Our Approach:

 
“Each of us has capacities. The real trick is knowing the machinery of the boat in which you are crossing the channel.”
-- Joseph Campbell --
 
DiSC Overview
Enneagram Overview
 
I work in partnership with leaders of organizations at all levels including entrepreneurs, executives, first-line supervisors, hospital nurses, scientists, sales managers and more. I have worked with leaders in corporations, small to mid-sized companies, hospitals, nonprofits, and government. I begin by gathering qualitative and quantitative information in order to understand your business issues, culture and the context in which you operate. Depending upon the size and scope of the engagement, I may bring in trusted associates as needed.

On an individual level, I assist people in unlocking their own innate potential to increase their effectiveness, performance, and personal fulfillment. I guide you to your own wisdom by partnering with you to grow into the vision you desire for yourself and your organization. You will learn about yourself and increase your self-knowledge through non-evaluative self-assessments including but not limited to the DiSC Profile Personality Test and the Enneagram described below. You will learn what works for you as a unique individual. There are no cookie-cutter approaches that work for everybody.

Self-knowledge and self-awareness is a continual process supported and informed by our relationships with others. Leadership is a relationship as I have outlined in my award-winning article “Leading with Love”. I can help you learn how you may be blocking your success with limiting beliefs and mental models, ineffective communication skills, and/or misaligned behaviors and actions. I work with you and your team and teach you the attitudes, skills, and behaviors that will enable you to reach mutually agreed upon success destinations.

 
The “principles for inspired success” are consistent regardless of your industry or functional specialty such as sales, marketing, engineering, professional services, or homemaking. These principles are supported by practical tools and techniques and encompass authentic leadership through self-awareness, skill development, and personal growth.
 

DiSC Assessment Overview:

My experience shows that at least 80% of on-the-job people and team “failures” are not the result of individual incompetence. They are the consequence of people and communication conflicts or the mismatching of a person’s natural style with the behavioral demands of the job, team, or leadership role.
 
The key to successful communication and collaboration within and between any level in the organization is to understand our own individual style of behavior, to understand the other person’s style, to cross the bridge into their world by speaking to them in their style language and to partner with them going forward. This is the art of people-whispering. Creating a shared language contributes to increasing trust, credibility, productivity and resonance or energy flow within the relationship. It can also be used as a transformational tool in personal relationships of all kinds.
 
The DiSC Profile is a scientifically validated and reliable personality/behavioral assessment which has been taken by over 40 million people worldwide. It helps us to know and understand ourselves and to understand others to be able to identify where they are coming from so that we can more effectively communicate, inform, and inspire them.
 
There are four basic styles known as “D,” “i,” “S”, and “C.” We all have aspects of each style within us but it is the degree of intensity of each dimension that wants to be fully and freely expressed naturally by the individual which determines their natural style, motivational needs, environmental needs, as well as how they are likely to make a contribution to the organization.
 
There are some basic tenets in using the DiSC Profile effectively for personal and organizational transformation. They are:
  1. All styles have inherent value and no style is better than another - all of us come into this world with natural gifts and strengths as well as natural blind spots or areas for growth.
  2. We come into this world predisposed to a personality type and do not change from one personality style to another.
  3. We may find that the intensity of one dimension changes slightly over time given our stage of life or the environment we find ourselves in. This is as a result of learning to adapt our behavior.
  4. The combination of our dimensions matters and results in nuances of behavior that can be significant.
  5. We can and do want to be able to learn to adapt our style to the needs of the situation and to the needs of the other enough to make a connection.
  6. Personality/behavioral style is not all of who we are. Likewise, we can find a healthy expression of our home base with greater maturity and self-knowledge.
  7. An attitude of acceptance without judgment allows us to express the healthy aspects of our style.
 

DiSC Assessment Styles

The following is a description of the 4 Pure Styles and their behavioral tendencies. Recognizing that we are not just our personalities and that there are also 15 combinations of classical patterns, this is a good overview. For more information, please visit www.everythingdisc.com as a first step. I can then answer any questions you might have via email or in a voice to voice conversation.
 

High “D”

people who naturally express a greater intensity of “D” behavior tend to be direct, results-oriented, impulsive, domineering, demanding, forceful, decisive, adventuresome, quick, competitive, and risk-taking. High “D” personalities like to be in control of people and the situation. They do not respond well to routine work, slow pace, detail, lengthy discussions or social talk. Depending upon their second highest dimension, they can be seen as cold and uncaring people. They tend to fear being taken advantage of. The bottom line for the “D” is “what?”
 

High “i”

people who naturally express a greater intensity of “i” behavior tend to be friendly, outgoing, spontaneous, enthusiastic, sympathetic, generous, influential, persuasive, confident, trusting, and emotional. The high “i” person tends to thrive on popularity within a group. They prefer a participatory environment and as much freedom as possible. The high “i” individual does not respond well to projects requiring research, paced productivity and organization, or dealing with objects rather than people. Depending upon their second highest behavioral tendency, they may become quickly frustrated when required to apply consistent follow through on projects. The bottom line for the “i” is “who?”
 

High “S”

people who naturally express a greater intensity of “S” behavior tend to cooperate with others to get the task completed. They are patient, dependable, relaxed, easy-going, amiable, stable, and loyal team people. They are good listeners and can have a calming influence on others. Their primary concern when presented with a project is to know how and when it will be accomplished. They can concentrate on tasks for extended periods of time. They are more comfortable with planned change and have the need to be informed of the steps leading towards any change in structure. The high “S” person prefers work that rarely interferes with personal and family life. Bottom line for the “S” is “how?”
 

