How To Flood Yourself With A Downpour Of Self-Awareness

self-awareness | Lisa Patrick Assessments24x7

We all have a unique mix of “good” and “bad” traits. There is so much we don’t know about our inner thoughts and processes that the inward journey at times can be surprising. 

Self-awareness requires self-examination. If we are selfaware, it is easier for us to focus our mind, concentrate and direct our attention toward activities that will give us the opportunity to change.

Self-awareness is essentially a way of introspection that doesn’t shut the world out, but rather brings it in for assessment against one’s own feelings and behaviors. We must learn to observe our emotions, thoughts and behavior without judgment or evaluation.

Once upon a time, I regarded “selfawareness” as something that was of little value to me. It seemed too touchy-feely.  I never considered that I needed to find myself, because I was never lost. Later, I realized that becoming more self-aware, was an Edge Learning skill that is never mastered. That learning how to manage yourself and how to productively engage with other people is not bias to the stage of life I was in.

Self-awareness is about being honest with yourself.

We all have a self-image of how we want others to perceive us. You might view yourself as punctual, but in reality you are often late to appointments.

Self-awareness is about focusing on the reality of your behavior and not on the story you tell yourself about yourself.

When you become more aware of you, you also increase your Self-confidence.

According to my business parter, Dr. Tony Alessandra:

Self-Confidence is the food that feeds our personal growth. It’s an indispensable part of achievement. Self-confidence stems from the self-awareness of our intrinsic worth as individuals. We are blessed with an incredible amount of potential, most of which is untapped

Dr. Tony Alessandra

Self-confidence works best when based on your own knowledge and self-respect, rather than on comparisons of yourself with others. So how do you gain that knowledge?

There are many techniques you can practice to develop selfawareness. In this article, we will take a look at 5 core assessments that measure different, yet important ‘core styles’ of the whole person. Used individually or in a variety of combinations, these five core assessments offer you and your organizations the opportunity for self-awareness and boosting professional performance, exploring the ‘whole person.’

the whole person - Core Assessments
Credit: Lisa Patrick Assessments

Identify Your Learning Style – The Learning Style Assessment Tool:

The Learning Styles assessment identifies each individual’s best means for learning and retaining new information.

You may like to process information through text, while others need visual support and images. You may like to work alone, while others like to work in groups.

How often have you been in a classroom and someone else just grasps the concept being taught intuitively, while you need a ‘blueprint’? We all learn differently.

Understanding learning styles offers the key to maximizing and organization’s training efficiencies, enlightening its management teams and even assembling top performing teams.

Imagine if post secondary institutions invested in their students to better understand the learning style of the student, how more effective the learning taking place would be?

Identify Your Motivational Style – The Motivators Assessment Tool:

You may be aware of your motivations to some degree. Exceptional self-awareness means you are better at recognizing opportunities that correlate with their inherent motivations, thereby increasing your likelihood for success.

The motivators assessment will offer you the practical applications and insights necessary to maximize your performance and project outcomes.

There are seven universal dimensions of motivation that drive you: aesthetic, altruistic, economic, political, regulatory and theoretical.

  • Aesthetic – a drive for balance, harmony and form. 
  • Economic – a drive for economic or practical returns. 
  • Individualistic – a drive to stand out as independent and unique. 
  • Power – a drive to be in control or have influence. 
  • Altruistic – a drive for humanitarian efforts; help others altruistically. 
  • Regulatory – a drive to establish order, routine and structure. 
  • Theoretical – a drive for knowledge, learning and understanding. 

Identify Your Behavioral Style – DISC Assessment

Imagine if you could waive a magic wand and have a tool to help you identify— and use to your advantage— the predictable aspects of communication? That would be invaluable.

DISC teaches you powerful behavioral profiling skills which can directly improve performance and increase productivity in a variety of settings and professional frameworks.

When you learn your behavioral style you will also learn to positively persuade other people and drive sales, build “A” teams for special projects, improve your hiring & selection, empower others and so much more.

The first time I took DISC, I wasn’t shocked at learning my behavioral style but was SHOCKED at how much insights I received about others. It was the first time I had the right knwoeldge to understand that the golden rule, ‘treat others how I want to be treated,’ wasn’t always going to be as effective as The Platinum Rule, ‘treated others how they’d like to be treated.’

