Charles River and The Michael J. Fox Foundation team up to fight Parkinson’s disease
It starts simply. A slight tremor in a hand or a change in posture. However, as Parkinson’s disease (PD) progresses, patients have increasing mobility problems and neurological changes. PD is the second most common neurodegenerative disease in the world, with around 60,000 new cases each year in the United States alone. According to a 2018 CDC report, complications from PD are the 14th most likely cause of death in the US.
In PD research, there are several key targets researchers consider when looking for ways to treat the disease. The first is the aggregation of alpha-synuclein in Lewy bodies. The second is a mutation in LRRK2 (Leucine-rich repeat Kinase 2), a gene that encodes enzymes. Common consensus among researchers is that developing compounds that target alpha-synuclein and its aggregation, or compounds that inhibit LRRK2 could offer huge potential to treat PD.
In collaboration with The Michael J. Fox Foundation for Parkinson’s Research, Charles River has worked across multiple sites to better understand the pathophysiology of PD and to develop imaging agents to use as biomarkers in clinical studies. Many compounds from different chemical classes have been synthesized and tested in cell-based models as potential agents to interact with aggregated alpha-synuclein. Promising compounds are then radio-labelled and evaluated in PD animal models. These tracers could potentially be used as imaging agents in patients to help visualize the development alpha-synuclein enriched Lewy bodies.
Cell-based models are a useful tool to test the efficacy of disease-modifying therapies, since they develop the pathological hallmarks of PD quickly, do not require approval, and are cost-effective. Robust cell-based models are useful to rapidly screen compounds, which can then be further validated in research models of PD. Cell-based models are also used to identify and optimize compounds that inhibit LRRK2. Before any compound can go into research models, researchers need to see clear target engagement, and the right drug-like characteristics to be effective in PD patients.
In a project commissioned by The Michael J. Fox Foundation, scientists at Charles River have developed a high content analysis-based assay to measure alpha-synuclein aggregation in a terminally differentiated neuron cell-based model. This neuronal cell model effectively overexpresses alpha-synuclein, which then forms the standard protein aggregates. The aggregates are then detected using a conformation-specific antibody that binds with very high affinity to alpha-synuclein.
This model can facilitate high throughput, fully automated testing of therapeutic agents that reduce alpha-synuclein aggregation. Similarly, cell-based assays can be used to optimize compounds focused on inhibiting LRRK2. In collaboration with The Michael J. Fox Foundation and other organizations, Charles River has worked to understand how the LRRK2 inhibitors, identified from cell-based assays, influence function in models of PD. With the support of their partners, Charles River has used both normal healthy mice and mice with the human LRRK2-mutation to assess clinically relevant measures of PD.
Using these models, Charles River was able to demonstrate dose-related inhibition of LRRK2 activity in the brain. Models then received an infusion that led to an overproduction of alpha-synuclein. Models receiving the infusion displayed some of the classic signs of PD, including loss of dopaminergic function, reduction in dopamine cells, and clear motor impairment. Using the technique of push-pull microdialysis, researchers were also able to measure extracellular alpha-synuclein levels. These assays are now being used to identify novel compounds that could be progressed to the clinic.
A number of promising compounds have been identified that inhibit LRRK2 or alpha-synuclein aggregation in cell-based assays, which lead to meaningful effects in research models. Charles River developed a procedure called fine motor kinematic analysis that uses detailed video monitoring and proprietary analysis software to look at very subtle changes in motor function. Kinematic analysis allows researchers to see how compounds affect dopaminergic function at the very early stages, hopefully leading to the development of compounds that not only treat the symptoms of PD, but also slow or prevent the progression of the disease.
The examples above highlight the value of collaboration between contract research organizations like Charles River, industry and foundations to develop novel therapies focused on promising targets, with the ultimate goal of developing a cure for patients.
Extended DISC® is an assessment tool designed to help individuals, teams and organizations to become more successful by providing easy to use information on how to modify behavior.
Our clients use Extended DISC® with their employees to equip them with skills to modify their behavior to become more successful by:
Understanding how people are different
Developing confident self-awareness
Learning to identify the styles of others
Modifying behavior based on the other person’s style
4-Steps to Effective Behavior Modification
The participants become more aware that their success is determined in a very large part by how well we interact with other people. They learn how to effectively relate, communicate, influence and motivate others to create successful relationships with subordinates, customers, prospects, colleagues, managers, friends and family members.
The online DISC questionnaire takes only 10 minutes to complete.
The reports can be customized for all levels of the organization.
What is DISC? What is the DISC Model and what does DISC stand for?
The DISC model is a very practical and user-friendly theory of human behavior. It creates a common language and a framework to better understand ourselves and others. It is completely non-judgmental with no good or bad categories, or high or low scores.