High “C”

people who naturally express a greater intensity of “C” behavior tend to adhere to their own clear and high standards. The natural response of the high “C” person is to work within existing policies and guidelines and to promote quality in service or products. The high “C” person will take care of the details for which the high ”D” and high ”i” people have little patience. They tend to be precise, systematic, diplomatic, courteous, sensitive, cautious, critical, evasive, conscientious, and competent. The high “C” person is most effective when guided by clear parameters and job description with regularly scheduled feedback. Precision work is their strength and adequate time for planning is essential. The bottom line for the “C” is why?
 

Enneagram Overview:

This explanation covers the basics that you will need to understand how the Enneagram works, and will be especially helpful for beginners. As you will see, only a few simple concepts are needed to begin your journey of self-discovery. The Enneagram, however, is ultimately subtle and complex, as you will appreciate the more you use it in your life. For more guidelines, consult www.enneagraminstitute.com.
 

Structure

The Enneagram's structure may look complicated, although it is actually simple. It will help you understand the Enneagram if you sketch it yourself.
 
Draw a circle and mark nine equidistant points on its circumference. Designate each point by a number from one to nine, with nine at the top, for symmetry and by convention. Each point represents one of the nine basic personality types.
 
The nine points on the circumference are also connected with each other by the inner lines of the Enneagram. Note that points Three, Six, and Nine form an equilateral triangle. The remaining six points are connected in the following order: One connects with Four, Four with Two, Two with Eight, Eight with Five, Five with Seven, and Seven with One. These six points form an irregular hexagram. The meaning of these inner lines are further explained on the website for the Enneagram Institute which is www.enneagraminstitute.com.
 

Your Basic Personality Type

From one point of view, the Enneagram can be seen as a set of nine distinct personality types, with each number on the Enneagram denoting one type. It is common to find a little of yourself in all nine of the types, although one of them should stand out as being closest to yourself. This is your basic personality type.
 
Everyone emerges from childhood with one of the nine types dominating their personality, with inborn temperament and other pre-natal factors being the main determinants of our type. This is one area where most all of the major Enneagram authors agree—we are born with a dominant type. Subsequently, this inborn orientation largely determines the ways in which we learn to adapt to our early childhood environment. It also seems to lead to certain unconscious orientations toward our parental figures, but why this is so, we still do not know. In any case, by the time children are four or five years old, their consciousness has developed sufficiently to have a separate sense of self. Although their identity is still very fluid, at this age children begin to establish themselves and find ways of fitting into the world on their own.
 
Thus, the overall orientation of our personality reflects the totality of all childhood factors (including genetics) that influenced its development.
 
 
Several more points can be made about the basic type itself.
  1. People do not change from one basic personality type to another.
  2. The descriptions of the personality types are universal and apply equally to males and females, since no type is inherently masculine or feminine.
  3. Not everything in the description of your basic type will apply to you all the time because you fluctuate constantly among the healthy, average, and unhealthy traits that make up your personality type.
  4. The Enneagram uses numbers to designate each of the types because numbers are value neutral— they imply the whole range of attitudes and behaviors of each type without specifying anything either positive or negative. Unlike the labels used in psychiatry, numbers provide an unbiased, shorthand way of indicating a lot about a person without being pejorative.
  5. The numerical ranking of the types is not significant. A larger number is no better than a smaller number; it is not better to be a Nine than a Two because nine is a bigger number.
  6. No type is inherently better or worse than any other. While all the personality types have unique assets and liabilities, some types are often more desirable than others in any given culture or group. Furthermore, for one reason or another, you may not be happy being a particular type. You may feel that your type is "handicapped" in some way. As you learn more about all the types, you will see that just as each has unique capacities, each has different limitations. If some types are more esteemed in Western society than others, it is because of the qualities that society rewards, not because of any superior value of those types. The ideal is to become your best self, not to imitate the assets of another type.
 

Identifying Your Basic Personality Type

If taken properly, the Riso-Hudson Enneagram Type Indicator (RHETI), will identify your basic personality type for you. This short section is included so that we can have a basic understanding of the types.
 
As you think about your personality, which of the following nine roles fits you best most of the time? Or, to put it differently, if you were to describe yourself in a few words, which of the following word clusters would come closest?
 
 
These one-word descriptors can be expanded into four-word sets of traits. Keep in mind that these are merely highlights and do not represent the full spectrum of each type.
 
Type One is principled, purposeful, self-controlled, and perfectionistic.
Type Two is demonstrative, generous, people-pleasing, and possessive.
Type Three is adaptive, excelling, driven, and image-conscious.
Type Four is expressive, dramatic, self-absorbed, and temperamental.
Type Five is perceptive, innovative, secretive, and isolated.
Type Six is engaging, responsible, anxious, and suspicious.
Type Seven is spontaneous, versatile, distractible, and scattered.
Type Eight is self-confident, decisive, willful, and confrontational.
Type Nine is receptive, reassuring, agreeable, and complacent.
 
There is much more to the Enneagram beyond the basic nine personality types which adds to the potential depth and richness of this tool. For more information please email us or call 404-327-6330.