DISC & MOTIVATORS REPORT FOR

Hashfi Yudhistira

Copyright © 1996-2019 A24x7 & Behavioral Resource Group (BRG) TONY ROBBINS WWW.TONYROBBINS.COM 1
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: Fact-Finder - Cs

Fact-finders have highly developed "quality control" and critical thinking ability. They favor logic and facts but also
possess intuitive abilities that they will meld with the facts. Preparation is essential prior to action. They may appear
shy but can work with others who have similar high quality focus. They avoid confrontational situations and, because
they need to "get it right," can delay decisions. If they make a mistake, they will likely research additional material to
support their original choice.

 Emotionally: Avoid unsafe or risky ideas or relationships.

 Your goal: Safety and accomplishment through correctness.
 How you value others: Others' ability to effectively use logic and data.
 How you influence a group: Encourages and supports attention and focus on quality of evidence and analytical
thinking.
 The value you bring to an organization: Gets the facts, reviews the findings and brings analytical clarity to the
project.
 Cautions: Subject to "analysis paralysis"; may try to indirectly impose a more controlled environment.
 When under pressure: Can become overly alarmed and anxious in risky or uncertain work situations.
 What you fear: Other's erratic behavior or facing strong criticism or blame.

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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.

You like to be aware of rules, procedures, and protocol so that you can adhere rigidly to them. You may express
disappointment when others don't meet the same standards. Rules were meant to be followed, not bent or broken.
If all members of the team understood that, there would be fewer snags in the midst of projects. When things are
written down, they are clear for all to understand and act upon. Mistakes happen when corners are cut, when things
move in a rapid or careless way, or when members invent their own rules and make arbitrary, situational changes to
them.

You tend to be conventional, and a bit cautious when it comes to making sudden decisions. There's nothing wrong
with this, as it can be a strength to the team. Our coaching is intended to help you allow yourself some flexibility on
routine decisions, and amplify your caution only when faced with mission-critical decisions.

You have a rare skill in being able to weigh both intuition and data in balanced ways when making decisions. You tend
to provide deep analysis in your insight, as well as a gut-level intuition that helps to balance the data. While others
may jump to conclusions with no analysis, or conversely suffer "analysis paralysis," you have the ability to find the
proper balance.

You score like those who prefer clearly defined roles and responsibilities. You like precise job descriptions, with little
overlap of activity or break from routine. Defined roles serve as an excellent base from which to operate, as long as it
is understood that the unexpected sometimes happens, and that such times may call for more flexibility.

Your response pattern shows that you demonstrate excellent critical thinking ability. This strength is especially
important for leaders, who often must verbalize opinions convincingly to the team or organization at large. Others
tend not to think as deeply or as critically as you, making your skill valuable in the workplace.

Your response pattern indicates that you tend to be less talkative in larger groups, and as a result, perhaps somewhat
difficult to get to know on a personal level. This doesn't necessarily have to be a negative trait. As a piece of coaching,
we suggest that you attempt to warm up to people more quickly to help put them at ease. Engage in supportive
conversation as a way to break the ice. This may pull you out of your comfort zone, but it will help others get to know
who you are, even as you learn more about them.

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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 may be more interested in functional approaches that generate a
practical return rather than experiencing the uniqueness of a process.

• You believe people with their head in the clouds would be better off with their feet on the ground.
• You will likely not waste time with anything that doesn't contribute to a solution.
• You are more about function and reliability as opposed to creativity and appearance.
• You are not likely to care about how something looks when compared to what something does.

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 balance yourself between being satisfied with what you have
and a need for more.

• You have the ability to identify with individuals who have both high and low satisfaction rates.
• Your score indicates a balance between being satisfied with what you have and the need for more.
• You may have already achieved substantial economic goals of your own.
• You are realistic and down-to-earth in regards to getting what you believe you deserve.

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 appreciate what others bring to the table and may be apt to
become the unsung hero of any project or team.

• You may never make the necessary noise surrounding important issues and may set yourself up for being overlooked.
• Because you don't seek attention for your efforts, you may be left feeling like a ghost, never drawing attention to yourself.
• You will likely support others while rarely focusing on gaining the personal support you may want or need.
• You will not likely seek lime light roles, but rather stay back and support someone else.

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 don’t need to be behind the wheel and won’t mind yielding your
position to avoid controversy.

• You may be more of a maintainer than you are an obtainer.

• You may not volunteer yourself for positions of greater responsibility.
• You won't want all the responsibility that comes with being in charge.
• You'll likely want to watch others lead more than you'll want to lead things yourself.

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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 will seek to benefit others at your own personal expense and may
find it very difficult to fight for what you want.

• You are likely very sincere and may show an exaggerated concern for others.
• You are always cognizant of the underdog and will go to great lengths to meet their needs.
• With you, it's all about cooperation and consideration.
• When it comes to monetary things, you believe "you can't take it with you."

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 believe there’s always another way when the current situation
changes or roadblocks are apparent.

• You might imagine jumping off a cliff and building your wings on the way down.
• You will not like being constrained or restricted to certain protocols.
• You're looking for freedom and autonomy in your work.
• You are in need of freedom from rules and regulations that stifle your creative flow.

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 have an excessive need to uncover, discover, and recover the
truth and will spend the necessary time to learn it all.

• You will gravitate towards "knowing" and be uncomfortable with "believing."

• You have high focus and are likely research oriented.
• You love learning things you never knew.
• You learn for the sake of it.

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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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