Every person is unique and we are in fact a blend of all 4 DiSC styles, our individual personalities, and different experiences we’ve had, however, knowing individuals DiSC styles can help us to understand people on a deeper level, and then adapt accordingly. It can also help managers, leaders and organisations effectively navigate change. Each style will react differently to change and by understanding their priorities, motivations, fears and limitations we can produce effective strategies to support those individuals…
The D Style and Change
People with a D style, tend to make quick decisions, are on board with change easily and are happy to move forward towards a goal. They are often daring and like to take risks, and they can be innovators who love new ideas. On the surface, this is a wonderful asset, as momentum is needed to drive change, but as the D style are so driven, they can have the tendency to rush ahead rather than wait for the details. High D’s tend to have a hard time tolerating the conversations necessary to construct the execution plan which can negatively impact the team’s ability to reach their goals. It’s important to give D styles an immediate task they can accomplish right away that is part of the larger plan so they can act quickly and achieve a win early in the change process.
Priorities: Immediate results & action
Motivated by: Winning & being successful
Fears: Loss of control, being taken advantage of, being vulnerable
Limitations: Lack of concern for others, impatience, insensitivity
Strategies in Change:
- Explain the purpose and the end result
- Give them some control
- Give them something to accomplish straight-away
- Remind them to be sensitive and patient
The i Style and Change
The i style usually gets excited about change and want to talk about it. They show great enthusiasm and are often early adopters of an initiative. i styles often share their ideas and have the tendency to bring energy and positivity along with them. The challenge with high i styles is focusing them during the execution phase and not letting them get side-tracked chasing the next idea that excites them. Strategies for this style may include ‘gamification’, fun or introducing smaller goals that engage their desire for stimulation. They also make great advocates of the initiative. i styles are great to inspire other members of the team who may need additional encouragement to get on board.
Priorities: Enthusiasm, action, collaboration
Motivated by: Group activities, friendly relationships
Fears: Social rejection, disproval, loss of influence, being ignored
Limitations: Impulsiveness, lack of follow through, disorganisation
Strategies in Change:
- Share a positive vision with enthusiasm
- Give them immediate task to engage their desire for stimulation
- Give them opportunities to inspire and work with colleagues
- Provide a plan and support with follow-through
The S Style and Change
The S Style can seem disengaged or negative on the surface when faced with change, but looking a little deeper, we understand that this style is driven by harmony and stable environments, therefore change can seem really threatening. It’s important to involve this style as early as possible in the change process to allow them time to get used to a new idea and do this is a calm, engaging, and thoughtful way. Although initially the S style can be frustratingly slow adopters, this group can become great advocates when they have time to understand the logic behind a change and they feel engaged in the change management process and their role in it.
Priorities: Giving support, maintaining stability, enjoying collaboration
Motivated by: Stable environments, sincere appreciation, cooperation and opportunity to help
Fears: Loss of stability, change, loss of harmony, offending others
Limitations: Being overly accommodating, tendency to avoid change, indecisiveness
Strategies in Change:
- Offer reassurance
- Give them opportunities to work with and support their colleagues
- Involve them early on
- Provide a logical, structured plan
The C Style and Change
The C style are often accurate, logical and analytical. They like to know the details and are very systematic and careful in their work style. This style typically love planning, are wired to find flaws and mistakes, and like to keep people honest and on track when reporting stats and results. The challenge with this style is that they often need to have every detail upfront, and, when they don’t adapt their style, their questions and feedback can come across as critical or sceptical to others. This group may need to be encouraged to move toward the bigger goal, like the other DiSC styles, can be invaluable to a team’s success.
Priorities: Ensuring accuracy, maintaining stability, challenging assumptions
Motivated by: Opportunities to use expertise or gain knowledge, attention to quality
Fears: Criticism, sloppiness, being wrong
Limitations: Overly critical, tendency to over analyse, isolates self
Strategies in Change:
- Provide reasons and proof for the change
- Give them opportunities to share their thoughts and expertise
- Provide an accurate, logical and structured plan
- Ensure opportunities to design, critique and improve the plan
What are the DiSC styles of your team? Read our blog How Can Everything DiSC Help Change Succeed to discover two profiles we use with clients, leaders and teams to help work through the complexities of change.
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