DISC & MOTIVATORS REPORT FOR

Ngoc Dang

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This report contains a summary of your DISC and Motivators results. If you are looking for
deeper insights into your results, see the last page of this report.

UNDERSTANDING DISC & MOTIVATORS

DISC STYLES

DISC is a simple, practical, easy to remember and universally applicable model. It focuses on individual patterns of
external, observable behaviors and measures the intensity of characteristics using scales of directness and openness
for each of the four styles: Dominance, Influence, Steadiness, and Conscientious.

Your DISC Style: Influencer - ID

Influencers enjoy working with others. They are viewed as friendly, even as they seek to accomplish their personal
goals. They often gain the respect and support of others. They aspire to positions of authority and it is important that
they "look good to others." They like variety in their day. They can be too optimistic about others and tend to
believe they can influence others more than they likely can. Influencers often needs analytical support to offset their
tendency to proceed without all the facts.

 Emotionally: Recognizable vitality, vibrancy, enthusiasm and openness to connecting with others.
 Your goal: Seek authority and prestige through a variety of status symbols.
 How you value others: Through their ability to verbalize and create an attunement of ideas.
 How you influence a group: Through friendliness and a fluidity of interactions and relationships.
 The value you bring to an organization: Often good at promoting ideas and concepts; being poised and
confident and able to make requests of others to get things accomplished.
 Cautions: Unjustified reliance on personal persuasion; overly enthusiastic; too optimistic.
 When under pressure: Can become too persuadable; will want to look good.
 What you fear: Routine; boring activities; demanding personal relationships that limit their ability to take action.

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An Overview of Your DISC Style

Below are some key behavioral insights to keep in mind and share with others to strengthen your relationships.

Your enthusiasm and openness to alternatives allow you to influence others. You score like those who come to a
project with some ideas of their own, but also keep an open mind to listen to the ideas of others. When a solution is
decided upon, you have the skills to enlist others in an enthusiastic manner and get them on board. Your flexibility to
adapt to new approaches, or to unexpected changes, is an asset to the team, as others will look to you for leadership.

Ngoc, you score like some people who, when pressured, may become more easily persuaded and less firm in their
opinions. This comes from wanting to please people, while also having a sense of urgency to get things done. That
means you are more willing to yield your own position in favor of completing a project. This is a valuable strength, as
it indicates that you can be a team player and shift gears when necessary.

You make friends easily and show a strong interest in working with others. You are perceived as an easy person to
talk with, and people respond to both of these traits in an open and positive way. Some who score like you say that
they are never lonely. If standing in a line, for instance, they'll begin talking to people and enjoy the time waiting
because they're learning about others. On the job, you have the ability to enlist a wide variety of people to work on
projects, even some who may not ordinarily choose to work with each other.

With fluent verbal skills, you are able to gain the support of various kinds of people. Those who score like you are
prepared at a moment's notice to speak at length on almost any topic (even a topic that they know very little about).
Your sense of confidence makes others confident. Your sense of urgency helps others get into gear. Your sense of
humor is able to break some tension with the twist of a word or a quip, and get people back on board.

Ngoc, you appreciate flexibility and spontaneity in others, and also may fear limitations on your own flexibility or
spontaneity. People who score like you say that their creativity comes alive when they are given freedom to perform
a task in creative ways. Conversely, their creativity goes into hibernation when they are presented with rules,
regulations, forms, and requests for justification on each phase of a project. We suggest seeking assignments that
have few strings attached, in order to keep your internal motivation at the highest level.

You score like those who tend to evaluate others by their ability to express themselves verbally. You evaluate others
using the same yardstick with which you measure yourself. You may find yourself bored at a conference session
where the presenter reads a speech to the audience. In the next session, you may become actively engaged when the
presenter speaks with the audience in an extemporaneous way, since that's the way you may prefer to do it yourself.
Just remember that people who may not be as fluent or verbally skilled as you may still have ideas that are of value
to the team.

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An Overview of Your Motivators

Aesthetic - Strong desire and need to achieve equilibrium between the world around us and ourselves (within) while
creating a sustainable work/life balance between the two. Creative, imaginative, arty, mystical and expressive, this style may
redefine or resist real world approaches to current challenges.

Based on your Motivators assessment Aesthetic score: You will likely possess an “inner awareness” and will desire to
understand the moods, affections, and values of yourself and others.

• You will really appreciate things and places purely for their intrinsic value rather than any status reasons.
• You possess an inner awareness and desire to understand the moods, beliefs, and values of yourself and others.
• You tend to appreciate the deeper meanings in life, which may include interesting clothing, beautiful places, and
alternative foods.
• You are more sensitive and intuitive to issues others may have a hard time pinpointing.