Fast forward 12 years later, and i can honestly say that DISC has given me the knowledge to apply insights into every relationship I have foster better communication and cultivate deeper long-term relationships.

Not to mention, I have also learned that a person’s behavior is often the strongest predictor of fit. This is why DISC is recognized globally as one of the leading assessments in the hiring process.

DISC will teach you specific skills to improve your own interpersonal interactions. Understanding your natural DISC behavioral style, is really just the first step. You also need the specific recommendations unique to your individual profile to enact powerful and demonstrable returns. To see significant professional and interpersonal benefit, you also need fast, effective learning strategies that demonstrate immediate results.

Identify Your Thinking Styles – Hartman Value Profile Assessment

Problems arise when we face an obstacle on our path, whether it is the path to success, to a loving relationship or to a great vacation.

Imagine if you had a tool that with uncanny accuracy measured your unique thinking approach, or even better if you are a leader, the thinking style of others? An individual’s thinking style is defined by their problem solving strengths, their problem solving struggles and their ability to avoid the blind spots associated with situational bias.

People solve problems in order to achieve success in their business, create a more satisfying relationship or grow to their next level of their career.

In order to be really great at problem solving, you must be a great critical thinker, have good judgement and be able to effectively make decisions. However, those blindspots and situational bias can often derail your efforts.

The Hartman Value Profile Assessment captures your specific thinking pattern and documents your brain’s natural selection process when making decisions. Understanding the ability to process information is directly linked to leveraging strengths and limiting potential performance blockers.

Your thinking and mental processing ability, like a musical or sports talent, can be honed and improved. However, to improve one’s decision-making, an individual must first fully understand the balance of thinking style strengths and challenges. There are three core thinking dimensions + six sub-dimensions measured by the Hartman Value Profile:

  • People (Intuitive Thinking) is measured by assessing Empathy and Self Esteem
  • Task (Practical Thinking) is measured by assessing Practical Judgment and Role Awareness
  • Systems (Conceptual Thinking) is measured using Systems Judgment and Self Direction

Now you can reveal thinking style insights about problem solving aptitude, thinking style communication and prioritize your strengths and the strenghts of others.

Identify Your Emotional IQ Styles – Emotional Intelligence (EIQ) Assessment

Better understanding how you apply your current EIQ and the outcome of your interactions with others will make you a better leader and a better performer.

The Emotional Intelligence (EIQ-2) assessment helps you understand the way you apply your emotional intelligence in terms of style, preferences and behavior. It will bring clarity in determining how appropriately and effectively you apply your knowledge and feelings in a given situation. It’s this understanding that forms the basis on which you can make adjustments in order to be more effective in the future; personally as well as professionally.

A person with a high emotional intelligence is more likely to be aware of and manage his/her behavior in stressful workplace situations. That balance lends itself to improved decision-making and leadership. A person with a high emotional intelligence level is also likely to be better at “reading” the emotions in others, thereby engaging them for more profitable and mutually beneficial outcomes, whether that be in sales, management, customer service or team projects.

It’s a popular misconception that emotional intelligence is largely irrelevant in business, and doesn’t equate with professional performance. In fact, according to a recent study, Emotional intelligence is the strongest predictor of performance.

There’s a good reason why we humans are so interested in understanding ourselves. As the old saying goes, “knowledge is power.” The more self-aware we are, the more we’ll be able to gain from our work and our relationships and flood ourselves with an infinite number of possibilities to grow and thrive.

Become More Aware of You

Lisa Patrick
Lisa Patrick | Business Development Specialist

More about Lisa Patrick:

An advisor to influencers and business leaders, finding new opportunities for them. Lisa’s contagious personality and zest for life resonates with audiences everywhere. Lisa is a strategic thinker and the founder of Lisa Patrick Assessments. A serial entrepreneur, who’s goal has always been to help others by ensuring they have the right opportunity with the right strategy to create new possibilities.

Lisa is a believer in realizing one’s potential. The impossible is attainable and only you can judge the level of your success.

Learn more about Lisa here

Creep Lisa on Linkedin and Facebook.

How do you lead others when you don’t feel confident in yourself?

Leadership | Personality Style | DISC

Among our most important beliefs are those we hold about ourselves. We are all, in essence, leading ourselves daily through the goals we set and the actions we take. When we fail to lead ourselves well,  we will find it difficult to earn the right to lead others. Hence, the long-held, sage advice to “lead by example.”