The DISC model divides people into four main behavioral styles. Individuals are identified as either People-oriented or Task-oriented. They are further distinguished as Reserved or Active. The resulting behavioral styles are called:
D-style (Dominance)
I-style (Influence)
S-style (Steadiness)
C-style (Correctness)
The D-style is task-oriented and active. I-style is people-oriented and active. S-style is people-oriented and reserved, and the C-style is task-oriented and reserved.
The 4 DISC types – Dominance, Influence, Steadiness & Correctness
Individuals’ DISC styles, or DISC profiles, do not limit what they can accomplish or how successful they can be. DISC styles simply predict how they tend and prefer to interact and work with others: how they communicate, motivate, influence, sell and lead.
The most successful individuals can be any of the DISC styles. However, the most successful people have a few things in common. They are confidently self-aware of their strengths and development areas. They do not overuse their strengths and work on their weaknesses. They consistently make conscious decisions about how to best modify their style with different styles of people and in different situations.
Extended DISC® is specifically designed to help all of us to make these decisions and to become more successful.
D-style profile: Dominance
The D-style is the most aggressive of the 4 styles. D-styles are quick, competitive and results-focused. Hence, others may see D-styles as being too forceful, blunt, and even rude. Under pressure, they can appear to show lack a of concern for others. D-styles want to be actively in control. Click here to learn more about the D-style Profile.
The D-style profile is one of the 4 DISC profile types including I-style, S-style and C-style profiles. The DISC types come from the William Marston’s DISC Model. They make up approximately 12% of the worldwide population.
When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.
We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.
Describing the D-style profile type
The D-style profile is the most assertive and demanding of the four DISC types. D-styles tend to be quite competitive and results-oriented. Hence, others see D-styles as being aggressive, blunt, and even rude. When D-styles feel pressured they want to focus even more on getting things done. Therefore, they can come across as insensitive or showing a lack of concern for others. They do not want to lose control. Rather, they want to focus on actively being in charge of tasks and things.
D-styles prefer to move quickly. They are willing to take risks and want to get things done now. They like change and challenges. D-styles can also be impatient and overbearing because they want things done quickly and done their way. They are usually not very good listeners and are prone to make snap decisions. However, they excel at looking at the big picture and multi-tasking. The D-style motto is, “I did it my way”.
They can be limited by their lack of humility, which others may view as arrogance. D-styles like to ask the “what” questions, “What is the bottom line?” or ” What is in it for me?”
How to identify the D-style profile type
Here are some quick and simple ways to identify the D-style profile type:
Often appears to be in a hurry.
Is direct and says what he/she thinks.
May be blunt.
States own opinions as facts.
Interrupts others.
May talk to many people at the same time.
“What’s the bottom line?”
“How does this benefit ME?”
Very impatient.
Becomes irritated easily.
D-style Profile Attributes
Attributes are the words people use to describe the behavioral style of the D-style profile. It is not always the words the person would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.
Competitive
Demanding
Results-oriented
Assertive
Decisive
Tough
Independent
Impatient
Daring
Strong
Direct
Demanding
Strong-willed
Dominating
Brave
D-style profile’s communication style
D-styles often communicate in one direction. They talk and expect others to listen. D-profiles express their own opinions as fact; meaning their opinions need no further discussion. They may be blunt and they can often challenge others. Your interactions with the D-profile may feel like a competition. You will need to stand toe-to-toe. Since they want to move and complete tasks quickly, they may interrupt often and not ask for input from others.
Leadership style of the D-style profile type
The D-style exerts authority based on fear, power and distance. They are comfortable with crisis situations and constant change. D-style profiles think big picture and focus on results. They may see people as just another resource.
Examples of famous D-styles personality profiles
Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.
I-styles are the most outgoing and social of the 4 styles. They enjoy being the center of attention. I-styles like interacting with others and meeting new people. They don’t like focusing on details, or spending a lot of time alone. People perceive I-styles as friendly, enthusiastic, and animated. Click here to learn more about the I-style profile.
The I-style profile is one of the 4 DISC styles, also know as DISC personality types, including D-style, S-style and C-style. They make up approximately 32% of the worldwide population. The DISC types come from William Marston’s DISC Model.
When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.
We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.
Describing the I-style profile type
I-style profiles are outgoing, social, and talkative. They are overflowing with optimism and want to be the center of attention. I-styles want interactions with others. They do not like focusing on details or spending a lot of time alone. I-styles are good at influencing others and getting people to follow them as leaders. They know what they want and align people together to get it done. I-style profiles crave social acceptance. Hence, they like to be liked. They can be spontaneous and impulsive.