Economic - The motivation for security from self-interest, economic gains, and achieving real-world returns on personal
ventures, personal resources, and focused energy. The preferred approach of this motivator is both a personal and a
professional one with a focus on ultimate outcomes.

Based on your Motivators assessment Economic score: You will likely possess a competitive spirit and will focus on gaining a
practical return for your time and energy.

• You respond best when your time is not being wasted on superficial things.
• You want tangible rewards based on the results you achieve.
• You are likely motivated by public recognition and monetary gains for a job well done.
• Your outcomes should demonstrate a bottom-line financial result to match your effort.

Individualistic - Need to be seen as autonomous, unique, independent, and to stand apart from the crowd. This is the
drive to be socially independent and have opportunity for freedom of personal expression apart from being told what to do.

Based on your Motivators assessment Individualistic score: You are able and willing to support someone else’s ideas without
having to interject your own.

• You likely won't "hog the ball" when working with others.
• You can work as a part of the team and assist others in meeting their needs.
• You're not likely trying to establish your own ideas when in a group.
• You are not one to steal the spotlight or gain excessive recognition.

Power - Being seen as a leader, while having influence and control over one's environment and success. Competitiveness
and control is often associated with those scoring higher in this motivational dimension.

Based on your Motivators assessment Power score: You will seek to achieve positions of authority and will be drawn to roles
that allow you to direct and control.

• You don't turn back: there's typically no Plan B with you.

• You may rarely listen in order to understand where others are coming from.
• You only listen to direct and control or agree or disagree.
• You need to direct and control subordinates as opposed to letting them control themselves.

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An Overview of your Motivators - Continued

Altruistic - An expression of the need or energy to benefit others at the expense of self. At times, there’s genuine sincerity
in this dimension to help others, but not always. Oftentimes an intense level within this dimension is more associated with
low self-worth.

Based on your Motivators assessment Altruistic score: You are able to balance your own needs and the needs of others on the
team.

• You can both help and hold back. You are able to discern between real needs and when people simply have complaints.
• You're a stabilizing force between givers and takers and have no extreme view.
• You are able to understand both the poor and the affluent equally without harsh judgment of either one.
• You can think clearly, logically, and with balanced judgment about the needs of others as well as your own personal needs.

Regulatory - A need to establish order, routine and structure. This motivation is to promote a black and white mindset and
a traditional approach to problems and challenges through standards, rules, and protocols to color within the lines.

Based on your Motivators assessment Regulatory score: You may subvert or break the rules you feel don’t apply and believe
in multithreaded approaches to solving problems.

• You will not like being constrained or restricted to certain protocols.

• You march to the beat of your own drum.
• You will feel bogged down when forced to do things a "certain" way.
• You will likely hate it when people refuse to believe things they don't understand.

Theoretical - The desire to uncover, discover, and recover the "truth.” This need to gain knowledge for knowledge sake is
the result of an “itchy” brain. Rational thinking (frontal lobe), reasoning and problem solving are important to this dimension.
This is all about the “need” to know why.

Based on your Motivators assessment Theoretical score: You can rely on both new information and what has worked in the
past when making decisions.

• You will likely learn what you need to learn in order to get to the next step.
• You need to know something, not everything.
• You can just figure things out and get to the bottom of it without having to study too much.
• You can understand the big picture as well as the details of any subject and will alter your inquiry depending on the amount
of time and interest you have.

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A General Overview of the Four DISC Styles
The Dominant ‘D’ Style: look at my accomplishments!
Goals and Fears
Dominant ‘D’ Styles, driven by the inner need to lead and be in personal control, take charge of people and situations
so they can reach their goals. Since their key need is achieving, they seek no-nonsense, bottom line results. Their
motto is: "Lead, follow, or get out of the way." They want to win, so they may challenge people or rules. Similarly,
Dominant ‘D’ Styles also accept challenges, take authority, and go head first into solving problems. Closely related to
Dominant ‘D’ Styles' goals are their fears: falling into a routine, being taken advantage of, and looking "soft". So, they
may go to extremes to prevent those fears from materializing. They may act impatient, but they make things happen.

"Do as I say"
Since Dominant ‘D’ Styles need to have control, they like to take the lead in both business and social settings. As
natural renegades, they want to satisfy their need for autonomy. They want things done their way or no way at all.

