DISC in Team Management – How to Effectively Manage Different Personality Types
Managing a team is not just about delegating tasks and monitoring results. Above all, it is about working with people who differ in how they communicate, make decisions and respond to stress. Business research shows that the single most common cause of workplace conflict – 51% – is differences in character and the communication problems that come with them.
The DISC model helps you understand these differences and manage your team more effectively. Thanks to it, leaders can better tailor their management style to their employees and build more effective, cohesive teams.
In this article you will learn:
- how to use DISC in team management
- how the different personality types work
- how to communicate with your employees
- how to build an effective team
What DISC Means in Team Management
The DISC model describes four styles of human behavior:
- D – Dominance
- I – Influence
- S – Steadiness
- C – Compliance
You can read more about the model itself here.
Each team member has a different style, which influences:
- their way of working
- communication
- decision-making
- their response to stress
Understanding these differences allows a leader to manage the team better and avoid misunderstandings. It is also a very valuable tool for improving how a company operates and for achieving fast, lasting results.
Why DISC Matters for a Leader
A good leader does not manage everyone in the same way. They adapt how they communicate to each employee. They understand their needs and make sure that individual goals can be pursued at work, because only then are employees effective and engaged. Every employee needs a different approach and has a different point of view, which is why it is so important to understand these differences and adjust your communication style.
DISC helps you:
- understand your employees better
- tailor your communication style
- increase your team’s effectiveness
- reduce conflict
As a result, management becomes more conscious and more effective. The great news here is that any leader can acquire and apply this knowledge, and it is reliable – when implemented correctly, it always works. Below I will show you a few examples of how to manage people of each behavioral style.
How to Manage a Style D Person
People with a Style D are results-driven and quick to act.
Key traits:
- decisiveness
- goal orientation
- independence
- a fast pace of work
How to Manage Them
- set clear, specific goals
- don’t over-control them
- focus on results
- allow them to work independently
Style D people work best when they have a clearly defined goal and the freedom to act. Speed of action matters to them, so make sure to provide all the information they need to act or make decisions. Style D people value professionalism, which is why it is very important to them that whatever they present to clients or business partners is firmly grounded in the company’s strategy. You can learn more about Style D in our article.
How to Manage a Style I Person
People with a Style I are communicative and energetic.
Key traits:
- openness
- creativity
- a natural ease in building relationships
How to Manage Them
- appreciate their commitment
- give them the chance to work with people
- provide space for their ideas
- communicate in an open way
Style I people need motivation and a positive atmosphere. Open communication matters to them. It is especially important not to dampen their enthusiasm, because it is something that motivates not only them but also those who work closely with them. It is worth making sure these people have the chance to build relationships with others and share their ideas. You’ll find more information about Style I here.
How to Manage a Style S Person
Style S people are calm and steady.
Key traits:
- patience
- loyalty
- collaboration
How to Manage Them
- give clear instructions
- provide a stable work environment
- avoid sudden changes
- build a relationship based on trust
Style S people work best in a predictable environment. A good, friendly atmosphere and stability matter to them. A particular challenge for a leader is managing the process of change while keeping Style S people engaged in it. What matters here is proper preparation, giving them time to reflect, and the ability to address the questions and concerns of people with this behavioral style. To better understand Style S, read our article.
How to Manage a Style C Person
Style C people are analytical and precise.
Key traits:
- attention to detail
- logical thinking
- high-quality work
How to Manage Them
- present data and facts
- give them time to analyze
- define requirements clearly
- avoid pressure
Style C people need precise information and time to make decisions. They require plenty of data and clear instructions. They have no problem adapting to change, provided it is properly prepared and substantively justified. You should communicate with them in a calm and open manner. Style C people value clear communication. You’ll find more information about Style C in our article devoted to this style.
How to Build a Diverse DISC Team
The best teams are made up of different personality styles.
Why?
- Style D – provides direction and decisions
- Style I – builds relationships and energy
- Style S – provides stability
- Style C – takes care of quality and detail
A diversity of styles makes a team more complete and more effective. Employees can support and complement one another, building a strong organization in the process. Of course, an important factor is also the company’s organizational culture, which to some extent determines which behavioral styles will perform best in a given company.
The Most Common Mistakes in Team Management
Many leaders make the same mistakes:
- treating all employees the same way
- failing to tailor their communication
- ignoring personality differences
- putting too much pressure on results
Knowing the DISC styles helps you avoid these mistakes, which all too often become an entirely unnecessary source of conflict and prevent people from focusing on what truly matters to a company – namely, results. Contrary to appearances, more time invested in conscious team management actually speeds up the work, because it eliminates what distracts us most: conflicts and misunderstandings.
How to Use DISC in a Leader’s Everyday Work
DISC can be used every day in team management.
Examples:
- tailoring your communication style to each employee
- delegating tasks more effectively
- resolving conflicts
- running team meetings
A good idea is to organize training for your employees. MaxieDISC® training sessions are designed to help people gain knowledge about behavioral styles while at the same time bringing the team together, helping colleagues understand one another. A perfect complement to this is individual sessions, where you can discuss with employees the differences between their natural and adapted graphs and set professional goals that will help them grow.
Summary
DISC in team management is a tool that lets you understand people better and manage them more effectively. By knowing the personality styles, a leader can tailor their communication, increase the team’s effectiveness and reduce conflict. It is a simple tool whose effectiveness is disproportionate to that simplicity. Absolutely any leader can implement it.
Understanding the differences between people is one of the most important elements of effective leadership.