Effective teamwork is the foundation of a thriving organization, yet managing different personalities and communication styles can be a challenge for even the most seasoned manager. Understanding each team member’s preferred work style is key to fostering collaboration, minimizing conflict, and enhancing productivity. One tool that has helped countless leaders navigate these challenges is the DiSC assessment.
In a recent conversation with Jen Fox, an executive coach, facilitator, and recognized expert in DiSC, we explored how managers can use this tool to build stronger, more cohesive teams.
What Is DiSC
DiSC is a psychometric assessment that categorizes individuals into four primary personality styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each style represents different work preferences, behaviors, and communication approaches.
Jen explains how the robust DiSC report helps people understand themselves better first. This leads to insight around how our preferences might differ or sometimes clash with those of our team members.
For managers, knowing your own DiSC profile and those of your team members can help navigate workplace challenges more effectively. Rather than a one-size-fits-all leadership approach, DiSC allows for tailored management strategies that align with individual and team needs.
Breaking Down the 4 Main DiSC Personality Styles
The DiSC framework consists of four distinct work styles:
Dominance (D) – Direct, results-driven, and action-oriented. People with a high D profile are often seen as bold and decisive but may sometimes come across as too assertive or impatient.
Influence (I) – Enthusiastic, visionary, and creative. High I individuals lead with ideas and inspiration but may struggle with attention to detail or follow-through.
Steadiness (S) – Collaborative, calm, and supportive. S-style individuals excel at maintaining stability, fostering inclusiveness and harmony but may move slowly and avoid confrontation.
Conscientiousness (C) – Detail-oriented, analytical, and precise. Those with a high C profile value accuracy, data and logic but may become overly critical or struggle with flexibility.
Jen emphasizes that DiSC is not about boxing people into rigid categories but rather understanding preferences and learning how to stretch beyond them when needed.
Using DiSC to Unlock Better Collaboration
Often, conflicts arise not because people disagree on the facts but because they communicate in different ways. Jen illustrated this through her personal experience as a D who tends to move quickly and occasionally steamroll over her S and C colleagues who would like more detail and time to understand the situation.
Managers who understand their team’s DiSC profiles can create strategies that cater to different communication styles. Here are some practical ways to apply DiSC in a team setting:
Encourage Balanced Participation: Recognize that dominant personalities may naturally take up more space in discussions while steadier team members might need intentional invitations to speak up.
Adjust Your Feedback Approach: Direct personalities may be quick to move on from feedback while Conscientious personalities may linger in the details. Be prepared to help each style process and learn from the feedback.
Bring in Other Styles: If your team primarily consists of one one style or you’re missing a style completely, try bringing in a colleague from a different department who has that style. Alternatively, you can role play that style or ask, “what would an ‘I’ say right now?”
Navigating Conflict Through the Lens of DiSC
Conflict is a natural part of teamwork, but how people respond to it varies based on their DiSC profile. Jen noted that no one really likes conflict, but the way we respond to it varies widely based in part on DiSC preferences. While some people tackle conflict head-on, others prefer to smooth things over, and some may brush it under the rug.
To address conflict effectively, managers can use DiSC insights to:
Encourage open dialogue – If an S-style employee avoids confrontation in their aim to keep the peace, create a space where they feel safe expressing concerns.
Help D and I styles listen actively – Direct and high-energy individuals might need reminders to pause and consider other perspectives before jumping to solutions.
Ensure C styles don’t overanalyze – Conscientious individuals may get stuck in details and need help seeing the bigger picture to move forward.
Understanding DiSC is not about labeling people—it’s about learning how to work better together. Jen emphasizes that the more we can keep people in their comfort zone of style, the more we can harness their superpower. If we can all stretch a little and give each other grace, then no one has to stretch a lot which leads to better collaboration.
By using DiSC as a tool for better communication, conflict resolution, and team alignment, managers can create more productive, engaged, and harmonious workplaces.
Listen to the entire episode HERE to learn more about Enhancing Team Dynamics With The Power of DiSC.
Keep up with Jen Fox
20% OFF INDIVIDUAL DiSC ASSESSMENT
Jen is offering a 20% discount on any individual DiSC assessment. In addition, if you'd like to bring DiSC to your team meeting or offsite, you'll receive 20% off all assessments for your workshop as long as you book by April 30, 2025.
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