Living in a way that’s inconsistent with your true nature will create a life of frustration, stress and disappointment. You must instead, learn to embrace your deepest needs, desires, strengths, fears, values and beliefs. Doing so helps to create harmony in your life, tap into your tremendous potential. It also sets an example to inspire others to live up to their highest potentials.

Let’s use a comparison to dog sledding here. As the leader of the pack, you only win the race when you have the right dogs leading the pack. The only way to get the right dogs in the lead is to understand the personalities of each dog on the team. Then, you can place each in the right role. In business, once the right team members are all in place, you can then step up as the leader to guide and encourage them to move the business forward.

The skill of the leader often determines the performance of the team. Although any leader may “bark” from time to time, it is the strong, calm and confident leader who is best at getting a team to follow the projected course.  

Leadership starts with knowing yourself. A strong leader is one who first learns about themselves. They learn what they are good at, and what they are not, and act accordingly. They seek out others who have strong skills in their weak areas and learn from them. They work to develop their own strengths as they would expect others to do.

The best leaders also recognize their styles of leadership and know what a job or task requires. Then, they do it! That means you not only need to understand who you are but to understand how to work well with others. This includes all of the personality styles in all sorts of situations.

Whether you’re a CEO of a Fortune 500 company, or a small business owner on the rollercoaster of entrepreneurship, leadership is about creating and sustaining positive, lasting change in your life and the lives of the people around you. We all have opportunities to be leaders at some point in our lives.

To be the best leader, the one that is remembered and imitated, answer the following questions:
1. What type of leader are you?
2. Who are you?
3. What will you do today to improve?

What type of leader are you?

If you’re a HIGH ‘D’ DOMINANCE STYLE…    

Ratchet down a notch or two! Keep in mind that others have feelings and that your hard-charging, know-it-all style can make your subordinates feel inadequate and often resentful.

Accept that mistakes will occur, and try to temper justice with mercy. You might even joke about errors you make, rather than trying to always project a super-human image.

High ‘D’ Dominance Styles can encourage growth in others in at least two ways:

  1. By praising others when they do something well.
  2. By giving others some authority and then staying out of their way so they can use it. Whatever you lose in control, you’re likely to gain in commitment and improved staff competency.

Try not to be quite so bossy! Ask others’ opinions and maybe–though this is radical for a High ‘D’ Dominance Style—even plan some collaborative actions.


Your people depend on you not just for ideas, but for coordination, too.

So anything you can do to become more organized—making lists, keeping your calendar current, prioritizing goals—will pay big dividends for you and them.

Nothing’s so dispiriting as to see the boss drop the ball on important matters.

So, remember: If you fail to follow-up, procrastinate on tough decisions, or make pledges you don’t keep, your employees will lose faith. Even though you don’t do those things purposely, they’ll see you as letting them down. Your charm and warmth can’t fully compensate for unreliability.

Also, come to grips with the fact that conflicts are going to occur. Try to deal with them up front, not sweep them under the rug. In addition, organize your time better and keep your socializing in balance with your tasks.


You’re probably a well-liked boss. Your goal should be to become a more effective, well-liked boss.

Learn to stretch a little, taking on more, or different, duties and trying to accomplish them more quickly. You may want to be more assertive as well as more open about your thoughts and feelings.

Experiment with a little risk, a little change.

Being sensitive to your employees’ feelings is one of your greatest strengths. But you must seek a middle ground between that and being knocked off balance by the first negative comment or action that comes your way.


Your high standards are a two-edged sword. Your employees are inspired by your quest for excellence, but often they feel frustrated because they can never quite seem to please you.

One of the best things you can do is lessen and soften your criticism, spoken or unspoken. You can seem so stern sometimes!

Ease up on your need to control. Walk around and spend more time with the troops, chatting up people at the water cooler or in the lunchroom.

Wake up to the fact that you can have high standards without requiring perfection in each instance. That’ll take a load off your shoulders–and off your employees, too.

Whatever your style, being adaptable can help you to build bridges to your employees and make them feel valued. By learning to best respond to their interests and concerns, their strengths and weaknesses, you can get the most from your people as well as leave them more satisfied.

