Leaders face numerous challenges amidst shifts in the economy, society, and technology. Learn how DISC helps leaders better understand and support their people in times of change.
Understanding your team members' DISC change styles
DISC is a behavioral assessment tool that categorizes your team members into four personality types. Each style has distinct traits and preferences in managing tasks, interacting with others, and facing change.
Dominant, results-driven D-styles embrace change if it helps achieve their personal goals. Social and energetic I-styles are optimistic about change. Steady and loyal S-styles value stability and maintaining the status quo. Analytical and logical C-styles need data and facts to get on board.
Recognizing the different styles of your team members helps you lead with empathy and effectiveness.
Signs of stress in your DISC styles
Oftentimes, change causes stress in individuals. Even positive change can be stressful for some. Let's identify the signs of stress, so you can help your team members better manage them.
- D-styles may become blunt and demanding when they feel a loss of power or independence.
- I-styles might seek attention, grow anxious about others' opinions, or passionately defend their views when feeling a loss of influence or faced with inflexibility.
- S-styles may withdraw, act overly cautious, or resist change when faced with surprises or a lack of structure.
- C-styles encounter chaos.
What signs of stress have you observed in your team members? Let's talk about how to respond more effectively.
Alleviating stress for your DISC styles
- D-styles: Give autonomy and opportunities to make quick decisions.
- I-styles: Offer chances to be heard, stay engaged, and network.
- S-styles: Provide clear plans, reassurance, and stable plans.
- C-style: Share detailed information, answer questions in detail, and set clear instructions.
Applying DISC to enhance success
When you apply DISC, you're not just responding to change - you're leading through it. Here's how:
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Tailor your communication style: Consider how your team members prefer to communicate. For example, your D-styles want you to be direct and brief, while your S-styles value a personal, supportive approach. Adjust your delivery to match your team member.
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Building a better team: Change demands adaptability. When tasks align with each team member's strengths, it fosters motivation, collaboration, and mutual respect. This diversity strengthens the team's ability to innovate, solve problems, and navigate change.
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Managing conflict: Conflict arises, especially during times of change. DISC helps you anticipate misunderstandings before they escalate. For instance, D-styles take bold risks to solve problems quickly, while C-styles prefer to gather evidence and analyze it carefully. Use this information to head off potential conflict.
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Model the way: Start with yourself. Understand your leadership style and how best to adjust. Use the language of DISC. By applying DISC in your everyday approach, you can show your team how to do the same.
Final thoughts
DISC helps you understand each other and work together better. Empathy, teamwork, and empowerment are within reach in our ever-changing world.
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