Generational differences and DISC styles significantly impact workplace dynamics. Each generation is shaped by different events that happen in history, technology, and the economy that lead to different vales, behaviors, and perspectives.
Do generations have a DISC style? At Extended DISC® we perform rigorous testing to ensure our assessments are reliable and credible tools. Let's look at the data from the 2024 Extended DISC® and FinxS® Validation Report.
The data supports that the global population is constantly changing. The data is collected from Extended DISC® and FinxS® Systems all over the world. The population represents all age groups, genders, organization types and levels and races. We've taken the data from this report to create the image below. It illustrates the global distribution of DISC styles across the 3 different generations.
Let's start by giving an overview of the DISC styles and generations. The Extended DISC® model is divided into four primary styles.
So, what generations are in the workplace? With the majority of Baby Boomers retiring, it leaves us with three main generations in the workplace.
Now that we better understand both DISC styles and generational backgrounds, let’s explore how they each approach technology in the workplace.
Each of the four DISC styles approaches technology differently based on their unique style. Here's a general overview of how each style might interact with technology:
D-Styles like using technology to get things done fast and efficiently. They look for tools that help them make quick decisions, track progress, and reach their goals. They don’t usually try new tools just for fun—they want to see quick results.
I-Styles enjoy technology that helps them talk and connect with people. They like tools that make it easy to share ideas, chat, or work together. Things like social media, messaging apps, and video calls are their favorites.
S-Styles are careful and steady with new technology. They may take longer to try something new, but once they feel comfortable, they stick with it. They like simple, easy-to-use tools that help keep things running smoothly. S-Styles prefer tech that doesn’t change too much and comes with clear instructions or training.
C-Styles like to understand how technology works. They want tools that help them be accurate and organized. They often use tech to look at data, solve problems, or improve how things are done.
Understanding how each DISC style approaches technology can help teams collaborate more effectively by tailoring tools and communication methods to their preferences. However, it's important to also keep in mind the individual's generation because the generation may add another layer of complexity to a person's approach to technology.
For example, Gen Z are true digital natives so they tend to expect advanced technology and AI-driven processes. Remember, they grew up with smartphones and social media from a young age. They expect digital efficiency.
Gen Y is tech-savvy and expects seamless tech integration. While they didn’t grow up with smartphones like Gen Z, they quickly adapted as digital tools emerged during their early adulthood.
Gen X is more of the outlier because they tend to be more comfortable with traditional methods, however, they have learned how to adapt to digital tools. Remember, they grew up as computers and the internet were becoming more mainstream.
Think of it as: Gen X adapts; Gen Y expects integration; Gen Z demands advanced tech. How does the technology in your organization and teams stack up to the generations and DISC styles?
Each generation and DISC style also have their own preferred communication style.
D-styles are direct, fast-paced, and results-focused. They get to the point quickly and expect others to do the same. They value efficiency, confidence, and clear outcomes in conversations.
I-styles are enthusiastic, expressive, and people-oriented. They enjoy lively, informal conversations and use stories and emotions to connect. They appreciate warmth, positivity, and being heard.
S-styles are calm, patient, and relationship-focused. They prefer thoughtful, steady conversations and may need time to process before responding. They value trust, consistency, and a respectful tone.
C-styles are analytical, precise, and reserved. They communicate carefully and prefer logical, detail-rich discussions. They appreciate structure, accuracy, and time to think things through.
What do the different generations think about communication in the workplace?
Gen X prefer emails and face-to-face meetings. At the same time, they’re flexible and capable of adapting to new tools like video calls, project management apps, and messaging platforms when needed. While they may not be the first to jump on the latest tech trend, they’re practical and willing to use what works best to get the job done.
Gen Y is naturally drawn to fast, real-time communication. They tend to favor instant messaging platforms like Slack or Microsoft Teams, which allow for quick, informal conversations and easy collaboration. This style suits their preference for staying connected, multitasking, and working flexibly. While they lean toward instant communication, they’re also comfortable with emails, especially for more formal or detailed exchanges.
Gen Z is highly fluent in a wide range of communication tools and tend to prefer fast, visual, and mobile-friendly platforms. Instant messaging, emojis, GIFs, and short videos are second nature to them, and they often favor tools like Slack, Discord, or texting over traditional emails. That said, they understand the need for email in formal settings but may find it slower or less engaging. They’re quick to adapt to new technologies that enhance communication, especially those that support remote work, collaboration, and creativity.
D-styles prefer fast-paced, results-driven work with freedom to make decisions. They thrive in competitive environments with clear goals and minimal micromanagement. Efficiency, challenge, and autonomy are key motivators.
I-styles enjoy dynamic, people-centered environments where they can collaborate, share ideas, and be recognized. They prefer flexible, energetic workplaces that allow for creativity, social interaction, and fun.
S-styles value stability, teamwork, and clear expectations. They prefer supportive, low-conflict environments where they can build long-term relationships and contribute steadily. Consistency and trust are essential.
C-styles like structured, organized settings with clear procedures and high standards. They prefer working independently or in small teams where accuracy, logic, and careful planning are appreciated. They thrive with time to analyze and produce quality work.
Gen X values independence and autonomy in the workplace. Having grown up during a time when they were often encouraged to "figure things out" on their own, they don't respond well to micromanagement. Instead, they prefer to be trusted to manage their own tasks and make decisions with minimal oversight. Gen X workers are highly self-reliant and tend to thrive when given the freedom to approach problems in their own way, without constant check-ins or detailed instructions.
Gen Y thrives in open workspaces that encourage collaboration and teamwork. They enjoy environments where ideas can flow freely, and they can easily work together to solve problems. For them, teamwork is about sharing knowledge, learning from others, and being part of a supportive community. They feel most engaged when working on projects that involve collaboration and collective input.
Gen Z prefers hybrid or remote work options. They value flexibility and the ability to work from anywhere. They enjoy diverse, inclusive environments and rely on digital-first communication. Technology helps them stay productive and engaged, and they expect workplaces to embrace remote work and digital collaboration for better work-life balance and efficiency.
Understanding both DISC styles and generational differences can help bridge gaps and improve workplace dynamics. Here are some strategies:
By understanding and appreciating the diversity of DISC personality styles and generational differences, organizations can create more inclusive and effective workplaces. Embracing these insights leads to better communication, collaboration, and overall productivity.
Bonus tip: Use this blog as a starting point to a conversation. Don't make assumptions. Make it a conversation!