Regardless of your leadership style, if you lack self-awareness, you will not be effective. It’s your obligation to have a clear understanding of the impact you are having on the people around you. If you don’t understand what motivates your actions and behaviors, it’s difficult to cultivate positive growth that gets results.

Who are you?

On your journey toward becoming a better leader and discovering what drives you, it’s important to identify what may be holding you back from success, as well as the traits, motivators and behaviors that propel you forward.

The first step of your journey is seeking a better understanding of your personality style.

You must learn how to leverage the various aspects of your personality for a life of achievement that aligns with your personal values. Know where your natural inclinations lie and then use this knowledge to boost those inclinations or compensate for them.

There are four behavioral preferences, that are the four basic personality styles:

  • Dominance Style
  • Influence Style
  • Steadiness Style
  • Conscientious Style
DISC Assessment

Everyone possesses the qualities of each DISC style to various degrees and everyone has a primary style. For the sake of simplicity, we will focus only on primary styles.

Dominance Styles

Dominance Styles are driven by two governing needs: to control and achieve.

Dominance Styles are goal-oriented go-getters who are most comfortable when they are in charge of people and situations.

Are you a person who wants to accomplish many things now? You focus on no-nonsense approaches to bottom-line results? Do you seek expedience and are not afraid to bend the rules?

If you answered yes to the above, you probably also figure it’s easier to beg for forgiveness than to ask permission.

As a Dominant Style you accept challenges, take authority, and plunge head first into solving problems. You are fast-paced, task-oriented, and work quickly and impressively by themselves, which means you become annoyed with delays.

You are driven and dominating, which can make you stubborn, impatient, and insensitive to others.

As a Dominant Style, you are so focused that you forget to take the time to smell the roses.

Influence Styles

Influence Styles are friendly, enthusiastic people who like to be where the action is. They thrive on the admiration, acknowledgment and compliments that come with being in the limelight. Their primary strengths are enthusiasm, charm, persuasiveness and warmth.

Are you that idea-person, who is considered a dreamer? Do you excel at getting others excited about their vision? Are you that person who is the eternal optimist with an abundance of charisma?

These qualities help you influence people and build alliances to accomplish your goals.

As an Interactive Style, you do have weaknesses:

  • impatience
  • an aversion to being alone
  • a short attention span.

As an Interactive Styles of personality you are a risk-taker who bases many of your decisions on intuition, which is not inherently bad. You are not inclined to verify information; you are more likely to assume someone else will do it.

Steadiness Styles

Steadiness Styles are warm and nurturing individuals. They are the most people-oriented of the four styles.

Are you considered an excellent listener? A devoted friend and loyal employee? Do you have a relaxed disposition that makes you approachable and others consider you to be warm?

If you answered yes to these questions then you probably have a primary style of Steadiness. You are that person that develops strong networks of people who are willing to be mutually supportive and reliable. You are an excellent team player.

Steadiness Styles are risk-averse. In fact, you may tolerate unpleasant environments rather than risk change. You like the status quo and become distressed when disruptions are severe. When faced with change, you think it through, plan, and accept it into their world.

You are more than the other types-strive to maintain personal composure, stability, and balance as a Steadiness Style of personality.

In the office, you are courteous, friendly and willing to share responsibilities.

Steadiness Styles are considered good planners, persistent workers and good with follow-through. They go along with others even when they do not agree because they do not want to rock the boat.

Steadiness Styles are slower decision-makers because of their need for security, their need to avoid risk and their desire to include others in the decision-making process.

Conscientious Styles

Conscientious Styles are analytical, persistent, systematic people who enjoy problem solving. Conscientious Styles are detail-oriented, which makes them more concerned with content than style.

Conscientious Styles are task-oriented people who enjoy perfecting processes and working toward tangible results. They are always in control of their emotions and may become uncomfortable around people who are very outgoing, e.g., Influence Styles.

Do you have high expectations of yourself and others? Are you over-critical? A perfectionist?Do you often suffer from “paralysis by over-analysis?”

You are slow and a deliberate decision-maker. As a Conscientious Style of personality you do research, make comparisons, determine risks, calculate margins of error, and then take action. You become irritated by surprises and glitches, hence their cautious decision-making.

As a Conscientious Style you are also skeptical, so you like to see promises in writing.

