Denise Lavoie'd Pro profile
This is an example report
Denise's report offers an overview of his/her personality, based on the DISCp4 model. It details his/her behavioral and communication styles, highlighting the ways in which he/she handles stress and deals with conflict. This analysis reveals how he/she acts as part of a team, his/her preferences for group work, and his/her specific needs in a professional setting. In addition, the report sheds light on how he/she reacts to news, both good and bad.
Denise's decision-making process is examined, offering insights into his/her approach and his/her preferences in different contexts. The report also explores when Denise is most effective and creative, as well as his/her relationship with time and the personal challenges he/she faces. Together, these elements provide an overview of how he/she functions at work.
Finally, the report puts forward strategies for working well with Denise. By identifying key characteristics in the way he/she communicates, for instance by email, and suggesting optimal approaches to interacting with him/her, it aims to improve synergy and team dynamics. It's a useful guide to understanding Denise better and maximizing his/her potential in his/her professional environment.
Overview
The DISCp4, an acronym of Dominant, Influent, Stable and Conscientious, is a grid for interpreting and understanding how Denise reacts to and interacts with his/her environment. This report uses the DISCp4 model to decipher Denise’s profile, examining how each component guides his/her actions, how he/she responds to different situations, and his/her mode of communication. Such an approach makes it easier to understand his/her personality in both professional and personal contexts.
These graphs illustrate Denise's profile from complementary angles...
DISCp4 profiles are presented on a color wheel divided into four quarters, each representing one of the components: Dominant (red), Influential (yellow), Stable (green) and Conscientious (blue). Each quarter has its own characteristics, but adjacent quarters share common traits. For example, the Dominant (D) and Influential (I) profiles are typically associated with extraverted traits.
It's perfectly normal for one person to straddle several components of the DISCp4 model and to have similar scores in different categories. As Marston explained, Denise's profile is made up of the four colors to varying degrees of intensity. To interpret his/her profile each of these behavioral styles must be taken into account, reflecting the diversity and complexity of his/her personality.
Looking at people with a profile similar to his/hers, at first glance*, we can say that Denise...
- pays particular attention to the details of his/her contacts' lives. He/she is often seen at the coffee machine, busy chatting with colleagues about a variety of topics.
- establishes and maintains a network of contacts, facilitating links between people, which can prove invaluable in a professional environment.
- adjusts the way he/she dresses to suit the environment, respecting social conventions and professional specificities. Makes sure he/she is correctly dressed whatever the situation.
- behaves in a calm, serene and measured manner.
- masters the art of alleviating and facilitating the workload of teammates, seeing him/herself as a facilitator.
- is attentive and offers sound advice.
- demonstrates humility.
- rolls with the punches calmly and patiently.
- enjoys working with others.
- finds solitude difficult to manage.
- is sensitive to how he/she is perceived by others.
- can't stand being left out.
- needs to feel loved and appreciated.
- knows how to train, pass on information to and coach others.
- values the needs of others.
- feels (particularly) uncomfortable with conflict.
Adapted vs Natural
In addition to defining how Denise's profile corresponds to the DISCp4 components, the model indicates his/her "adapted" and "natural" profiles.
Here's what it's like for Denise...
Discrepancies between the adapted profile and the natural profile are common. They indicate that the person concerned consciously or unconsciously feels the need to adjust to their environment, whether this means their team, their constraints, their task, etc. For example, an accountant may accentuate their conscientious side and a salesperson may seek to be more sociable, while a team leader may adopt a more authoritarian attitude. However, excessive discrepancies could suggest that Denise has over-analyzed the test questions. In this case, it may be wise to repeat the test at a later date, answering as spontaneously as possible, in order to obtain more reliable results.
| d | i | s | c | |
| Adapted | 22 % | 22 % | 36 % | 15 % |
| Natural | 12 % | 42 % | 32 % | 14 % |
| Diff | 10 | -20 | 4 | 1 |
Here are some general characteristics* found in people with a profile similar to Denise's...
It's also interesting to examine how Denise's profile is positioned in terms of the dominant-stable and conscientious-influential diagonals and the extravert-introvert and task-people oriented axes...
