You’ve got a capable team of smart people with good intentions.
But the communication? Clunky. Confusing. Sometimes downright frustrating.
You send what you think is a clear email – and get a vague or totally off-base reply.
You give someone feedback – and they push back or disappear into radio silence.
You delegate a task, explaining it clearly – only to be asked for clarification an hour later.
It’s not because they’re not listening. It’s not because they’re bad at their jobs.
It’s because they process and express information differently. And no one’s ever taught them how to see that, let alone work with it.
That’s where DISC comes in – a simple, practical behavioural model that helps people understand their preferred communication style (and how it differs from the people around them).
And when your team gains that shared awareness? Things get a whole lot easier.
What exactly is DISC – and why does it help?
DISC is a behavioural model that describes how people tend to show up at work – especially when communicating and collaborating with others.
It explores personal preferences like:
- How quickly someone likes to work
- How they make decisions
- How much structure they need
- How they relate to others
DISC is the ideal tool to help people see their own style more clearly and understand that others might operate and express themselves in different ways.
Here’s a quick snapshot of the four DISC styles:
- D (Dominance) – direct, fast-paced, results-focused
- I (Influence) – expressive, energetic, people-oriented
- S (Steadiness) – calm, collaborative, prefers consistency
- C (Conscientiousness) – thoughtful, detailed, values accuracy
But here’s the thing: very few people sit neatly in just one of those boxes. Most of us are a mix – a blend of styles that can shift depending on the situation or the people we’re working with.
That’s why DISC isn’t about labels. It’s about recognising the range of behaviours we all bring to the table – and understanding what each person needs to communicate and collaborate well.
What does that mean for your business? More effective meetings. Fewer crossed wires. Feedback that lands. And way less ‘they just don’t get it’ energy.
Because when you understand how your colleagues tick – and what ticks them off – you spend less time untangling miscommunication, and more time getting the work done.
What DISC isn’t – and why that matters
Let’s clear a few things up.
DISC isn’t a personality test. It’s not about putting people in boxes or giving them colour-coded identities. And it’s not a fluffy team-building exercise where everyone leaves with a laminated name tag and nothing actually changes.
It’s also not an excuse. (‘Sorry I bulldozed that meeting – I’m just a high D!’) And it’s not some magic wand for fixing culture problems.
What it is – when used properly – is a practical, shared language for how people prefer to communicate and collaborate.
It doesn’t dig into your inner psyche. It looks at behaviour you can actually observe. Like how someone gives feedback, asks for information, makes decisions or responds under pressure.
And that’s where the real value lies.
Where communication breaks down
Most communication problems aren’t about what’s being said. They’re about how it’s being said – or how it’s being interpreted.
Maybe you’ve got someone who likes to think things through before they speak… working alongside someone who prefers to blurt it out and refine later. Or someone who values empathy and harmony… trying to collaborate with someone who values speed and results.
None of those styles are wrong on their own.
But when people aren’t aware of their differences, misunderstandings happen. Tension builds. And suddenly, communication becomes the thing that’s slowing your team down – not speeding them up.
DISC brings those patterns to the surface. And once they’re out in the open, your team can skillfully work with them, instead of around them.
What changes when teams use DISC
When people know their own style – and get a better read on others – communication becomes smoother. Faster. Friendlier.
You’ll spend less time repeating yourself, decoding someone’s email or overanalysing that weird meeting exchange.
And the best bit? You don’t have to rewrite your company values or transform your team culture. You just need to help people understand each other – and give them the tools to connect and contribute more effectively.
Remember: it’s not about labelling, it’s about listening
DISC only works when it’s used for insight, not identity.
It’s not about saying ‘I’m this, you’re that’. It’s about noticing the way we communicate, acknowledging our differences – and choosing to meet each other halfway.
Want to bring DISC to your team? Our DISC for Stronger Communication workshop is a face-to-face, half-day session that helps your team decode each other’s styles – and laugh, learn and connect along the way.