Leaders become great not because of their power but, because of their ability to understand themselves so they have the confidence to empower others. If you fail to lead yourself well, at some point, you will forfeit the right to lead others. Everyone is not a leader, but anyone can be.

What will you do today to improve? Take my DISC assessment and get an in-depth report about you, your personality style and better understand your most powerful behavioral drivers, and how to harness them for ultimate achievement.

Lisa Patrick Assessments Launches the World’s Largest Free Totally Customized Assessments Dashboard

Shaping Your Business Future

Edmonton, Alberta, Canada / December 20, 2019 – To become successful and remain relevant in business requires constant evaluation and innovation. Assessment tools are the backbone of both career and business success. Every student and working professional needs access to resources for assessing their personalities, learning styles, skills and what motivates them. Assessments allow them to make smart investments in educating themselves and even smarter choices within their careers.

Lisa Patrick, Founder of Lisa Patrick and Lisa Patrick Assessments ( announces a partnership with Assessments24x7, a provider with a 20-year history of offering instruments to optimize hiring processes, boost employee productivity and maximize performance, founded by Dr. Tony Alessandra.

LP Assessments is the first distributor within the Assessments 24×7 network partner with Assessments24x7 to help design, test and distribute globally a new wholesale model of the online dashboard that houses more than 100 assessments currently.  In addition, they have also secured the exclusive distributor of these assessments in Canada.

Patrick says, “Professionals and businesses alike understand the value of assessments to take them from where they are today to where they want to be tomorrow. Post-secondary institutions are no exception. Their administrative staff needs to understand the personalities, learning styles and what motivates their students, so they are better equipped to support students in preparing for their careers and increase student retention rates. Assessments help students better understand who they are, what motivates them and increase their overall learning retention. Combined, this allows students to leverage their knowledge into that competitive edge necessary to have more fulfilled lives and careers.”

Through LP Assessments business leaders, educational institutions, coaches, trainers, educators, HR professionals, recruiters and corporations will identify the five “core styles” of human behavior and cognition which have the greatest impact on professional performance. LP Assessments has assembled the first free global re-seller distribution model for a customized online assessment dashboard in combination with a series of assessments that include and not limited to, evaluate behavioral, motivational, thinking, emotional, and learning styles. Used individually or in a variety of combinations, the five Core Assessments offer individuals and organizations alike the opportunity for enhancing self-awareness and boosting professional performance beyond anything previously available within the assessment industry.

Each of the five Core Assessments is its own unique assessment instrument offering its own set of reports, validity studies, coaching materials, workshop materials, certification training and more. Whether the need is for more self-aware leaders, assemblage of top performing teams, improvement in sales and service results, enhanced training initiatives, or selection of top performing employees, Lisa Patrick Assessments will provide the foundation for dependable human performance answers.

Assessments help support internal Edge Learning skills like empathy, compassion, confidence, self-awareness, accountability and motivation. They also are tools for setting the foundation and supporting mastery of the key external Edge Learning skill of communication which is required to successfully navigate all relationships.

In addition to the five Core Assessments, the massive Assessment 24×7 portfolio provides post-secondary institutions the opportunity to generate revenue. White-labeled assessment dashboards can be leveraged as an acquisition tool to procure organizations in their local business communities and provide assessments customized to meet the internal needs of those businesses. Business leaders will use the assessments to make smart investments in human capital and better hiring choices.

Dr. Tony Alessandra says, “Lisa Patrick’s Assessment Centre leverages the most advanced technologies available. The A24x7 dashboard and app technologies have created a one-stop solution that stays one-step ahead of today’s business needs and the new model will go a long way to further supporting the businesses needs.”

LP Assessments’ new wholesale model for delivery is internally focused on ensuring effective support of entire networks of current and future professionals and businesses. This includes influencers, recruiting firms, Human Resource departments and their teams in conjunction with coaches and trainers who are looking to use assessments as lead-generating tools to acquire new clients, add value to service offerings, grow their businesses and increase revenue-generating verticals.

Brandon Parker, CEO of Assessments 24X7 says, “Lisa is the right person to help us take our Global Master Distribution expansion to the market. Her marketing and sales expertise and strategic-thinking mindset have given us the opportunity to see our company through a new lens.”