Purple: adapted • Yellow: natural
About this study
The DISCp4 model is based on a thorough statistical analysis of behavioral styles among the general public, identifying common characteristics and trends. This model is designed to describe the behavior of so-called "normal" people i.e. those who do not have specific pathologies such as insomnia, mental disorders or other conditions significantly affecting behavior. Thus, the DISCp4 provides a framework for understanding and interpreting different behavioral and communication styles in a daily context, outside of any specific medical or psychological considerations.
This report draws its conclusions from the analysis of population statistics and establishes Denise's profile based on that of people with a similar one. However, it is important to remember that each person is unique, including Denise, so some of his/her character traits may be slightly different from those presented here, depending on the context and circumstances.
Test date: 03/28/2024
Test duration: 14 minutes
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(*) For reasons of confidentiality and because you are not logged in or you are neither the owner of this profile nor the person who assigned this test, all names have been replaced by Denise. Please log in to see reveal the hidden information.
Trends and details
The four components of DISCp4 are represented on an easy-to-understand disc. For a more detailed analysis, particularly in a team context, it is useful to refine these results. By doing so, the eight DISCp4 tendencies - Conductor, Motivator, Promoter, Facilitator, Supporter, Coordinator, Analyzer, Organizer – will offer a more precise vision of Denise's profile. On this disc (wheel of tendencies), his/her profile, represented by a square for his/her adapted style and a circle for his/her natural style, can be positioned near or far from the edges. The closer his/her symbols are to the edges of the disc, the more pronounced Denise's corresponding tendency is.
The trend wheel, below, locates* Denise's profile more precisely...
Distance between the natural profile and the adapted profile
The distance* measured is: 31
For a score of over 60, it is important to refine or even worry about the results, as this may be a sign of stress or of someone making great efforts to adapt.
What we see and hear from Denise
From the very first conversation, we can pick up clues revealing Denise's DISCp4 profile. The way he/she speaks, his/her body language and even the way he/she structures his/her thoughts offer valuable insights into his/her personality. Whether through his/her confidence and determination, his/her enthusiasm and openness, his/her stability and attentiveness, or his/her precision and attention to detail, Denise displays characteristics that give us a glimpse into his/her inner world. These first impressions provide keys to understanding how he/she navigates his/her relationships and projects.
General difficulties (limits)
These difficulties highlight the specific challenges and issues Denise may face. Acknowledging these difficulties makes it possible to identify strategies for overcoming them and making the most of his/her strengths.
His/her fears
Exploring Denise's fears reveals deeply rooted aspects of his/her character and psyche. Understanding what worries him/her or makes him/her anxious gives us a glimpse not only of his/her vulnerabilities, but also of the assets he/she mobilizes to face them. This knowledge can enable Denise to prepare for challenges better, to optimize his/her strategies and to strengthen his/her personal development. By clearly identifying his/her fears, Denise can work to overcome them, transforming his/her worries into sources of growth and opportunities for evolution.
Ideal career*
Denise's job selection highlights roles that make the most of his/her distinct skills, listed here by way of example. This list is not exhaustive, emphasizing the fact that Denise has the potential to excel in a variety of fields. His/her unique personality can become an asset in terms of its diversity, enabling him/her to shine in jobs beyond those suggested, enriching any professional environment with his/her specific qualities.
Please note: this list is intended to help determine the ideal environment for Denise and should not be used for recruitment purposes.
Relationship to time
Understanding someone's relationship with time is essential for optimizing teamwork and productivity. Coaches, managers and co-workers can use these insights to better align expectations, work methods and time management strategies with Denise's natural preferences.
Communication and behavior
The way Denise communicates and behaves gives us valuable clues about his/her personality. Careful observation reveals not only how they interact with others, but also how he/she perceives the world around him/her. This in-depth knowledge facilitates more harmonious interactions and a collaborative environment where Denise can truly thrive.
His/her style
Understanding Denise's communication style helps to interact with him/her better, highlighting how he/she expresses his/her ideas and connects with others.
