Understanding the DISC Personality Styles Framework as a Manager

On the second day of The 7 Pillars of Management course, I introduced you to the DISC Personality and Behavioural Styles Framework. In case you’ve forgotten, DISC stands for Dominance (D), Influence (I), Steadiness (S), and Compliance (C) personality styles.

There are various types of personality assessments, but I prefer teaching the DISC Personality style. It’s quite straightforward to grasp and apply. Within minutes, it can offer deep insights into your own behaviour, your approach to management and leadership, and help you understand those you work with, including those who report to you.

Understanding your dominant behavioural style is crucial. It reveals your strengths as a manager and leader, as well as potential challenges, which some might refer to as personal weaknesses. Recognising that your colleagues and team members typically exhibit one of these four main behavioural styles can give you valuable insights into their actions and motivations.

A Quick Recap

Let’s briefly review the four behavioural styles in the DISC model.

Dominance

The first is D for Dominance. Dominant individuals are task-focused and assertive. Often seen as natural leaders, they prioritise getting tasks done and are highly goal-oriented, focusing more on achieving outcomes than on fostering friendships or building relationships.

Influence

The second is I for Influence. Influential people are people-focused and assertive. They’re often seen as the motivators and inspirers in a team or organisation. At work, they dedicate time to connecting with others, nurturing relationships, and engaging in stimulating activities.

They place great importance on being liked and recognised, sometimes more than on completing tasks.

Steadiness

The third is S for Steadiness. Steady individuals are people-focused but less assertive. They’re often considered the dedicated workers in any team or organisation. Preferring collaboration over solitary work, they’re seen as the quintessential team players. Their focus is on supporting colleagues and customers alike.

Highly people-oriented, they prioritise others’ needs, sometimes even over their own, and generally avoid conflict and disharmony.

Compliance

The fourth and final style is C for Compliance. Compliant individuals are more task-focused and less assertive. They’re often seen as the knowledge experts and organisers in a team or organisation, taking pride in their expertise and ability to manage data and information. They generally prefer working with facts and systems rather than engaging in direct, emotional conversations.

Summary

In conclusion, each behavioural style has inherent strengths and challenges. Developing your emotional intelligence involves understanding your personality style and its associated pros and cons. You probably already recognise some areas where you tend to struggle. Dominant and Compliant individuals may need to connect more with their emotions, while Influential and Steady individuals might need to focus more on task completion rather than solely on maintaining harmonious relationships.

Learning about various personalities, including your own, and applying this knowledge is a practical way to enhance your emotional intelligence and become a more effective manager and leader.