TriMetrix & Indigo testing

Analysis of personality via TriMetrix/Indigo testing

Abstract

This paper presents an analysis of my personality via TriMetrix/Indigo testing, including my DISC style, my strengths and weaknesses, and my driving factors. DISC identifies my dominant style to be Dominance (D), with its key descriptors of decisiveness, assertiveness, and strong drive for achievement, in tune with my current role in project management, in which I have a role in guiding groups and taking important decisions. Strengths I possess, according to testing, include my rapid decision-making, complex problem-solving, and taking charge, and these have aided me in thriving in high-speed environments. For example, I have effectively managed tight timelines in my projects through prioritization of key actions. The analysis also revealed areas for improvement, namely my tendency to prioritize work and deliverables over interpersonal relationships (Fuchs, 2018). This can have a bearing on morale and cohesion in a group, for instance, in a past project when my motivation for delivering work under tight timelines caused burnout for my group members. The analysis revealed that my driving factors, such as achievement and independence, motivate my career and leadership style. As useful as these have been in taking me in a positive direction, I can use them in a counterproductive manner and forget about the emotional needs of others. With these observations, I will strive to develop my emotional intelligence and prioritize interpersonal relationships in an attempt at becoming a balanced and effective manager. In this essay, I will present an action plan for leveraging my strengths and overcoming my weaknesses in a quest for career development.

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Analysis of personality via TriMetrix/Indigo testing

Introduction

The TriMetrix/Indigo personality report enables one to gain a rich picture of individual behaviour, personality, and driving factors, and in a deeper sense, understand driving factors in terms of career objectives and work-related decisions. In my analysis, I will review my DISC style report, identifying my strengths and weaknesses and reflect onto my career objectives (Costanza & Finkelstein, 2015). I will, in addition, speak about tacit knowledge, including my instinctive and personalized information acquired through practice, and its role in shaping my style in overcoming obstacles and in decision-making. By contrasting my personality with my career, I hope to gain an awareness of my key improvement areas and develop a personalized improvement plan for my career development (Pennington et al., 2016).

Analysis of personality via TriMetrix/Indigo testing

Results and discussion

The TriMetrix/Indigo personality analysis revealed rich information regarding my behaviour, strengths, weaknesses, and driving factors. Most significant, I learned my dominant DISC style, and my dominant DISC style is my Dominance (D) style. I have decisiveness, assertiveness and a desire to dominate a situation with my DISC style. I prefer taking charge and getting down to work, and enjoy working in high-energy environments, taking charge, and getting results with efficiency. I have no issue with my current position in my role in project management, where I manage a group, make key decisions, and manage resources in a timely delivery (Spence et al., 2024).

My strengths include quick decision-making and confidence in acting even under uncertain environments. For example, in a current project with a tight schedule and less budget, I leveraged my decisiveness in a rapid analysis of the environment and prioritization of most critical work (Pennington, 2016). By taking a proactive role at an early stage, I kept everyone focused, and together, everyone completed work in time, with desired outcomes. Under high-stress, my confidence in quick decision and acting under such environments have been effective, with quick thinking and level heads triumphing over a successful project.

Another strength I possess, is my problem-solving skill. I break down complex issues into simple segments and develop effective solutions for them. In one of my previous assignments, a key technical issue challenged our group and could have stalled our deliverables (Lindvig, 2018). I leveraged my problem-solving skill and, with my timely thinking, identified the cause, coordinated with the technical group to iron out a remedy, and took corrective actions. With my problem-solving and analysis skill under pressure, I have performed effectively.

However, the review also revealed areas for improvement (Costanza & Finkelstein 2015). One of my greatest weaknesses, in evaluation, is prioritizing at times at the expense of interpersonal relations, my biggest one, in evaluation. Due to my performance drive, I sometimes overlook the emotional needs of my workers, and it can impact team morale and cohesion. For example, in a collaboration between a group of departments, I focused too much on delivering work in a timely manner and did not pay attention to burnout symptoms in my coworkers. Some of my coworkers appeared disengaged, and communications suffered. As a result, morale in the group took a blow, and in the long term, it impacted work success (Hellström et al., 2018)

This weakness mirrors the value placed in emotional intelligence, a key to effective leadership (Ylijoki, 2022). For me, my work-first preference could have been a reflection of my Dominant DISC style, with its preference for getting work completed effectively and efficiently, but in a speedy manner. Not having regard for interpersonal dynamics, however, can cause a detrimental impact in team effectiveness in the long term.

The assessment revealed that I have strong driving factors with a theme of achievement and independence, in concert with my career aspirations of taking on added leadership roles. These driving factors motivate my motivation for assuming a project, having a lot of impact in my decision, and constant improvement every time. Nevertheless, my individual achievement orientation sometimes takes over and forgets about overall success for the group, and I’m actively working on that.

Application of smart goals

To enhance my effectiveness in leadership, I will develop my emotional intelligence (EQ) through the following SMART objectives:

1. Enhance Self-Awareness

• Specific: I will become more aware of my triggers and manage my personal triggers effectively.
• Measurable: I will maintain a logbook of instances of outbursts and my reaction to them.
• Achievable: I will work with a single trigger a month.
• Relevant: Improving my interpersonal relationships and team dynamics will result in increased self-awareness.
• Time-bound: I will have a significant improvement in six months’ time

2. Develop Empathy

• Specific: I will actively listen in an attempt to comprehend my team members’ viewpoints.
• Measurable: I will exercise one active listening exercise a week at least.
• Achievable: I will practice active listening for 15 minutes daily.
• Relevant: Enhancing empathies will enhance cohesion and morale in a team.
• Time-bound: I will have observable improvements in team motivation in three months’ time.

3. Improve Emotional Regulation

• Specific: I will have increased mastery over my feelings in order to remain calm under pressure.
• Measurable: I will track in my nightly journal and assign a rating for my mood.
• Achievable: Journaling is free, easy, and takes little time.
• Relevant: Improved emotional regulation will enhance my decision-making and leadership effectiveness.
• Time-bound: I will have a significant improvement in three months’ time

By setting these SMART objectives, I will work towards developing my emotional intelligence, and subsequently, my leadership and a harmonious and effective team environment will be boosted.

Conclusion

In conclusion, my DISC report reveals my strengths and weaknesses that contribute to my career development. Having been quick in my decision and in my group management and motivation, I have been a significant player in my career development path (Rudolph et al., 2020). Nevertheless, my detail orientation at times at the expense of interpersonal relations have been a challenge. Having tacit knowledge in my decision processes, I have been in a position to navigate through barriers and drive success in my career development path (Woiwode & Froese, 2021). By taking cognizance of such observations and developing a personalized development path, I can go a long way in honing my skills and developing my career development path.