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DiSC Type "CD"

The Questioner

Name: Alex Vilhena
Email: [email protected]
About Your DiSC Styles: Everyone has both a Natural style (how you instinctively behave) and an Adapted style (how you adjust to fit work, expectations, or stress). Compare your two profiles to understand your core tendencies and how you may adapt in different environments.

Natural Style

Adapted Style

Your Natural Style: CD

CD — The Questioner

Summary

People with the DISC CD personality type (The Questioner) tend to remove emotions from decision-making as much as possible, valuing efficiency and logic over intuition or social proof. They are usually more reserved in their interactions and relating to others in a more distant and detached manner, building trust slowly.

Overview

With a position on the far left of the DISC model map, Questioners typically prioritize personal space, privacy and autonomy. Their matter-of-fact, unsentimental approach to people and situations allows them to maintain a comfortable distance, with less emotional involvement in decisions.

Traits

  • Speak with matter-of-fact, objective language.
  • Act with purpose and focus.
  • Pursue goals rather than spend much time interacting with others.
  • Aggressively overcome opposition and competition.
  • Be impatient when progress is blocked.

Strengths

  • Using a reserved, business-like approach when interacting with others.
  • Developing efficient approaches that improve performance and maintain quality.
  • Showing people how to do things in a logical sequence.
  • Directing others in an impersonal manner with clarity and precision.
  • Taking on complex, interconnected problems and making sense of them.

Weaknesses

  • Monitoring results closely to the point where they feel micromanaged.
  • Appearing cold, detached or uninvolved when interacting with others.
  • Displaying frustration when standards for performance are not met.
  • Criticizing people who don't meet their standards for quality and accuracy.
  • Being overly brief or robotic in communication.
  • Making changes quickly and decisively, potentially disrupting the work of others.

Growth Opportunities

  • Practice giving others space to work independently and without close monitoring.
  • Make an effort to ask people about themselves, on occasion, so you can build stronger relationships.
  • Avoid showing your frustration in your face; take a moment to step outside and breathe before expressing how your expectations aren’t being met and offering potential solutions.
  • Practice being patient with those in positions of authority by appreciating their hard work and respectfully offering your thoughts.

Work Environment

  • Thrive in environments that are more autonomous and value accuracy, logic, and pragmatism.
  • Enjoy directing others by setting clear expectations.
  • Can help more emotional, enthusiastic coworkers analyze and question new ideas.
  • With another C-type, avoid rejecting new ideas simply because they are risky.

Works Well With

  • Tend to work well with others who work in a focused and amazing way.
  • Avoid unnecessary small-talk.
  • Complete tasks within the set timeline.

Obstacles

  • Criticize or scrutinize their coworkers.
  • Deliver negative feedback too harshly.
  • Make unreasonable demands of their coworkers.

Motivations

  • They are asked to give performance feedback to others.
  • Their boss gives them plenty of responsibility.
  • Their peers respect their advice and direction.
  • Their direct reports follow the correct rules and procedures.
  • Directing others to follow rules and procedures.
  • Interacting with a reserved, business-like approach.
  • Focusing on the primary reasons for a problem rather than the symptoms.
  • Providing feedback to others about how they can improve their performance.
  • Showing people how to do things the correct way.
  • Completing projects on a strict timetable.

Draining Activities

  • They have to consider the feelings of others.
  • Their boss wants them to build relationships with others.
  • Their peers frequently engage in casual conversation.
  • Their direct reports are continually distracted.
  • Staying aware of the personal and emotional needs of other people.
  • Checking in frequently to make sure people are on the same page.
  • Opening up about emotional issues.
  • Communicating in a friendly, casual tone.
  • Asking questions from more experienced colleagues to learn how to do something.

Communication

  • Use a restrained, direct, unemotional demeanor and avoid making claims that you cannot back up.

Meetings

  • Meetings should be minimal, formally scheduled, and with a prepared agenda.

Emailing

  • Emails should be clear, business-like, and factual.

Feedback

  • Feedback should be direct, critical, and delivered with logical reasoning.

Conflict

  • Conflict should be handled in a logical, unemotional, and well-informed way.
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