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“What does it mean if a person’s strengths are ALL above the line?”

This was a recent question regarding a Maxwell DISC strengths report.

In the report, there are three charts. Together, these reveal how a person sees themselves, who they are at the core and in relation to stress, and how they adapt to their environment.

Essentially, there are four main personality types:

• D (Driven, Decisive),
• I (Idea- and People-Focused),
• S (Steadfast, Systematic), and
• C (Analytical, Precisionist)

Most people are one of these, or a blend of two or three. These represent their unique combination of strengths.

It is normal to have one to three strengths “below the line”, indicating these are not their main strengths.

What does this mean?

All this indicates this is not a competition because no one can be all things to all people. This also helps us realize the value of collaborating with those who have strengths that are different than our own. We are designed to work together in complementary ways.

And this brings us back to the original question: “What does it mean if a person’s strengths are ALL above the line?”

This highly unusual outcome indicates that this person is very likely making unhealthy adjustments. This is an extreme example of overachievement, where a person is trying so hard to do everything and please everyone that they have totally lost sight of their core strengths.

Living to this level can literally make a person sick.

The opposite effect is telling as well. If a person has all four types on or below the line, it could be a sign of burnout or loss of self and purpose.

The results are similar – stress, burnout, health issues, extreme fatigue, and perhaps even high anxiety or depression.

And the cause is similar as well. These are people who are trying too hard or, conversely, giving up, without realizing their true value as an individual.

The Leader’s Responsibility

The responsibility of parents, coaches, consultants, educators, and other leaders is to help those they lead grow into the best version of themselves. It is not to make them someone they are not.

• This starts with empowering them to learn their strengths.
• It moves forward with opportunities to grow within their respective strength zones.
• And it culminates in them gaining confidence to be able to use their strengths to serve others.

In a recent interview, a father and son were taking a different approach to the son’s young adult years. As the son approached graduation from high school, it became clear that he was not certain of his career path. This is common. Rather than go to college for an undetermined major or commit to a certain trade, the father decided to give the son the opportunity to take four years to experiment and, simply but strategically, learn what fit and what didn’t.

As such, the son has completed his EMT certification, learned to sail with a professional crew, and is becoming a pilot. He has learned several other professions as well and has considered also heavy equipment training. Along the way, he started to write about his journey and has drawn a large following. In this unique learning and doing education, he is learning his passions. He is also learning there are possibilities, once explored, that have fallen outside his strengths zone as well. This is an invaluable type of working education.

Notice the Patterns

If someone you know has ever taken an assessment and has noticed an extreme pattern (or a great variation between core strengths and current environment), take time to explore why there is that difference.

Are they working in a job (or position) that does not fit their strengths? Are they working in an environment that pulls them out of their strengths zone or requires them to try to become someone they are not?

The body keeps a scorecard. These types of deviations can result in stress or, in the long run, can lead to physical issues.

Know, Grow, and Go

• Knowing is the first step.
  If they have not taken a Maxwell DISC assessment, click the link below.
• Growing is the next step.
  Take the findings, explore any deviations, and determine how they can better align what they do with their strengths.
• Going is a necessary step.
  Taking action is essential. If something doesn’t fit, empower them to review their strengths chart and try something new, but within their strengths zone. Like the son above, they will see patterns within the experiments. As the leader, you can help them see those patterns as well. And along the way, they will align their strengths with the work they are called to do.

For valuable resources on Leadership Strengths and Tools, click here.

Deb Ingino is a highly sought-after executive coach, mentor, consultant, and speaker worldwide. Deb is well versed in business operations and in the importance of asking key questions most business leaders won’t ask themselves. She brings deep experience in leadership development, strategy, high performance team building and effective communication. She has a passion for leading people to discover and maximize their strengths as well as those of fellow team members, while offering advanced strategies to achieve high performance. Deb is the perfect fit if you’re ready to take your leadership and impact to the next level!