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Who are you? DiSC Says this…



Who are you according to DiSC Profile Test?

Do you change the way you react, answer, serve, communicate with a person based on the behavior you observe?  You probably do without thinking about it. It’s helpful (and fun) to take a look at some of the common distinctions in people grouped into four categories.

D = Dominance
I = Influence
S = Steadiness
C = Conscientiousness

How each Group Responds to Other People’s Feelings
D = Run right over the feelings
I = Celebrate with them
S = Step Along the Waves
C = Feelings? What does that have to do with it?

How they Handle Stress
D = BLOW – then they’re done
I = Over focus on the relationship involved
S = Escape. They go for a walk/take a bath
C = Tune it all out and move on

DiSC Profiling is sought after for many different reasons. I’m sure they all say, “this one is different” but the thing to remember about the DiSC program, is that the focus is on Observable Behavior, not necessarily the personality types. There is not a way to write a blog post, or even a series and be able to determine or help you determine what type you are. You can take an online version of the evaluation for about $26.


My first DiSC profile was done about six years ago. Learning how to relate to different types of behavior/people has helped me to communicate in a more effective way both with clients, managers, co-op brokers, associates, and personal relationships. My brother in law wrote on my Facebook wall, “It’s not good or bad to be high or low it just is. The test is so you can know yourself better and therefore better manage yourself.”  This particular assessment was given by an organization to help build a better team and learn how each person can work together for the most productive growth. Employers often have their employees take the test – to learn how to manage and communicate with them better.

Why not?

Upon leaving the most current evaluation that was given at a seminar, I picked up the phone and called a friend of mine with excitement, “Guess what? It was great!”, I proceeded to give some examples of descriptions of me, the test, the different groups – and yes, I went on and on and on about it. I was excited. “Hmpf”, I heard on the other end, “I don’t buy into that stuff.” After talking further, I could see that perspective. Some of the distinctions would probably fit all of us at one point or another, kind of like a horoscope reading does.  Some of the behavior styles will overlap into all of us at some point, depending on what we are reacting to at the time. So just have fun with it for a minute…

Wrapping it all up – Just like a Present for you

Who are “D”s?
Dominating, In Charge, To the point, Decision Makers, Fact Based, Fear of Failure.
How to Handle them?
Use caution, Present facts based on research, Be clear, Stick to Business, Be prepared and efficient.
How to relax your “D” if you are one?
Relax and Loosen up a bit, Understand team work, Concentrate on listening.

Who are “I”s?
Optimistic, Outgoing, People Oriented, Charismatic, Interactors, High Trust, Adaptable
How to Handle them?
Let them use voice, develop a friendship, group activities, talk about people, ask their opinion.
How to relax your “I” if you are one?
Be more firm with others, Make priorities & deadlines, Think before you speak (not natural).

Who are “S”s ?
Servants, Postal, Calm, Loyal, Good listener, harmonious, patient
How to Handle them?
Try to give them warning of upcoming conversation/conflict, give closure on tasks, show appreciation, clearly define parameters.
How to relax your “S” if you are one?
Validate your self-worth, be around people with similar sincerity, know your guidelines & plan.

Who are “C”s ?
Compliant, Well disciplined, careful, systematic, likes to work in quiet, quality and standards are important.
How to Handle them?
Give them time to think, Outline the rules & guidelines clearly, Let them ask “why” questions, Allow them space.
How to relax your “C” if you are one? 
Respect people’s personal worth as much as their accomplishments, learn people skills, set goals that are attainable.

“Any strength taken to an extreme can be a weakness.” Ken Blanchard
Take the above to learn more about yourself and your behavior and/or reactions. Using balance and common sense – begin with YOU.

Image Credit

Kim resides and works selling Real Estate in Chester County, PA. She is a blogger and also writes for her own blog, West of Philly Burbs and Mothers Fighting for Others. Kim is a Social Networking Junkie and you can connect with her in many places including Twitter, Facebook, or Flickr.

