Understanding the DISC Assessment tool for your team
Ever had a conversation with a colleague that just didn’t click? Maybe they were too direct, or maybe they over-explained something you already understood. These differences in communication styles can lead to frustration, but they don’t have to.
That’s where the DISC Assessment tool comes in. This tool helps teams understand each other’s behavioural styles, making workplace interactions smoother and more effective. By recognising how different DISC types work and communicate, businesses can improve teamwork, reduce conflict, and build stronger, more productive teams.
Let’s break down how DISC works and how it can transform the way your team collaborates.
1. Identify and understand the four DISC behavioural types
Not everyone communicates the same way, and that’s where misunderstandings can happen. The DISC Assessment tool helps teams recognise these differences and adjust their communication styles for better collaboration.
When the Operations Team at AGL Bayswater completed their DISC Leadership Assessments, they quickly saw how their different styles influenced teamwork. Some team members thrived on fast, results-driven discussions (D), while others preferred a structured, detail-focused approach (C). By understanding these differences, they were able to improve communication, reduce friction, and create a more cohesive working environment.
The DISC model categorises individuals into four primary behavioural styles:
- Dominance (D) – Direct, results-driven, and assertive. These team members focus on efficiency and prefer clear, to-the-point communication.
- Influence (I) – Social, enthusiastic, and persuasive. They thrive on collaboration and verbal communication.
- Steadiness (S) – Patient, reliable, and supportive. They value stability and take a calm, measured approach.
- Compliance (C) – Analytical, detail-oriented, and methodical. They prefer structure and well-researched discussions.
2. Adapting communication styles to better suit different personalities
Good communication isn’t just about what you say – it’s about how you say it. Once team members understand their DISC profile and that of their colleagues, they can adjust their communication styles to connect more effectively.
During a workshop with the University of Newcastle’s Department of Rural Health Executive Management Team, Mark guided the team through their DISC Leadership Reports. By adapting their communication styles to suit different team dynamics, they strengthened collaboration and aligned more effectively with their strategic goals to improve rural health and enhance student experiences.
Small adjustments in communication can make a big difference:
- With D-types, be direct, concise, and focus on results.
- With I-types, engage in open dialogue and use enthusiasm to maintain interest.
- With S-types, take a steady, reassuring approach and allow time for processing information.
- With C-types, provide detailed, structured information and allow for thorough analysis.
This flexibility helps reduce friction and enhances collaboration across teams.
3. Using DISC to reduce misunderstandings and conflict
Workplace tension often stems from miscommunication. Different personalities have unique ways of processing information, handling stress, and receiving feedback, which can lead to misunderstandings. DISC profiling helps teams recognise these differences and adjust their approach to improve collaboration.
Ross Grace shared how Delta Power’s Leadership Program incorporated DISC assessments alongside workshops on leadership, emotional intelligence, and managing performance. This gave participants a deeper understanding of their styles and those of their colleagues, improving morale and encouraging diversity across the team.
Common communication challenges between DISC types include:
- A D-type might perceive an S-type as too slow, while an S-type might find a D-type too aggressive.
- An I-type may enjoy brainstorming out loud, whereas a C-type prefers well-thought-out ideas before discussion.
Understanding these differences allows teams to navigate potential conflicts with greater empathy and awareness. It’s important to remember that no one style is inherently right or wrong, as each brings valuable strengths to the team. A mix of different DISC profiles creates a balanced, dynamic, and more effective workplace.
4. Enhancing team productivity and cohesion
A productive team isn’t just about having the right skills, it’s about understanding how people work best together. DISC profiling helps teams recognise individual strengths, improve collaboration, and boost efficiency by tailoring tasks and communication to suit different styles.
At Bengalla, Mark led a DISC workshop with the Maintenance Capital, Project, and Services Team, where they explored how to apply their DISC insights to encourage innovation, improve decision-making, and manage conflict. By understanding their behavioural styles and those of their colleagues, they created a more effective and cohesive work environment.
When teams embrace DISC profiling, they can:
- Assign tasks based on strengths (e.g., C-types for detailed planning, I-types for networking and engagement).
- Encourage collaboration by pairing complementary styles.
- Improve delegation by ensuring instructions align with each team member’s communication style.
5. Leveraging DISC for leadership, coaching, and mentoring
Great leaders understand that one size doesn’t fit all when it comes to communication and motivation. DISC profiling helps leaders tailor their coaching and mentoring styles to better connect with their team members, ultimately fostering stronger workplace relationships and driving better results.
As an example, when Ross delivered the Delta Leadership Program, he combined DISC assessments with 360-degree feedback and workshops on critical thinking, change management, and negotiation. This approach empowered participants to present business improvement projects to the Executive, addressing real challenges like process improvements, cost reductions, and team morale.
By using DISC profiling, leaders can:
- Provide feedback in a way that is well-received.
- Motivate individuals by tapping into their strengths.
- Foster leadership development by helping employees adapt their styles to different workplace situations.
Strengthen team communication with DISC Workplace Profile
Integrating the DISC assessment tool into your organisation can transform the way teams interact, reduce conflict, and create a more engaged workforce. By understanding and applying DISC insights as part of your workplace communication strategies, businesses can foster better communication, improve teamwork, and enhance leadership development.
We specialise in delivering DISC assessment training tailored to your organisation’s needs. Contact us today to learn how DISC profiling can benefit your team and drive workplace success.