Strengths and weaknesses

They work quickly and impressively by themselves. They try to shape their environments to overcome obstacles en
route to their accomplishments. They seek maximum freedom to manage themselves and others, using their
leadership skills to become winners. They often have good administration and delegation skills.

These assertive types tend to appear cool, independent, and competitive. They opt for measurable results, including
their own personal worth, as determined by individual track records. Of all the types, they like and initiate changes
the most. We symbolize this personality type with a lion--a leader, an authority. At least, they may, at least, have the
inner desires to be #1, the star, or the chief.

Less positive Dominant ‘D’ Style components include stubbornness, impatience, and toughness. Naturally preferring
to take control of others, they may have a low tolerance for the feelings, attitudes, and "inadequacies" of co-workers,
subordinates, friends, families, and romantic interests.

From general to specific

Dominant ‘D’ Styles process data conceptually by using deductive reasoning--from general to specific information.
They are more comfortable using the left brain more than the right. When combined with their need for control, this
helps us better understand the emphasis on getting down to the bottom-line results.

Masters of "mind control"

They are adept at blocking out distractions when they immerse themselves in projects. They don't hear voices, sirens,
or doorbells. They seem to channel all their energies into specific jobs.

Venting relieves their tension

Under pressure, Dominant ‘D’ Styles are likely to rid themselves of anger by ranting, raving, or challenging others.
They naturally react to tense situations with a fight response. Although this venting allows the relief of their own
inner tensions, other styles may feel intimidated by this stress reducing practice. But the Dominant ‘D’ Styles' barks
usually exceed their bites, and they may soon forget what specifically upset them in the first place.

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 The Interacting ‘I’ Style: hey, look at me!
Outgoing, Supporting, Interacting ‘I’ Styles
Interacting ‘I’ Styles like to go where the action is. Typically, they are outwardly energetic or fast-paced, and
relationships tend to naturally take priority over tasks. They try to influence others in an optimistic, friendly way
focused on positive outcomes, whether in the social or work environment. In other words, if they show others that
they like them, they figure others will be more likely to reciprocate by responding favorably towards them. Since
recognition and approval motivate him, he often moves in and around the limelight and hub of activity.

Goals and Fears

He wants your admiration and thrives on acknowledgment, compliments, and applause. "It's not just whether you
win or lose. . .it's how you look when you play the game." People's admiration and acceptance typically mean more
to this type than to any other. If you don't talk about him, he may spend considerable time talking about his favorite
subject--himself--to gain the acceptance he wants. His biggest fear is public humiliation--whether appearing
uninvolved, unattractive, unsuccessful, or unacceptable to others. These frightening forms of social rejection
threaten the Interacting ‘I’ Style's core need for approval. Consequently, he may go to extremes to avoid public
humiliation, lack of inclusion, or loss of social recognition.

Strengths and weaknesses

Interacting ‘I’ Styles' primary strengths are their enthusiasm, persuasiveness, and friendliness. They are idea people
who have the ability to get others caught up in their dreams. With great persuasion, they influence others and shape
their environments by building alliances to accomplish results. Then they seek nods and comments of approval and
recognition for those results. If compliments don't come, Interacting ‘I’ Styles may invent their own. "Well, Harry, I
just feel like patting myself on the back today for a job well done!" They are stimulating, talkative, and
communicative. This type can be represented by a porpoise--playful, sociable, and talkative.

Their natural weaknesses are too much involvement, impatience, being alone, and short attention spans. This causes
them to become easily bored. When a little data comes in, Interacting ‘I’ Styles tend to make sweeping
generalizations. They may not check everything out, assuming someone else will do it or procrastinating because
redoing something just isn't exciting enough. When Interacting ‘I’ Styles feel they don't have enough stimulation and
involvement, they get bored and look for something new again. . .and again. . .and again. When taken to an extreme,
their behaviors can be seen as superficial, haphazard, erratic, and overly emotional.

"Let me entertain you!"

If they pursue the entertainment field for careers, Interacting ‘I’ Styles typically allow their natural, animated
emotions to show and flow. They become stimulated by the movement and reactions of the audience, trying to get
the audience to figuratively fall in love with them by acting charming and friendly. They want viewers to feel, "He (or
she) is fabulous!"

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 The Steady ‘S’ Style: notice how well-liked I am

Goals and fears

Steady ‘S’ Styles seek your sincere personal attention and acceptance of them. Steadiness and follow-through actions
characterize these people. They prefer a slower and easier pace. They focus on building trust and getting acquainted
because they aim for long-standing personal relationships. Pushy, aggressive behavior secretly irritates them.