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  1. Jim Gatos

    December 17, 2008 at 11:07 pm

    I have a hard time buying into the validity of these “tests”…. I took the DISC test a while ago, and I also took a totally useless and VERY Expensive “Heritage Profile” test from Buffini’s organization; later on I found out Brian’s brother’s credentials were very questionable and from then on I’m always a little “wary”…

  2. Arn Cenedella

    December 17, 2008 at 11:54 pm

    Good article.
    All these tests have some merit.
    Myers-Briggs provides information.
    I actually found my Heritage Profile from Buffini – very accurate and enlightening. I played the CD containing the Heritage Profile on a drive to Lake Tahoe with my girlfriend and she kept shaking her head up and down in agreement for the full 45 minutes.
    I have also studied the Enneagram for many years – now that is a powerful system!
    I think testing and studying these typing systems is an excellent way for growth. It also shows you that there are other ways of thinking, being, and feeling. This awareness that other people operate differently from one’s self lead to greater patience and understanding. In studying the Enneagram, I learned that different people think in different ways – doesn’t mean they are stupid or their way of thinking is wrong – it is just different. Being aware of this is greay eye-opening. It gives one reason to pause and ask one’s self “Is the the only way to react or think about something?” To be efffective in sales, you need to communicate and understand all different types of people. These systems and tests help one understand their own biases. I believe they are valuable.

  3. Paula Henry

    December 18, 2008 at 5:51 am

    Kim – I just listened in on a webinar about the DISC profile. The real basis of it was, in learning about the different personality types, we can better know how to handle each. As salespeople,knowing how a person will react, based on their personality, we are the ones who need to adapt.

  4. Lisa Sanderson

    December 18, 2008 at 7:07 am

    I recently took this test at my HOA in an exercise with our management team…as a team-building exercise & quasi-evaluation. I found it to be spot on. Even if I didn’t like what it said. The section about how others might *perceive* you was especially interesting as it showed how different types of people can see the exact same traits in different ways. Really is a valuable tool if used in the right way with an open mind. We were fortunate to have a facilitator helping us share info afterwards which was very helpful too.

  5. Matt Thomson

    December 18, 2008 at 10:50 am

    I’ve been most impressed by the DISC, as I tend to be skeptical about these things. It’s interesting that my profile has changed depending on my life’s circumstances. We take it yearly at my office for our leadership team, and mine has varried slightly each time. Sadly, I still can’t get any “I” going. Usually C/D, sometimes D/C, once C/S.

  6. Mariana Wagner

    December 19, 2008 at 8:11 am

    We make the DISC test part of the interview process and hire to the DISC and it is the best business decision we have ever made.

    We are tempted to hire people LIKE us (in our case, we kept hiring a bunch of D-I’s) which only make our job harder. We need to hire people to complement us – make our lives easier by doing what we don’t want to/can’t.

    This plays nicely into the 80/20 Rule – The 80% that I don’t need to be dealing with winds up being the 20% that the S-C’s in my life are awesome at.

  7. Jim Gatos

    December 19, 2008 at 9:30 am

    I don’t know.. Concerning the DISC, perhaps THERE is SOME validity to this.. However, for the Heritage Profile, this forum discussion kind of changed my mind..

  8. Missy Caulk

    December 19, 2008 at 10:18 am

    Kim, I have all my team members take the DISC online as part of their interview.

    Of course I have a “gut” feeling and this only confirms it.

    One time I hired a buyer agent that I knew so didn’t give it to her. It was a disaster and now I follow my systems.

    I like to look at how the person handles disappointments, do they bounce back or grovel.

    It is an effective tool for understanding a person you might not know that well.

    Yea we all have a little bit of each but it does slant towards the top 2. Do you know what I am?

  9. Debra Sinick

    December 19, 2008 at 8:37 pm

    Thanks for the reminder. We have a sheet describing these personality types that my business partner and I are supposed to use before and after an appointment with a client. However, we’ve let that fall by the wayside and need to resurrect it.

  10. Kim Wood

    December 20, 2008 at 7:58 am

    Jim – Sounds like you opened your mind up a bit more after reading some of the comments 🙂 I haven’t heard of the Heritage Profile, but like most things, I realize this won’t be something everyone will “buy into”.

    Arn – Some people look at these profiles and think about other people. The real gain is to look at them as ways and direction for personal growth. Excellent continuation of the article in your comments!