Dr. Alessandra goes on to say, “Today, there is an increasing importance related to continual learning, Edge Learning skills, training and new education opportunities. Lisa Patrick challenges business leaders to work on developing strategies, networks, and processes. She encourages them to also leverage their expertise as learning opportunities, connecting opportunity with success. The portfolio of assessments such as DISC, Motivators, Hartman Value and Learning Styles only helps to enhance the value she adds to all client engagements. The Insights GPS and Performance Gap Indicator are also two tools at the Lisa Patrick Assessment Centre powered by 24×7 that companies use to get and keep productive and satisfied employees. I am very excited to have her as a partner. ”

The goal of LP Assessments is to provide the knowledge and strategies necessary to increase the potential for success of both individuals and organizations now and into the future.


More about Lisa Patrick: A results-driven entrepreneur, Lisa’s contagious personality and zest for life resonates with audiences everywhere. From founding a successful private investigation business through to today, her goal has always been to help others by ensuring they have the right knowledge to make successful business and personal decisions.

Lisa is a firm believer in realizing one’s potential. The impossible is attainable and only you can judge the level of your success. For more information, visit: and check out @LisaPatrickBFD on Instagram, Facebook and Twitter or connect with Lisa on LinkedIn.

More about Assessments24x7: For more than 20 years, Assessments 24×7 has provided business consultants, executive coaches and Fortune 500 companies with instruments to optimize hiring processes, boost employee productivity and maximize performance. Sophisticated DISC assessments and exceptional customer support have been hallmarks of the company’s success — ensuring its place as a global leader and the preferred choice among assessment industry professionals.

To receive more information, contact Lisa Patrick at

How to Adapt Your Personality To Build Trust

If you met me at a party I wouldn’t have much to say.  I’m an introvert.

If you saw me on YouTube, Twitter, Google Hangouts, Zoom, Facebook live, on my Coffee With Lisa Video Podcast TV interview or speaking on stage you would never know it has never been easy for me to start a conversation with people I don’t know. After law enforcement college, I was terrified to go to networking events, but I also knew that people weren’t come to my home for coffee either.

You can adapt, and be an introvert or an extrovert, depending on the situation. AND NO, you don’t have to change who you are, just how you communicate.

Dr. Tony Alessandra, my partner will tell you that your success truly depends on the relationships you build.  Think about it: “Do unto others as you would have them do unto you.” The Golden Rule implies the basic assumption that other people would like to be treated the way that you would like to be treated. The alternative to the Golden Rule is the Platinum Rule.

“Treat others the way they want to be treated.” Ah hah! What a difference. The Platinum Rule accommodates the feelings of others. The focus of relationships shifts from “this is what I want, so I’ll give everyone the same thing” to “let me first understand what they want and then I’ll give it to them.”

Dr. Tony Alessandra

Therefore apply the platinum rule to everything you do.

If you are hosting a party you appear to become an extrovert to keep things going and keep the guests happy, but when you’re a guest at a party you appear to become an introvert.

As a professional speaker and educator I become an extrovert in order to deliver information.

2019 CPHR HR Bootcamp

But when I attend seminars as a guest I am much more introverted. So how do you become an extrovert in the right situations when you are naturally comfortable being an introvert?


  1. PASSION. I get so excited about helping others, that I’m compelled to share it with the world! When you are passionate about your product, idea or service you pay less attention to how you are perceived. Instead you end up spending more time paying attention to how you feel and showing that excitement for what you have to offer and how it will benefit others.
  2. SAY HELLO. I refuse to stand in an elevator and watch the floors go by. There is always a moment to acknowledge others. I force myself to look everyone in the eyes and say hello.
  3. BE THE QUEEN OF PERSISTENCE. Never stop at ‘no.’ You need to follow up with the connections you make. When you believe in your product, company and yourself you will be willing to be persistent in your pursuit and risk being criticized for it. David Lee Jensen, #1 Bestselling Author, Speaker, Entrepreneur, Humanitarian, Founder of The Hiring Academy gave me the title of “Queen of Persistence’ because of my relentless respectful followup.
  4. SPEAK TO OTHERS IN THEIR CODE. The focus of every conversation is always be about them and ‘who they are.’ What is their personality style? I am a very direct, tell it like it is person. My nature is not to sugar coat the information and get straight to the point. However, that style of personality can often rub many others the ‘wrong way.’ I’ve learned that in some situations, depending on the person across the table, that a few quick questions about their children, a recent holiday, a spouse’s new adventure can go a long way to fostering trust, and is not always within my comfort zone of conversation style.

