessment, you will only see your
results. As you invite others to complete the observer assessment, as they see you, more
and more plot points will appear on your eGraph. This first section of your report will also
cover how to read and interpret your eGraph results. It also includes a background section
on the classic Johari window concept plus a discussion of your personal “substyle” with brief
descriptions of all 16 DISC substyles.
The second part focuses on understanding your style characteristics at work, under stress,
etc., and offers strategies for increasing your personal effectiveness. Please note that
there is no ‘best’ style. Each style has its unique strengths and opportunities for continuing
improvement and growth. The strengths and weaknesses, and any behavioral descriptions
mentioned in this report, are tendencies only for your style group and may or may not
specifically apply to you personally.
The third part is to download the DISC eWorkbook by going to This section focuses on how to use the DISC
concept with others, from how to visually and verbally identify another person’s style to how
to adapt your behavior to “connect” with any of the four primary DISC styles. This last
section is the all important successful application of this concept in all of your interpersonal
Study the characteristics of your style and how it relates to others. Practice ‘reading’ the
signals others will send you and master it. Your success truly depends on the relationships
you build. Why not build them on a foundation of proven, reliable skills?
University of Phoenix – – Page 3 of 28
During your 30-day observer assessment period, the results of your observer assessments
will be compiled. You can see the results plotted on your customized eGraph. This report
helps you interpret the composite results of your observers and provides suggestions on
how to modify your behavior to have more effective relationships. It’s an important
component to the total DISC Platinum Rule® Behavioral Style Assessment because it truly
completes the 360-degree perspective initially promised to you.
Isn’t a simple Self-Assessment Report accurate enough? Yes, but only from your own point
of view. Quite often, the behaviors that are measured are more easily observed by others
than by oneself. You know, better than others, what your own thoughts and motives are.
However, others may be more accurate observers of your actual behavior… and it is
behavior that is intended to be measured here.
In professional and personal dealings with people, most of us experience conflicts from time
to time. We may not be able to put our fingers on the cause, but something about the
interaction is uncomfortable. Then too, there are those times when we first meet someone,
and after several minutes feel as if we have known them for many years.
When we “click” like this with people, we often call it chemistry, or say that we get “good
vibes” from that person. Our ability to develop and maintain chemistry with many different
kinds of people is crucial to professional and personal success.
The Platinum Rule recognizes that people are different, that others may not wish to be
treated the same way you do. Patterns that work for you may not work for them. In short,
The Platinum Rule allows for individual differences and preferences, and serves as a useful
guide for many relationship situations.
When your knowledge of behavioral styles is combined with the application of The Platinum
Rule™, you have an invaluable tool for creating better chemistry faster, more of the time, in
more of your relationships.
You’re encouraged to read through the entire DISC Platinum Rule Report. Study each
section to learn, practice, and reinforce your new skills.
You will learn two things:
1. Your Behavioral Style through the eyes of others
2. Your degree of self-awareness
You will know more about your self-awareness because you will be able to compare your
Self-Assessment with the Assessments of your observers and see how similar they are.
University of Phoenix – – Page 4 of 28
How did your self-perception compare to the observers’ perceptions? There are three
possible scenarios:
1. Most saw you the same
2. Most saw you differently
3. Some saw you the same while some saw you differently
The perceptions others have of our behaviors may or may not best describe who you really
are. It is simply a perception of behaviors you exhibit in a particular environment or
relationship. The good news is you are not your behaviors. With your new found information
on behavioral styles, you have choices to modify those behaviors if needed.
Studies have shown that the most effective people:
1. Know themselves
2. Know the needs or demands of the situation or relationship
3. Adapt their behaviors to meet those needs
Our behaviors are a very important part of the communication process. Suppose you tell
your child he/she is the most important thing in your life and yet you find little time to spend
with him/her. Or you tell your boss that you love your job and yet you are always late.
The goal of these assessments is to help you become aware of your behaviors and the
impact they can have on others. Then by practicing suggested behavior changes, you can
enhance the relationships that otherwise have been a strain.
If your observers saw you as a different Primary Behavioral Style and you want complete
information about that style, you can obtain by downloading the DISC eWorkbook at
So, before diving in, let’s briefly review the four DISC Primary Styles.
University of Phoenix – – Page 5 of 28
Historical, as well as contemporary, research reveals more than a dozen various models of
our behavioral differences, but many share one common thread: the grouping of behavior
into four categories. The Platinum Rule® focuses on patterns of external, observable
behaviors using scales of directness and openness that each style exhibits. Because we
can see and hear these external behaviors, it becomes much easier to ‘read’ people. This
model is simple, practical, and easy to remember and use.
