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DiSC Type "IS"

The Encourager

Name: Helder Mesquita
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: IS

Is — The Encourager

Summary

People with the DISC Is personality style (The Encourager) are warm, cheerful, and light-hearted. They bring positivity and joy, often finding much to appreciate in others and making people feel comfortable and accepted.

Overview

With a position on the far top right of the DISC map, Encouragers are friendly and find acceptance through positive behavior. They feel most comfortable engaging with others and tend to win approval by being warm and approachable.

Traits

  • Give others a sense of belonging and acceptance.
  • Enjoy interacting with others.
  • Have an outgoing and light-hearted approach, taking life as it comes.
  • Avoid criticism and confrontation.
  • Help others quickly feel comfortable in new groups.

Strengths

  • Developing others by offering plenty of verbal encouragement.
  • Placing a high priority on personal interactions and relationships.
  • Motivating others to take action, even if they are nervous.
  • Optimistically evaluating the capabilities of others.
  • Bringing positive energy and warmth to a team.
  • Communicating frequently and regularly.
  • Using casual, friendly language with colleagues.
  • Seeking the experience and ideas of others when solving problems.

Weaknesses

  • Relying too much on gut feelings when detailed planning is necessary.
  • Losing objectivity by becoming too friendly and involved.
  • Failing to evaluate problems realistically due to optimistic expectations.
  • Being overly focused on not losing approval or looking bad.
  • Avoiding important tasks by spending too much time with people.
  • Placating or appeasing people who are resisting or arguing.
  • Having trouble with consistent, steady routines that aren’t stimulating.
  • Using a personal, emotional approach that may hinder rational decisions.

Growth Opportunities

  • Make an effort to plan for important tasks or decisions.
  • Avoid losing objectivity; include someone more objective in big decisions.
  • Maintain realistic expectations by recognizing potential weaknesses or issues.
  • Recognize when unpopular decisions are necessary for growth.

Work Environment

  • Encouragers thrive in environments that allow them to work closely with others and use their skills in diplomacy.
  • They help more logical and analytical colleagues appreciate new ideas.
  • With other I-types, it’s important to focus on finishing work and achieving goals.

Works Well With

  • Spend time getting to know them.
  • Help brainstorm new, exciting ideas.
  • Share in fun events outside of work.

Obstacles

  • Neglect to ask important questions.
  • Overcrowd those who prefer to work privately.
  • Improperly use humor around more serious people.

Motivations

  • They are asked to get to know coworkers.
  • Their boss is welcoming and encourages new ideas.
  • Peers share appreciation for their contributions.
  • Direct reports are cooperative and hardworking.
  • Collaborating regularly with others instead of working in isolation.
  • Going on new adventures and pursuing abstract opportunities.
  • Understanding and explaining the human impact of decisions.
  • Using expressive, emotional anecdotes to make a story interesting.
  • Providing verbal encouragement and telling stories.
  • Teaching, coaching, and advising others.
  • Discussing as a group and brainstorming.
  • Jumping between many ideas simultaneously.

Draining Activities

  • Spending too much time alone.
  • Boss pushes them to work on analytical, data-driven projects.
  • Peers are very serious and focused solely on work.
  • Direct reports are skeptical of their leadership.
  • Setting guidelines and clear rules for others.
  • Developing more efficient processes.
  • Taking primary ownership over timelines.
  • Spending lots of time researching root causes.
  • Directing others with detailed assignments.
  • Solving problems with thorough data analysis.
  • Doing independent work and reporting on results.
  • Navigating large, complex systems.

Communication

  • Use a friendly, agreeable tone with colorful language, expressive gestures, and personal anecdotes.

Meetings

  • Meetings should be done in-person when possible, without a specific agenda.

Emailing

  • Emails should be approachable, friendly, and not too serious.

Feedback

  • Feedback should be thoroughly explained and delivered in a positive manner.

Conflict

  • Conflicts should be focused on finding new solutions and approached carefully to avoid harming relationships.
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