They strive for security. Their goal is to maintain the stability they prefer in a more constant environment. To Steady
‘S’ Styles, while the unknown may be an intriguing concept, they prefer to stick with what they already know and
have experienced. "Risk" is an ugly word to them. They favor more measured actions, like keeping things as they
have been and are, even if the present situation happens to be unpleasant due to their fear of change and
disorganization. Consequently, any disruption in their routine patterns can cause distress in them. A general worry is
that the unknown may be even more unpleasant than the present. They need to think and plan for changes. Finding
the elements of sameness within those changes can help minimize their stress to cope with such demands.

Strengths and weaknesses

Steady ‘S’ Styles naturally "wear well" and are an easy type to get along with. They prefer stable relationships which
don't jeopardize anyone, especially themselves. Steady ‘S’ Styles can be represented by the koala with its
accompanying slower, steady pace; relaxed disposition; and appearance of approachability and warmth. Steady ‘S’
Styles have a tendency to plan and follow through. This helps them to routinely plug along. But they have their own
type of unique difficulties with speaking up, seeming to go along with others or conditions, while inwardly, they may
or may not agree. More assertive types might take advantage of this Steady ‘S’ Style tendency to give in and avoid
confrontation. Additionally, Steady ‘S’ Styles' reluctance to express themselves can result in hurt feelings. But if
Steady ‘S’ Styles don't explain their feelings, others may never know. Their lack of assertiveness can take a toll on this
type's health and well-being.

Take it slow
Steady ‘S’ Styles yearn for more tranquility and security in their lives than the other three types. They often act
pleasant and cooperative, but seldom incorporate emotional extremes such as rage and euphoria in their behavioral
repertoire. Unlike Interacting ‘I’ Styles, Steady ‘S’ Styles usually experience less dramatic or frequently-occurring
peaks and valleys to their more moderate emotional state. This reflects their natural need for composure, stability,
and balance.

"Just plain folks"

Steady ‘S’ Styles lend a tone of continuity, coziness, and project a genuine liking and acceptance of others. They are
comfortable people to watch and listen to who emanate that "I'm just a regular person" modesty. They put on no
airs and project contentment with present conditions--just as they are and always have been.

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 The Conscientious ‘C’ Style: notice my efficiency
Goals and fears
Conscientious ‘C’ Styles concern themselves more with content than with congratulations. They prefer involvement
with the performance of products and services under specific, and preferably controlled, conditions so the process
and the results can be correct. Since their primary concern is accuracy, human emotions may take a back seat with
them. Their biggest fears of uncontrolled emotions and irrational acts relate to their fear that these illogical acts may
prevent goal achievement. Similarly, they fear emotionality and irrationality in others. They strive to avoid
embarrassment, so they attempt to control both themselves and their emotions.

Strengths and weaknesses

Conscientious ‘C’ Style strengths include accuracy, dependability, independence, clarification and testing skills,
follow-through, and organization. They often focus on expectations (e.g., policies, practices, and procedures) and
outcomes. They want to know how things work so they can evaluate how correctly they function. Conscientious ‘C’
Styles can be cagey, resourceful, and careful. Because they need to be right, they prefer checking processes
themselves. This tendency toward perfectionism, taken to an extreme, can result in "paralysis by over analysis".
These overly cautious traits may result in worry that the process isn't progressing right, which further promotes their
tendency to behave in a more critical, detached way.

Complex and serious

They prefer tasks over people, clearly defined priorities, and a known pace which is agreeable to them, especially
where task timelines and deadlines are involved. Other types typically live life through a single predominant time
orientation--past, present, or future. But Conscientious ‘C’ Styles are apt to be concerned about all three, as one
aspect of their complex mental makeup. They tend to see the serious, more complicated sides of situations as well as
the lighter--or even bizarre side--which accounts for their natural mental wit.

Conscientious ‘C’ Styles concentrate on making decisions in both logical and cautious ways to ensure that they take
the best available action.

Think deeply
Due to compliance to their own personal standards, they demand a lot from themselves and others and may
succumb to overly critical tendencies. But Conscientious ‘C’ Styles often keep their criticisms to themselves,
hesitating to tell people what they think is deficient. They typically share information, both positive and negative,
only on a "need to know" basis when they are assured that there will be no negative consequences for themselves.

When Conscientious ‘C’ Styles quietly hold their ground, they do so as a direct result of their proven knowledge of
facts and details or their evaluation that others will tend to react less assertively. So, they can be assertive when they
perceive they're in control of a relationship or their environment. Having determined the specific risks, margins of
error, and other variables which significantly influence the desired results, they will take action.

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