I-styles can be overly talkative, lacking focus, and emotional. They may over-promise because they are so optimistic and eager to be liked. I-style profiles are seen as very friendly, energetic, and lively. In addition, others may perceive I-styles as somewhat careless and disorganized. However, when under pressure, they have a tendency to focus more on people that they may overlook details and tasks.
Here are some quick and simple ways to identify the I-style profile type:
Is open and friendly.
Talks a lot.
Gets easily excited.
Is animated.
Talks about people he/she knows.
Prefers to not focus much on details.
Does not listen for long.
Does not pay close attention.
May ask same questions several times.
Jumps from subject to subject.
Stays away from hard facts.
I-style attributes
Attributes are the words people use to describe the behavioral style of the I-style profile. It is not always the words the person would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.
Social
Spontaneous
Talkative
Energetic
Visible
Friendly
Careless
Emotional
Charismatic
Impulsive
Optimistic
Participating
Inspiring
Animated
Persuasive
Expressive
I-style profile’s communication style
I-profiles communicate in an inspiring way. They will sell their ideas and visions. I-profiles will talk a lot. They prefer to look at the big picture and avoid details. I-profiles focus on the positive and tend to avoid unpleasant subjects. They are good at providing positive, constructive feedback, but they may not be direct.
Leadership style of the I-style profile type
The I-style Profile types base their authority on their charisma, their ability to motivate people, and by creating a good atmosphere. They are “People” leaders. The I-style leaders want and need a lot of contacts with people. They thrive on the challenges of new and evolving organizations.
Examples of famous I-styles personality types
Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.
S-styles are calm, steady, and the most laid back of the 4 styles. S-styles are more reserved and less animated than the outgoing I-styles. They like interacting with others, but they prefer doing it with people they know. S-styles prefer things to remain the same because they prefer to avoid changes and surprises. They highly value family, friends, and their team. Click here to learn more about the S-style profile.
The S-style profile type is one of the 4 DISC profile types including D-style, I-style and C-style profiles. S-styles make up 30% of the world population. The DISC types come from the William Marston’s DISC Model.
When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.
We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.
Describing the S-style Profile Type
S-style profiles are steady, calm and easy-going. They prefer interacting with people they know, since they are more reserved. S-style profiles prefer things to remain the same because they like stability and security. They view family and friends as very important. They will strongly defend their own group or team, sometimes emotionally. S-styles value fairness and justice.
S-styles are reliable and stable. They focus on cooperation, especially with the person in charge, to carry out the tasks. They want you to tell them what, when and how you want it done and they’ll be glad to do it. If you do not give an S-styles enough details, they may not get started because they don’t want to make mistakes. S-styles are more hesitant in their actions and decision-making. They want to consider others and focus on agreements.
Since S-styles prefer stability and security, they tend to resist change and need support with it. Their motto is “if it’s not broken, let’s not fix it.” When S-style profiles are under pressure they can become too accommodating. They will often say “yes” too easily. Their biggest fear is loss of stability. S-styles want a stable and secure environment. Change can be challenging for S-styles.
Here are some quick and simple ways to identify the S-style profile type:
Is easy-going and appears calm.
Listens carefully; nods and goes along.
Appears thoughtful.
Let me think about it.
Likes own physical space.
Does not get easily excited.
Ponders alternatives, slow in making decisions.
Asks questions and inquires about the specifics.
Seems to have strong opinions but does not express them vocally.
Completely new ideas/things seem to make him/her uncomfortable.
S-style profile attributes
Attributes are the words people use to describe the behavioral style of the s-style profile. It is not always how the person himself/herself would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.
Steady
Accepting
Caring
Permissive
Supportive
Pleasant
Sincere
Loyal
Warm
Reliable
Careful
Emotional
Patient
Calm
Amiable
Stable
S-style profile’s communication style
The S-styles, like the D-styles also prefer one directional communication. However, they prefer interactions in one-on-one settings. They answer when asked, but otherwise, they prefer listening to speaking. S-profiles tend to speak calmly and amiably. S-profiles look to create trust during the interaction. They prefer to talk about topics that they have mastered. In addition, they will explain things calmly and thoroughly.
Leadership style of the S-style profile type
The S-style profile’s authority is based on experience, expertise and organizational status. They are comfortable, as leaders, in maintaining routines and stability. They are service- orientated. The S-style prefers to lead smaller teams. Their leadership style is participative.
Examples of famous S-styles personality types
Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.
C-styles are the most analytical of the 4 styles. C-styles focus on details, facts, information, and proof. They are comfortable working alone. Others see C-styles as rule-followers, reserved, and quiet. Click here to learn more about the C-style profile.