Practice the Platinum Rule every day with every connection you make and every conversation you have! You will gain trust and reap the rewards of your efforts.

Be Great,


MBTI vs DISC Assessment

MBTI | Lisa Patrick Assessments

Tony Robbins believes that by understanding what drives you, and knowing in what capacity you can unleash your career personality, you become better able to find fulfillment in your career.

Understanding your strengths will be the ultimate advantage to growing in your career, and by knowing your career personality, you’ll be able to find complete fulfillment in your work.

Are you aligned with your nature? Assessments provide the necessary insights into our own personality type and behaviour so you are better equipped to understand if you are aligned with your nature.

There are a ton of different personality tests out there and you might already be familiar with some of them. So if you are making a transition in your career or thinking about the next job, do yourself a favor and get to know yourself a little better.

Dr. Tony Alessandra, founder of Assessments24x7 and my assessment business partner here at Lisa Patrick Assessments is often asked about the difference between DISC versus MBTI (Myers-Briggs Type Indicator®) and if there’s an advantage in using one over the other.  Here’s what he has to say;

‘Both DISC and MBTI are assessment tools that provide insight into personality and behavior. Both are widely respected and used by individuals, organizations, institutions, and corporations worldwide. There are, however, a few notable differences between DISC versus MBTI:

(1) The DISC assessment is shorter in length than MBTI (typically 24-30 questions for DISC versus up to 90 questions for most MBTI tests).

(2) MBTI sorts individuals into 16 4-letter types. According to Wikipedia:


  • Extraversion (E)/ Introversion (I) Extraverted types learn best by Talking and interacting with others. Introverted types prefer quiet reflection and privacy.
  • Sensing (S)/ Intuition (I) Sensing types enjoy a learning environment where the material is presented in a detailed, sequential manner. Intuitive types prefer a learning atmosphere where an emphasis is placed on meaning and associations.
  • Thinking (T)/ Feeling (F) Thinking types desire objective truth and logical principles and are natural at deductive reasoning. Feeling types place an emphasis on issues and causes that can be personalized while they consider other people’s motives.
  • Judging (J)/ Perceiving (P) Judging types will thrive when information is organized and structured, and they will be motivated to complete assignments in order to gain closure. Perceiving types will flourish in a flexible learning environment in which they are stimulated by new and exciting ideas

(3) DISC focuses primarily on four dominant behavioral types:

  • Dominance – These are forceful, take-charge people: direct, decisive, determined and often domineering. They’re born leaders who are neither shy nor subtle.
  • Influence – The friendly, enthusiastic High ‘I’ styles want to be in the middle of the action, whatever and wherever it is. They most value admiration, acknowledgment, and applause.
  • Steadiness – Steady styles are the most people-oriented of the four styles. Having close, friendly relationships is one of their highest priorities.
  • Conscientiousness – ‘C’ styles are analytical, persistent, independent, and well organized. They prefer to work quietly alone, emphasizing accuracy and “correctness”.

(4) MBTI assumes that personality is fixed and unlikely to change, while DISC is more open to the possibility that different situations and environments might bring out different behavioral traits in an individual.

(5) MBTI is largely an indicator of how people think internally. DISC measures how personality translates to external behavior. Generally speaking, MBTI is a good assessment tool for the individual looking for self-knowledge. MBTI results tend to be very personal and typically reveal a great deal about an individual’s inner self.

Although this may sound like an advantage over DISC, this can in fact be a weakness. Because MBTI is so deeply personal and is based on a large amount of revealing data from the extensive MBTI questionnaire, people who take the MBTI may often feel uncomfortable sharing their results with others. This could make MBTI unsuitable or difficult to use in a public environment such as a business, organization, or corporation where team building exercises, corporate retreats, staff training, sales meetings take place.

Also, with 16 different personality types and acronyms that are often confusing, MBTI language often fades from the memory of the casual user very quickly. MBTI test-takers are often unable to retain useful information from their personality profile. DISC, on the other hand, offers all of the advantages of MBTI, but with a more user-friendly interface.

The simple acronym “DISC” is easy to remember, and therefore makes a much more lasting impression on users. It’s typical for individuals taking the DISC assessment to remember their results years after taking the initial assessment.