As you read the descriptions of each style below, think about your new insights into your
preferences. You might prefer relationships to tasks, perhaps you act slower rather than
faster, or maybe you like to tell people what you think rather than keep it to yourself. Then
think about the people around you in the office or at school… what style do their behavioral
tendencies reflect? The following descriptions and adaptability guidelines will help you get
on the same wavelength with each of the four styles.
Keep in mind that no one style is better than another. Each has its’ own strengths and
weaknesses. Remember, however, strengths pushed to extremes can also become
weaknesses. Here’s a quick overview of the four behavioral styles and a brief description of
how extreme behaviors may be perceived by others.
University of Phoenix – – Page 6 of 28
Here are the four DISC Platinum Rule primary behavioral styles:
The Dominance Style (D Style): The Dominance Styles are driven by two governing needs: the
need to control and the need to achieve.
The D Styles are goal-oriented go-getters who are most comfortable when they are in charge of
people and situations. They want to accomplish many things now, so they focus on no-nonsense
approaches to bottom-line results.
The Dominance Styles seek expedience and are not afraid to bend the rules. They figure it is easier
to beg forgiveness than to ask permission.
The D Styles accept challenges, take authority, and plunge headfirst into solving problems. They
take charge in a crisis. They are fast-paced, task-oriented, and work quickly and impressively by
themselves, which means they become annoyed with delays. They are willing to challenge outdated
thinking and ideas.
The Interactive Style (I Style): The Interactive Styles are friendly, enthusiastic “party-animals” who
like to be where the action is. They thrive on the admiration, acknowledgment, and compliments that
come with being in the limelight.
The I Styles just want to have fun. They are more relationship-oriented than task-oriented. They
would rather “schmooze” with clients over lunch than work in the office.
The Interactive Style’s strengths are enthusiasm, charm, persuasiveness, and warmth. They are
gifted in people skills and communication skills with individuals as well as groups. They are great
influencers. They are idea-people and dreamers who excel at getting others excited about their
vision. They are optimists with an abundance of charisma.
These qualities help them influence people and build alliances to accomplish their goals.
University of Phoenix – – Page 7 of 28
The Steadiness Style (S Style): The Steadiness Styles are warm, supportive, and nurturing
individuals. They are the most people-oriented of the four styles.
The S Styles are excellent listeners, devoted friends, and loyal employees. Their relaxed disposition
makes them approachable and warm. They develop strong networks of people who are willing to be
mutually supportive and reliable.
The S Styles are excellent team players. The Steadiness Styles are risk-averse. In fact, they may
tolerate unpleasant environments rather than risk change. They like the status quo and become
distressed when disruptions are severe.
When the Steadiness Styles are faced with change, they need to think it through, plan, and accept it
into their world. The Steadiness Styles, more than the other behavioral types, strive to maintain
personal composure, stability, and balance.
In the office, the Steadiness Styles are courteous, friendly, and willing to share responsibilities. They
are good planners, persistent workers, and good with follow-through. Steadiness Styles go along with
others even when they do not agree because they do not want to rock the boat.
The Steadiness Styles are slow decision-makers because of their need for security, their need to
avoid risk, and their desire to include others in the decision-making process.
The Cautious Style (C Style): The Cautious Styles are analytical, persistent, systematic people
who enjoy problem solving. They are detail-oriented, which makes them more concerned with content
than style.
The C Styles are task-oriented people who enjoy perfecting processes and working toward tangible
results. They are almost always in control of their emotions and may become uncomfortable around
people who are very out-going, e.g., the Interactive Styles.
In the office, the Cautious Styles work at a slow pace, allowing them to double-check their work. They
tend to see the serious, complex side of situations, but their intelligence and ability to see different
points of view endow them with quick and unique senses of humor.
The Cautious Styles have high expectations of themselves and others, which can make them overcritical. Their tendency toward perfectionism – taken to an extreme – can cause “paralysis by overanalysis.” The C Styles are slow and deliberate decision-makers. They do research, make
comparisons, determine risks, calculate margins of error, and then take action.
The Cautious Styles become irritated by surprises and glitches, hence their cautious decisionmaking. The C Styles are also skeptical, so they like to see promises in writing.
The Cautious Styles’ strengths include an eye for detail and accuracy, dependability, independence,
persistence, follow-through, and organization. They are good listeners and ask a lot of questions;
however, they run the risk of missing the forest for the trees.