    Paula – I wish I’d heard about it!

    Lisa – I think it is a great tool for leadership teams – they can learn how to use themselves in the most productive way.

    Matt – That’s the good thing though, you can’t be ‘them all’, so let someone else take the “I” reigns.

    Mariana & Missy – I think it is great to use it to learn your employees/buyer agents, etc! What a super tool. I’d like to hear what resource you use to do it. Missy…. yikes…. I’m SO not good guessing. I think I’d say S with some D. Do you know me?

    Debra – I have to find my cheat sheet from the first test I took. It was helpful. Just quick pointers.

  11. Jim Gatos

    December 20, 2008 at 8:28 am

    @Kim…Not really.. “pehaps is not the same as “definate”.. I tend to be a naturally pessimistic person, don’ need no DISC test to tell me that…LOL

  12. Missy Caulk

    December 20, 2008 at 8:31 am

    Actually High I, with a D not far behind. NO S or C for me. LOL

  13. Amy Chorew

    December 20, 2008 at 1:19 pm


    A coach who uses DISC told me that he looks mainly at the Style Insights Graphs which shows the person’s adapted styles and natural styles. That helps him figure out their strengths and weaknesses in order to coach them. He gave me one to take and I found it right on. It even reminded me of what happens when I am stressed and how people perceive me. That is great info, since we are always interacting. BTW i am first an influencer, second a D.

  14. Adam

    December 21, 2008 at 4:24 am

    I’ve been most impressed by the DISC, as I tend to be skeptical about these things. It’s interesting that my profile has changed depending on my life’s circumstances
    We take it yearly at my office for our leadership team, and mine has varried slightly each time.

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Disputing a property’s value in a short sale: turn a no into a go

During a short sale, there may be various obstacles, with misaligned property values ranking near the top, but it doesn’t have to be a dealbreaker!



magic eight ball

magic eight ball

It’s about getting your way

Were you on the debate team in high school? Were you really effective at convincing your parent or guardian to let you do things that you shouldn’t have been doing? How are your objection-handling skills? Can you flip a no into a go?

When working on short sales, there is one aspect of the process that may require those excellent negotiation or debate skills: disputing the property value. In a short sale, the short sale lender sends an appraiser or broker to the property and this individual conducts a Broker Price Opinion or an appraisal, using special forms provided by the short sale lender.

After this individual completes the Broker Price Opinion or the appraisal, he or she will return it to the short sale lender. Shortly thereafter, the short sale lender will be ready to talk about the purchase price. Will the lender accept the offer on the table or is the lender looking for more? If the lender is seeking an offer for a lot more than the one on the table, mentally prepare for the fact that you will need to conduct a value dispute.

Value Dispute Process

While each of the different short sale lenders (including Fannie Mae) has their own policies and procedures for value dispute, all these procedures have some things in common. Follow the steps below in order to conduct an effective value dispute.

  1. Inquire about forms. Ask your short sale lender if there are specific forms that you need to complete in order to conduct a value dispute. Obtain those forms if necessary.
  2. Gather information. Your goal is to convince the lender to accept the buyer’s offer, so you need to demonstrate that your offer is in line with the value of the property. Collect data that proves this point, such as reports from the MLS, Trulia, Zillow, or your local title company.
  3. Take photos. If there are parts of the property that are substandard and possibly were not revealed to the lender by the individual conducting the BPO, take photos of those items. Perhaps the kitchen has no flooring, or there is a 40-year old roof. Take photos to demonstrate these defects.
  4. Obtain bids. For any defects on the property, obtain a minimum of two bids from licensed contractors. For example, obtain two bids from roofers or structural engineers if necessary
  5. Write a report. Think back to high school English class if necessary. Write a short essay that references your information, photos, and bids, and explains how these items support your buyer’s value. This is not something that you whip up in five minutes. Spend time preparing a compelling appeal.

It is entirely possible that some lenders will not be particularly open-minded when it comes to valuation dispute. However, more times than not, an effective value dispute leads to short sale approval.

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Short sale standoffs: how to avoid getting hit

The short sale process can feel a lot like a wild west standoff, but there are ways to come out victorious, so let’s talk about those methods:



short sales standoff

short sales standoff

What is a short sale standoff?