His/her emails
The way Denise writes his/her emails, in terms of how long they are, whether he/she adds attachments or a polite sign-off and how he/she constructs them, is a direct reflection of his/her personality, expectations and priorities...
Talking to Denise
Talking to Denise means paying particular attention to his/her unique communication style. By adjusting your approach to respect his/her preferences, you'll foster more effective and enriching exchanges, strengthening the quality of your relationship.
Breaking news
Delivering news, good or bad, is a key communication skill. It's important to share good news to strengthen bonds, while bad news requires using tact and empathy. In both cases, clarity and honesty are essential, and you must remain attentive to the listener's reaction and ready to provide the necessary support.
Encourage him/her to seek support and collaboration from others to manage the situation in a harmonious way.
Decision-making
Decision-making is an essential part of everyday life. It involves analyzing the options, assessing their risks and benefits, and is influenced by information, experience and personal values. Effective decisions lead to professional success and reinforce confidence in your company's strategy.
Managing stress
Knowing how to deal with stress is important for well-being and performance at work. Everyone reacts to stress in different ways, depending on their personality. Understanding these reactions helps us to find effective ways of managing stress, thereby improving comfort and efficiency.
- Aggressive or even hostile relations
- Impersonal situations
- Injustice
- Conflicts between people
- He/she will act more sensitive
- Wants to be useful
- Pursues a quest for balance and justice for him/herself and the rest of the team
- Makes every effort to foster a harmonious environment, even if this means asserting his/her own demands and those of others
- Risks becoming distracted, or even a chatterbox
- Imagines nobody likes him/her anymore
- Focuses on the tasks to be accomplished
- Becomes highly susceptible
- Tries to identify priorities, but doesn't succeed
- Becomes aggressive
(*) And also, in general and to a lesser extent...
Although moderate stress is not intrinsically worrying, it is important to ensure that it does not persist and, above all, that it does not get any worse.
When under mild stress, people modify their behavior in response to external circumstances. Generally, stress tends to exacerbate their habitual traits. However, if what's causing their stress gets worse, their behavior can undergo drastic changes.
In general, stress is harmful. This said, a low level of stress can help in some situations, provided it is used sparingly and not abusively, although this is generally not recommended.
In general, people with dominant (red) and influential (yellow) profiles are inclined to work faster, which can be described as positive acceleration. To motivate them, they can be set challenges or dares, potentially with a financial reward. It's effective to create specific challenges for Dominant profiles and to stimulate Influential ones. Focusing on short-term objectives, resetting performance indicators at the end of each task or cycle, segmenting tasks, organizing exceptional and intense work days, as well as celebrating milestone events such as Christmas, Thanksgiving or New Year's Eve, are all strategies that can be beneficial.
People with Stable (green) and Conscientious (blue) profiles, on the other hand, feel a greater need to slow down. This can be called positive deceleration. To meet their needs, it's advisable to prioritize relaxing activities, particularly those carried out in groups, rather than competitive ones. It's important to respect and promote breaks, such as meal times. Celebrating collective successes or team actions, organizing meetings, mentoring new arrivals, offering tutoring and training are all practices that can benefit them.
Managing mistakes
The way Denise handles mistakes provides valuable insights into his/her personality and resilience skills. Understanding his/her approach to failure and correcting it sheds light on his/her coping strategies. These play a key role in his/her personal and professional development, while helping to strengthen his/her relationships through the acknowledgement and appreciation of people's diverse responses to mistakes. For Denise, every mistake can become an opportunity for growth, guiding him/her towards a better understanding of him/herself and his/her interaction with the world around him/her.
Support his/her need for harmonious relationships, empathetic communication and collaboration in managing mistakes. Helping him/her use these assets can make it easier to correct mistakes and turn the experience into an opportunity for learning and team building.
In contrast, here's how Denise reacts to other people's mistakes...
Managing conflicts
Conflict management is vital for resolving disagreements constructively, both in people's personal and professional lives. It requires active listening, mutual understanding and effective communication, leading to solutions that strengthen relationships and create a collaborative environment.
- He/she doesn't like conflict.
- He/she believes that solutions are generated by people.
- He/she may bear grudges.
- He/she thinks the way things are discussed is important.