University of Phoenix – – Page 8 of 28
We generally develop our behavioral style in our childhood. It is the result of some possible
genetic predisposition and our early life experiences. Everyone has a primary style that we
tend to use most of the time. Although each of us has his or her own primary style, only a
small percentage of the total population can be understood clearly by just these four
primary styles. Each primary style also contains four substyles. We all use some of the
behaviors of the other styles in our daily work, social, or family lives to some greater or
lesser degree.
This report will identify ways that you can apply your style strengths or modify your style
weaknesses in order to meet the needs of a particular situation or relationship. This is
called adaptability. Social scientists call it ‘social intelligence.’
There’s been a lot written lately on how your social intelligence is just as important as your
Intelligence Quotient (IQ) in being successful in today’s world. In some cases, social
intelligence is even more important than IQ.
It makes sense when you think about it. Often, when we do what comes naturally we
alienate others without realizing it. Why? Because that same behavior may not be natural
for them. It’s essential that we become aware of our natural tendencies – and their natural
preferences! Then we can defuse extreme behaviors before we sabotage ourselves. We do
this by quickly identifying the individual needs of others based on the behavioral signals they
will send to us, and then adapting our own behavior to make them feel comfortable. Your
ideas don’t change, but you can change the way you present those ideas. And the best part
of it is – people will teach you how to treat them if you know how to read the signals their
behavioral styles will send you!
A study was done at the famous Bell Labs think tank near Princeton, New Jersey. They
surveyed teams of electrical engineers. They were asked to name the most valued and
productive engineers on the teams. Surprisingly, those who were named were not the
people with the highest IQs, or the highest academic credentials or the best scores on
achievement tests. The most valued team members were the people whose social
intelligence, or adaptability, was highest.
It can’t be overstated. It’s a linchpin of The Platinum Rule® and the key to building
successful relationships of all kinds. Adaptable people realize there is a difference between
their self (who they are) and their behavior (how they choose to act). Adaptable people
consciously decide whether and how to respond to a person, a situation, or an event.
University of Phoenix – – Page 9 of 28
Less adaptable people, on the other hand, respond in a more habitual manner, regardless
of whether the response is likely to be appropriate or effective. But even if you are a person
who’s been wedded to your own ways of thinking and doing for a very long time, there is
You can commit to learn to be more adaptable. When you understand each of the four
styles, how to recognize them in others, and how to adapt to them in key ways, you can
have command of almost any interpersonal situation.
Whether someone is male or female, young or old, part of a Western culture or some other,
our behavioral style is often evident. Let’s face it, we may all be created equal, but we
surely do not all act the same. And we don’t all want to be treated the same. What may be
a good response or reaction toward one person may be all wrong for the very next.
Now, it’s true, we don’t always act the same. You might behave differently with your best
friend than with your boss. You don’t act at a cocktail party as you do at church. While your
style may have its own particular twist, like a song that’s interpreted differently by various
artists, it’s still clearly one of the four basic styles. You’re constantly sending out signals
revealing that style, through the words you choose, body language, the speed and rhythm of
your speech, how you dress, how your space is organized, how fast you walk.
Imagine the benefits of understanding how to treat people the way they want to be treated!
Your interactions with people can change dramatically. Shaky relationships can suddenly
become good ones. Good relationships can now be even better than before. If only for the
stress it eliminates in interpersonal relationships, this profile is worth its weight in
is personal chemistry and productive relationships. You do not have to change your
personality. You do not have to roll over and submit to others. You simply have to
understand what drives people and recognize your options for dealing with them. The key
objective of this whole concept is understanding your own style, understanding and being
able to quickly and accurately identify the style of others, and then adapting so that you
treat others the way they want to be treated.
These are powerful life-skills that will serve you well in all your relationships: business,
friends, school, spouse, and children. Improved relationships create infinite possibilities.
Remember, at the introduction to your DISC Platinum Rule™ Behavioral Style SelfAssessment Report, I reminded you that you can’t expect to change a lifetime’s habit
patterns overnight. But you can begin to change, if you are committed. Your investment of
time and resources into this assessment shows that you are on the right track.
University of Phoenix – – Page 10 of 28
Observers who know you in this setting: School Associate
Average of Observers in this setting: School Associate
(will only display if more than 3 observers)
Observers who know you in this setting: Business Associate
Average of Observers in this setting: Business Associate
(will only …
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