If you are a short sale listing agent, a short sale processor, or a short sale negotiator then you probably already know about the short sale standoff. That’s when you are processing a short sale with more than one lien holder and neither will agree to the terms offered by the other. Or… better yet, each one will not move any further in the short sale process until they see the short sale approval letter from the other lien holder.

Scenario #1 – You are processing a short sale with two different mortgage-servicing companies. Bank 1 employees tell you that they will proceed with the short sale, and they will offer Bank 2 a certain amount to release their lien. You call Bank 2 and tell them the good news. Unfortunately, the folks at Bank 2 want more money. If Bank 1 and Bank 2 do not agree, then you are in a standoff.

Scenario #2 – You are processing a short sale with two different mortgage-servicing companies. Bank 1 employees tell you that they cannot generate your approval letter until you present them with the approval letter from Bank 2. Bank 2 employees tell you the exact same thing. Clearly, in this situation, you are in a standoff.

How to Avoid the Standoff

If you are in the middle of a standoff, then you are likely very frustrated. You’ve gotten pretty far in the short sale process and you are likely receiving lots of pressure from all of the parties to the transaction. And, the lenders are not helping much by creating the standoff.

Here are some ideas for how to get out of the situation:

  • Go back to the first lien holder and ask them if they are willing to give the second lien holder more money.
  • Go to the second lien holder and tell them that the first lien holder has insisted on a maximum amount and see if they will budge.
  • If no one will budge, find out why. Is this a Fannie Mae or Freddie Mac loan? If so, they have a maximum that they allow the second. And, if you alert the second of that information, they may become more compliant.
  • Worst case: someone will have to pay the difference. Depending on the laws in your state, it could be the buyer, the seller, or the agents (yuck). No matter what, make sure that this contribution is disclosed to all parties and appears on the short sale settlement statement at closing.
  • In Scenario #2, someone’s got to give in. Try explaining to both sides where you are and see if one will agree to generate their approval letter. If not, follow the tips provided in this Agent Genius article and take your complaint to the streets.

One thing about short sales is that the problems that arise can be difficult to resolve merely because of the number of parties involved—and all from remote locations. Imagine how much easier this would be if all parties sat at the same table and broke bread? If we all sat at the same table, then we wouldn’t need armor in order to avoid the flying bullets from the short sale standoff.

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Short sale approval letters don’t arrive in the blink of an eye

Short sale approval letters may look like they’ve been obtained simply by experts, but it takes time and doesn’t just happen with luck.



short sales

short sale approval

Short sale approval: getting prepared, making it happen

People always ask me how it is that I obtain short sale approval letters with such ease. The truth is, that while I have more short sale processing and negotiating experience than most agents and brokers, I don’t just blink my eyes like Jeannie and make those short sale approval letters appear. I often sweat it, just like everyone else.

Despite the fact that I do not have magical powers, I do have something else on my side—education. One of the most important things than can lead to short sale success for any and all agents is education.

Experience dictates that agents that learn about the short sale process
have increased short sale closings.

Short sale education opportunities abound

There are many ways to become educated about the short sale process and make getting short sale approval letters look easy to obtain. These include:

  • Classes at your local board of Realtors®
  • Free short sale webinars and workshops
  • The short sale or foreclosure specialist designations

As the distressed property arena grows and changes, it is important to always stay abreast of policy changes that may impact how you do your job and how you process any short sale that lands on your plate.

The most important thing to do is to read, read, read. Follow short sale specialists and those who blog about short sales on AGBeat, Google+, facebook, and twitter. Set up a Google Alert for the term ‘short sale’ and you will receive Google’s top short sale picks daily in your email inbox. Visit mortgagor websites to read up on their specific policies and procedures.

Don’t take on too much

And, when you get a call from a prospective short sale seller, make sure that you don’t bit off more than you can chew. Agents in most of America right now are clamoring for listings since we are in the midst of a listing shortage. But, if you are going to take on a short sale, be sure that it is a deal that you can close. And, if you have your doubts, why not partner up with a local agent that can mentor your and assist you in getting the job done? After all, half a commission check is better than none!

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