- Calm things down, reduce tensions, let him/her explain how he/she feels and how he/she sees things.
- Deal with the conflict in private.
- Explain how you function and don't hesitate to say how you feel and how you see things.
- Spend time with him/her because it will be worth it.
- Encroach on his/her territory.
- Hope that the conflict will dissipate on its own, since it can grow worse over time.
- Offend, reject or not listen to him/her.
(*) To avoid, or the conflict will escalate...
(*) And also, in general and to a lesser extent...
Manager Tools*
Management is a determining factor in company success, combining the use of strategic tools and a variety of skills to plan, organize and direct resources. In addition to achieving corporate objectives, good management plays an essential role in retaining talent.
By mobilizing technical skills and leadership qualities, it creates an environment in which employees feel valued and motivated, thus contributing to their fulfillment and to company stability. This holistic approach is the key to a harmonious and productive workplace, where objectives are achieved and the right people remain committed and loyal to the company.
Profil 4 recommends the Outils du Manager methodology for the tools presented in this section. OdM is the most listened-to French podcast dedicated to management. For over ten years, OdM has been providing managers with simple, pragmatic advice and tools they can use on a daily basis.
The Outils du Manager method grew out of observing the behavior of top managers, i.e. those who achieve two results:
- Outstanding performance, and
- Team loyalty
These observations then gave rise to a number of principles, in particular the importance of developing an exceptional level of communication with employees, and of using a management style based on influence rather than hierarchical power or expert authority.
One-to-one meetings
One-to-one meetings are crucial for direct communication between a manager and their co-workers. These regular sessions provide an opportunity to discuss performance, objectives and personal concerns, offering precise follow-up on projects and strengthening professional relationships. They foster a transparent and motivated work environment, aligned with team and company objectives.
The one-to-one meeting is a manager's fundamental tool for building a trusting relationship with their co-workers. It's a condensed management meeting that makes management visible and measurable. Ideally, managers should schedule weekly 30-minute 1-1 meetings with each of their subordinates throughout the year, and make a ritual of it. The time that the manager spends on their co-workers is an investment. It's worth it, because it will reduce interruptions during the week and create greater performance and autonomy.
The basics of a successful 1-to-1 meeting:
- It's a face-to-face conversation with Denise, during which he/she must be able to say whatever he/she wants
- It must be weekly and compulsory
- It lasts 30 minutes and is scheduled in advance, always at the same time of the week.
- The manager takes notes to favor listening and asking questions.
It's a 3-part interview:
- The manager lets Denise speak without interrupting (this is their top priority).
- The manager asks questions (without stepping in to solve problems), provides information, passes on messages from above and gives feedback.
- It's the right time for delegating tasks, enabling autonomy and for the occasional career discussion.
Feedback
Feedback is a gift a manager gives to their co-worker. Giving Denise feedback means telling them what's going well and what's not. Feedback comes in two main forms: positive feedback, which aims to reinforce existing behavior, and negative feedback, which aims to correct it. It's an essential tool, enabling awareness and continuous improvement in terms of skill and behavior. When adapted to Denise's personality profile, it can transform his/her perspectives and encourage significant growth.
Whether positive or negative, feedback must be factual, i.e. based on observable behavior that can be seen, heard, measured and described, and non-judgmental, as it is not aimed at the person but at the way they act.
The basics of successful feedback in 4 steps:
- Invite Denise to receive feedback.
- Describe his/her behavior factually.
- Describe the impact, results and consequences of this behavior.
- Ask for the behavior to be adjusted or reinforced.
When is best for Denise?
Preferably during the morning.
Negative or corrective feedback
Negative feedback, when presented constructively, identifies areas requiring improvement. It is not intended to discourage, but provide guidance towards better performance by highlighting areas that require attention and adjustment.
Positive or reinforcing feedback
Positive feedback recognizes and values effective actions and behavior, reinforcing motivation and commitment. It plays a crucial role in encouraging the repetition of positive behavior.
Delegation
Delegation is a management tool that involves entrusting team members with tasks and responsibilities, while encouraging employee development. It encourages trust, autonomy and efficiency within the team, contributing to greater productivity and a dynamic work environment.
