(D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness: Exploring your DiSC Profile to Find your Ideal Communication Style (and How to Approach the Other Three)
Of the many tools used to facilitate workplace communication, the DiSC® Profile is one of the most popular and easiest to implement.
The DiSC profile will help demonstrate your conversational priorities, openness, behavioral tendencies, and pace. Some companies will even utilize the DiSC assessment as part of your onboarding in order to learn more about you as a new hire, which then allows your coworkers to better understand the best way of relaying important information. Your DiSC style can be entirely one type, or you can have a cusp style consisting of two related styles.
Remember: “[p]eople are not their DISC styles. . . DISC is just one compelling lens that helps us understand and meet people’s needs to create a supportive and motivating work environment that drives performance.” (5)
In this Article, we dig into each DiSC style and learn how to most effectively communicate with each.
D: Dominance
People with D personalities show confidence in their demeanor and work, while placing an emphasis on accomplishments and bottom-line results.
They prioritize action, are excited by challenges, can be direct, and are not afraid to speak their mind. “However, sometimes the D style can be intimidating when communicating with other styles. And an overly strong D type may be more outspoken, more in-your-face than is comfortable for others. Their bottom-line results orientation and need to win also may cause them to come off as impatient and demanding.” (2)
Those with D styles are action-oriented, so be sure to come prepared with a action plan and how you will achieve it. Try to anticipate known roadblocks or brainstorm potential issues before entering the conversation; a D style will want to know that you have a path to achievement, even for big-picture goals.
I: Influence
People with i personalities prioritize relationship-building and influencing or persuading others in order to accomplish goals.
Their natural behavior is to collaborate to find solutions, provide enthusiasm to projects, and often use a combination of both to drive action.
While collaboration is key, an i style may be perceived as introverted or disorganized. “[I styles] may be reluctant to give negative feedback even when their valuable insight might contribute positively to the team’s success. [O]thers may be offended by what they perceive as an i style’s intrusion into their personal space. And some may perceive the brainstorming sessions they lead to be disorganized and simply an endless discussion of blue-sky possibilities.” (2)
Try to keep an i style focused by preparing specific questions prior to your conversation. While their storytelling and anecdotal perspective can provide valuable historical insight, be sure to measure their responses against your immediate need and dig into specifics to make accurate comparisons. Leverage their transparency to understand the finer details of a situation and use their creativity to generate multiple possible solutions.
S: Steadiness
People with S personalities are dependable and will prioritize cooperation and empathy to solve problems.
They are usually willing to provide much needed support tasks and thrive behind the scenes, since they typically do not require the spotlight to feel accomplished. They also prefer to lean into systems and processes and are highly dependable.
Those with S types may be more indirect and work at a slower pace. “Sometimes people with the S style can also be perceived as being resistant to change because they tend to be risk-averse. They are extremely uncomfortable dealing with angry or argumentative people. Ambiguity and working with unclear guidelines also can be especially stressful. [An] S-style colleague’s need for certainty can sometimes cause indecisiveness that stands in the way of progress.” (2)
When communicating with an S style, do not be intimidated by a quiet demeanor; they may not be outwardly excited, but are quietly processing the information and situation. They tend to be people-focused, so lean into their transparency to find the middle ground of an issue.
C: Compliance
People with C personalities value quality, accuracy, expertise, and competency.
These are the teammates who will call out inefficiencies, while prioritizing stability and consistency to achieve their goals. “Sloppy work is not an option for those with a C style. C styles will take the time they need to make good decisions. They are often the skeptic in the group willing to challenge the process. [Working with a C style] can be extremely frustrating by what feels like ‘analysis paralysis’ that stands in the way of progress.” (2)
When communicating with a C style, provide as much factual and contextual information in your communication, preferably via email, so the C style can evaluate and provide a response on their own timeline. Be prepared to answer questions.
Should you adjust your own communication style?
Perhaps, but not always.
As we understand, personal communication and workplace communication are two very different things. While personal communication can be flexible and develop effectively over time, the nuances of professional communication will often require you to quickly “read the room” to take note of your audience and the message you are trying to convey. If you have the flexibility in your delivery to observe a known DiSC personality, try to do so in a way that still honors your unique voice. According to HR Profiling Solutions, try these four steps to determine how best to leverage your understanding of DiSC to best communicate your points (and perhaps influence others to achieve your goals).
Observe Others. When you meet someone, pay attention to traits such as what they talk about.
Asses. Recall the DISC Communication Model and decide whether the person is more task or people orientated, or fast or slow-paced.
Recognize. Based on your analysis above, you have the information to recognize the person's DISC behavioral style.
Adjust. Adjust your communication if necessary to engage in a pleasant interaction. (3)
learning to communicate effectively will be key throughout your career
Don’t forget to assess your own DiSC style to determine your own behavioral tendencies, conversation pace, and ultimate priorities. Just because a colleague has a different DiSC style does not mean it will be difficult to converse with them. It simply means they have a different perspective and way of approaching an issue.
“On a positive note, these differences also bring tremendous communication diversity and balance to your team, which can spark creativity and innovation. So, it’s important not to avoid opposing styles but rather to understand them, embrace them, and adapt accordingly.”(5)
The DiSC model of behavior was originally proposed by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard. To learn more about the history of DiSC, check out the official DiSC website.
Citations
O’Flaherty, Shibeal, et al. “Research: A Little Recognition Can Provide a Big Morale Boost.” Harvard Business Review, 29 Mar. 2021, hbr.org/2021/03/research-a-little-recognition-can-provide-a-big-morale-boost.
“10 Scientifically Proven Ways to Motivate Employees.” The Bottom Line by Square, 25 Nov. 2022, squareup.com/us/en/the-bottom-line/growing-your-team/how-to-motivate-your-employees.
Sheehan, Hannah. “How Managers Can Motivate Employees: 26 Effective Ways.” Fellow, 3 Feb. 2022, fellow.app/blog/management/how-managers-can-motivate-employees-effective-ways/.
Water, Shonna. “7 Surefire Ways to Boost Employee Morale.” 7 Surefire Ways to Boost Employee Morale, 2021, www.betterup.com/blog/boost-employee-morale.
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