The C-style profile is one of the 4 DISC profile types including D-style, I-style and S-style profiles. The DISC types come from the William Marston’s DISC Model. They make up approximately 28% of the worldwide population.
When understanding any of the 4 DISC types, keep the following important points in mind. There is no DISC profile that is better or worse. All DISC styles have strengths and development areas; they just happen to be different. A person’s DISC style does not limit what can be accomplished or how successful one can be. It simply predicts how we tend to do things.
We can find all of the four DISC types represented by very successful people. However, the most successful people know who they are. They modify their style appropriately with different styles of people and in different situations.
Describing the C-style profile type
C-style profiles are the most analytical and reserved of the 4 DISC styles, also known as 4 personality types. They can be very detail-oriented. C-styles prefer focusing on facts, information and proofs. They are comfortable working alone. C-styles are cautious and hold themselves to high standards. They focus on analyzing tasks and the quality of the product or service. C-styles make sure that everything works the way it should.
C-styles can come across as critical of others. They focus on finding mistakes and expect everyone to follow their standards. Others can perceive their attention to detail and correctness as nit-picky.. C-styles’ desire to do things correctly can also slow down their decision-making. They can over-analyze issues and need a lot of information. Under pressure they can come across as being overly critical.
The C-style profile’s motto is, “if we do not have time to do it right, do we have time to do it over again?” C-styles like to ask the “why” questions, “Why does it work this way?” or ” Why is this step needed?”
How to identify the C-style profile type
Here are some quick and simple ways to identify the C-style profile type:
Is quiet; proceeds cautiously.
Focuses on details; asks many questions.
Is deliberate and controlled.
Is not comfortable with physical contact.
Appears reserved and somewhat timid.
Doesn’t express disagreeing views easily.
Is well prepared; may have done homework.
Studies specifications and other information carefully.
Makes decision only after studying pertinent facts/issues.
May be very critical; criticism based on facts, not opinions.
C-style profile attributes
Attributes are the words people use to describe the behavioral style of the C-style profile. It is not always how the person himself/herself would use to describe his/her own behavior. In addition, one certainly can adapt from one’s natural DISC style to different situations and roles.
Analytical
Detailed
Exact
Perfectionist
Systematic
Accurate
Cautious
Careful
Thorough
Distant
Formal
Withdrawn
Quiet
Logical
Controlled
Compliant
C-style profile’s communication style
C-profiles often prefer to use written communication, like emails. They don’t readily express disagreeing views. They want detailed, fact-based information to insure they make the correct decisions. Since C-profiles focus so much on details and data, they may miss the big picture. C-profiles prefer conversations where they don’t have to focus on opinions or abstract matters. They can be extremely diplomatic.
Leadership style of the C-style profile type
The C-style’s authority is based on rules and proven standards. They prefer to keep distance from people. C-style leaders emphasize rules and quality focus. They are a “things” leader; they are more interested in facts, details and analyses.
Examples of famous C-styles personality types
Using examples of people we know, famous or otherwise, helps us to quickly identify DISC styles.
Extended DISC® is an online DISC assessment that identifies individuals’ hard-wired DISC style. The results are tailored to your unique needs and preferences. You are not forced to select from a few off-the shelf reports.
The assessments can customized for specific job roles and industries to provide the most relevant information employees need. In addition, the DISC assessments can be tailored for content, length, pictures, colors, logos, page order, etc. to provide the most applicable and user-friendly assessments.
Once an individual completes the online DISC questionnaire just once, the results can be provided in any assessment format at no additional cost. Also, Team/Group, Pair and Organizational Assessments can be created at no additional cost and without having to ask the employees to complete the questionnaire again.
DISC is not a personality test. Extended DISC® measures a person’s natural, hard-wired behavioral style. It focuses on a person’s natural, most comfortable way of doing things.
Extended DISC® helps people become aware of how they prefer to interact with others and their environment. The Extended DISC® model also helps to identify the preferred DISC styles of others. As a result, we can make adjustments to our behavior to become more successful in our professional and personal lives.
The History of DISC Profile Assessments
Carl Gustav Jung
Carl Gustav Jung created a groundbreaking model for human behavior in his 1921 book, Psychological Types. Dr. Jung recognized that people can be divided into four main styles. He created what is known as a Four-Quadrant Model by using two axes (Sensing-Intuition and Thinking-Feeling). This model is still the most widely used and accepted model in understanding human behavior.
William Moulton Marston
In 1928, William Moulton Marston published a book, Emotion of Normal People. He built upon Jung’s work and named the four main behavioral styles, D, I, S and C. Today his DISC model is in the public domain. A few organizations have created their proprietary assessments based on the foundations of Dr. Jung’s and Dr. Marston’s work.
United Kingdom
Russian Federation