Any task that can be delegated should be delegated! Delegation is essential, because there's only so much work a manager can do on their own. By shunting tasks down the hierarchy, a manager can concentrate on managing people and focus on high value-added tasks.
A delegation process must be put in place to delegate complex and risky tasks:
- Define the minimum requirement, i.e. the expected result
- Set a precise deadline
- Identify the risks of possible mistakes and take the necessary steps to help co-workers avoid them
- Detail the progressive steps required to achieve results. Each step must have a specific objective and a date
- Hold a delegation meeting to ask the co-worker to accept their new tasks and explain the process.
- Monitor the delegation progress by means of 1-to-1 meetings (see above). At each stage, check the date and whether the objective has been achieved.
At work and as part of a group
The way Denise positions him/herself in the company and within a group is essential to understanding his/her impact on teamwork and collective dynamics. This perspective highlights his/her role in promoting harmony, innovation and the achievement of common goals, thus enriching the professional environment.
Workbooks in which Denise appears
Here are the workbooks in which Denise's profile appears. The graphs show how Denise is positioned in the corresponding teams in relation to the other members.
This profile is not associated with any workbooks!
Chronoplanning
Chronotypes refer to the different natural biological rhythms that influence our sleep and activity preferences throughout the day. They explain why some people are more energetic in the morning, while others reach their peak performance in the evening.
Understanding our own chronotype can be key to optimizing productivity, health and overall well-being, as it helps align our daily activities with our natural biological rhythms. Taking chronotypes into account in work environments and personal life enables better time management and greater efficiency in tasks and interactions.
Here's Denise's information...
State of mind / emotions
Our state of mind and our emotions play a crucial role in how we approach our daily challenges and successes. For Denise, understanding his/her own mindset gives us a glimpse into his/her reactions to obstacles, his/her openness to change and learning, and his/her ability to keep going when faced with adversity. It also reveals how he/she perceives the potential for personal and professional growth, directly influencing his/her approach to life and interactions with others. By exploring these notions, Denise can identify opportunities to cultivate a more resilient and adaptable state of mind, thus fostering an enriching and fulfilling journey to development.
The colored boxes below indicate the states of mind and emotions that Denise is most likely to feel...
| Pleasant | |||
| Powerful | Seen | Altruistic | Confident |
| Victorious | Grateful | Warm | Serene |
| Honorable | Bold | Cheerful | Useful |
| Distant | Liable | Good | Modest |
| Proud | Crafty | Lenient | Dedicated |
| Determined | Likeable | Sympathetic | Calm |
| Motivated | Smiling | Kind | Serious |
| • | • | • | • |
| Offended | Disappointed | Tired | Confused |
| Annoyed | Upset | Sad | Worried |
| Angry | Grumpy | Guilty | Concerned |
| Disengaged | Mistreated | Reprehensible | Bothered |
| Insubordinate | Dismayed | Unfair | Useless |
| Defeated | Resentful | Passive | Ridiculed |
| Humiliated | Bitter | Apathetic | Unworthy |
| Unpleasant | |||
Motivations
Understanding what motivates Denise in his/her actions and decisions is essential to grasping the full extent of his/her personality and potential. The ODAPHIS index, an acronym for Objective, Deliberation, Altruism, Pleasure, Harmony, Influence and Security, serves as a guide to explore the various forces that drive Denise. Each component of this index highlights different aspects of his/her motivation, from his/her desire to achieve meaningful goals, to his/her need for security and stability, to his/her pleasure in interacting with others and his/her commitment to the collective well-being. Together, these elements offer a comprehensive view of the invisible drivers that cause Denise to act in specific ways in various circumstances.
(*) Each component is represented by a number between 0 and 7.
Risk: Individualism
Risk: lack of flexibility
Risk: slow decision-making
Risk: emptiness or ephemerality
Risk: fear of conflict
Risk: insensitivity and bossiness
Risk: fear of change
The following graphs contrast certain ODAPHIS characteristics to refine Denise's profile and the importance of each type of motivation.
Purple: adapted • Yellow : natural