Professional Development Plan

In order to develop a plan that will address the characteristics of my group and me as a leader; a thorough review of the completed DISC assessments much be completed on an individual basis and an overall plan can be derived thereafter. The individual analyses are as follows:

Individual Assessments

Jeremy Conner, Jessica Mills, and Brian Tuck are all predominately categorized as cautious in style. Their tendencies include: being tense with themselves and others when under pressure, having a natural curiosity about people, being concerned about what people think, feel, and expect, having strong attachments to their personal interests, underestimating the time required to complete tasks, being intuitive and observant about situations and people, associating their self-worth with their work, and being intrigued by concepts, ideas and processes. They are known as the assessors and tend to have strong opinions about people and groups with whom you do not identify or agree.

Robert Mills was predominately categorized as interactive in style. This style’s strengths include: enthusiasm, charm, persuasiveness, and warmth. The cautious style is gifted in people skills and communication skills with individuals as well as groups. They are great influencer’s. They are idea-people and dreamers who excel at getting others excited about their vision. They are optimist with an abundance of charisma. All of these qualities help them influence people and build alliances to accomplish their goals.

I was predominately categorized as a dominance style. My primary motivation is accomplishing bigger and better goals according to an internal timetable. I prefer to be involved in my chosen activities from start to finish, and I resist people who are obstacles to my achievements. My tendencies include: disliking being told what to do, or when and how to do something, being reluctant to change what I think or how I feel, delegating tasks only if absolutely necessary, acting competitively, especially when pushing myself to new levels or in new directions, making sure that production is completed on schedule, depending on plans for action and follow-up routines, and becoming tenacious and focused when under pressure.

Team Development Plan

Based on the analysis of the DISC assessments, I would put myself in a leadership role on the team with Robert as my supervisor, and Jeremy, Jessica, and Brian as subordinates. My style is more fit to a leadership role due to my desire to accomplish bigger and better goals. This desire allows me to look bigger picture which must be done from an upper management perspective in order to keep the company ahead of the curve in all aspects of business to avoid pitfalls. Robert’s natural charisma and persuasiveness would make him great at motivating the rest of the team. This does not mean that Jeremy, Jessica, and Bryan aren’t just as important to the team success.

All workers from top to bottom are needed for a business to be successful. I strongly believe in the phrase “you are only as good as your weakest member”. For this reason, I would make sure that they were given a chance to air their grievances and make suggestions on changes that should be made. I must make sure to allow every team member to have a say in the business processes because this is a weak point of my particular style. Flexibility on my part must be a focal point to ensure that all team members feel heard and feel like they hold value in the company.


All of the information in the above plan will be closely monitored and periodic meetings will take place to allow time for all employees to voice their grievances or concerns to ensure that full compliance is being achieved. It is very important that regular monitoring is performed to ensure that the company stays on track and will help ensure the long-term success of the company. Realizing each individual’s style as well as their strengths and weaknesses will allow a more personal and individualized approach to be taken in regards to team dynamics and goal attainment.

University of Phoenix. (2014). DISC Assessments [Multimedia]. Retrieved from University of Phoenix, LDR531 website.
DISC Test and DISC Assessment: Explained. (2013). Retrieved from

What do you think?

Written by admin


Leave a Reply

Your email address will not be published. Required fields are marked *



The Geert Hofstede Cultural Dimension Business Essay

My Best Public Speaking Experience