Because the DISC assessment is specific to whatever environment you have in mind when taking the assessment, results tend not to be as intimate or personal as MBTI.

It’s easier for individuals taking the DISC assessment to share their results, confident that though the assessment results might reveal their work personality, their private self can remain protected.

Major advantages for DISC over MBTI for most situations:

People remember DISC long after they hear about it. Other models, such as MBTI, are more difficult to recall. It is hard to apply what you cannot remember.

DISC was designed to be practical and easy-to-apply, while also being less theoretical than MBTI. Both are solid and widely used. It’s not a matter of which model is right, but which one best suits the intended use.

DISC can easily be visualized and explained in a circular or quadrant diagram.  MBTI may be helpful, but difficult to diagram in a simple manner. DISC can be illustrated in a way that even young children can understand. However, DISC is not so simplistic that it cannot yield in-depth insights.

DISC is not just for self-understanding; it provides a framework to understand others and adjust how you relate to them. MBTI is also helpful in this regard. However, to effectively apply the MBTI model for two people, you would then need to remember the right combination of 8 letters for both individuals and then attempt to figure out the implications on your relationship. 

DISC can be as practical as helping a Guarded person learn to be a little more aware and Open when the situation calls for it.

Knowing your personality type is important for your career success so you can determine what the next best job or career advancement is for you. 

If you want to see success as a leader, you need to know your audience to effectively share your vision and ideas.  How effective you are with sharing your vision will determine how well you inspire people to hop in their car and drive towards your goal with you! How effective are you?

Remember to be great and be ALL IN all the time.


Lisa Patrick

Comparing LP Assessments DISC against TTI

TTI vs DISC Assessments

Personality assessments help us align our goals both personally and professionally.  They also provide us a more detailed insight into our own personality type and behaviour, and how to better interact with others.

There are a handful of different personality tests out there and you might already be familiar with some of them.  Previously we discussed the difference between MBTI and DISC.  This article will help you as you make transitions in your career or you are thinking about the next job.

My partner, #1 Communication Guru in the world, Dr. Tony Alessandra; a prolific author of over 40 books including the best seller The Platinum Rule weighs in.

TTI Success Insights provides a very solid, sound, and straight-forward report with unique information for each respondent based on their specific behavioral style. A helpful and readable product, the report is unique to each user and provides a great deal of information on the individual behavioral style, as well as graphs, visuals, and thorough explanations of the DISC elements measured.

Whereas the DISC and more specifically LP Assessments powered by Assessments24x7, provides the same solid and sound information, with the primary distinction in the addition of many pages of coaching, DISC background and theory, as well as personal strategy that the reader can use to not only understand their own style, but also to understand and interact in successful ways with other styles. This provides a report basis that creates a fundamental difference when a client asks, “What can I do now with all of this information?”

TTI Success Insights and LP Assessments DISC Share Consistencies and Variations.


  1. Very sound research
  2. Written in readable, engaging style of prose
  3. Reliable company, known to the field since the mid-1980s
  4. Natural and adapted style graph, presented with four colors
  5. Includes General Characteristics, Strengths, Communication Tips, Perceptions, Ideal Work Environment, Motivations, Areas of Improvement
  6. Descriptive intensity index with highlighted areas of applicable traits
  7. DISC wheel presentation


  • Report length/arrangement of TTI Success Insights:
    24 pages, arranged thematically around topics describing the respondent’s results
    bullet-point lists of 10-14 items ( comprehensive, thorough statements sets)
  • Report length/arrangement of Assessments 24×7 DISC:
    38 pages, arranged in three parts:
    I – Understanding DISC,
    II – Understanding Yourself, and
    III – Understanding Others and Adaptability, in brief bullet lists of 5-7 items (short, memorable statement sets)
  • Application and Adaptability tools and resources TTI Success Insights:
    Not included in the TTI Success report
  • Application and Adaptability tools and resources DISC Assessments 24×7:
    12 Integrated DISC Style Relationships
    Application of DISC Styles
    A Deeper look at the four styles
    Recognizing Another Persons Style
    Behavioral Adaptability
    Modifying your Directness/Openness, Pace/Priority
    Tensions Among the Styles
    Adapting to Situations- work, sales & service, social settings, learning settings
    Adaptability practice and application’

Remember to be great and be ALL IN all the time.


Lisa Patrick