
Managing workplace relationships can sometimes be challenging, particularly when we are unaware of each other's behavioural leaning. However, workplace relationships and collaboration can be improved by using the DISC model. Other models like Enneagram, MBTI, and 16 Personalities can also provide insights, but the DISC model is considered one of the most straightforward methods for understanding our own behaviour and that of others, which can assist in managing workplace relationships.
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By understanding the different personality types within the DISC framework teams can foster better communication, reduce conflict, and create a more inclusive atmosphere.
The DISC Model
The DISC model categorises individuals based on two key dimensions: active vs. passive and task-oriented vs. people-oriented.
Those leaning towards the Active dimension are typically outgoing, energetic, and take initiative. They engage quickly with their environment and often prefer fast-paced settings. Active individuals are likely to be assertive in their interactions, seeking opportunities to lead or influence others.
Passive individuals, in contrast, are more reserved and may take a slower approach to interactions and tasks. They tend to reflect before acting and may wait for others to initiate engagement. They often focus intently on one task at a time rather than spreading their attention across multiple activities.
Task-oriented individuals prioritise completing tasks and achieving results over social interactions. They focus on logic, efficiency, and productivity, often measuring success in terms of tangible outcomes.
While people-oriented individuals value relationships and social interactions and thrive on collaboration, communication, and emotional connections with others, often prioritising team dynamics over individual tasks.
When you combine these dimensions, you can categorise the four DISC personality types as follows:

People generally have two to three dominant personalities working together. And it may change depending if we are projecting our public self, our stressed self or our natural self. For example, someone can be a combination of S and C at the workplace and display C and D at home. It's not that we are have a 'split personality' but depending on the environment we are in, we could be exhibiting a different side of ourselves. Try observing what you’re like when you’re driving. Is it different from the way you are at your workplace?
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To illustrate the DISC model, I share a video with my clients that highlights the various DISC personality types. This resource helps quickly identify and understand different types. First, identify your type, then identify your colleagues' types.
Using the DISC model to Enhance Workplace Relationships

Effective communication is key to successful workplace relationships. How we communicate can improve or impair these relationships. Understanding our team members' preferred communication styles can strengthen our connections. Here is a simple breakdown of each style's preference:
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D types prefer direct and concise communication.
I types thrive in lively and engaging discussions.
S types appreciate a more empathetic approach.
C types favor detailed and structured information
Adapting communication methods to align with the preferences of different personality styles can reduce misunderstandings and cultivate a more inclusive workplace. The process requires time and effort and learning to flex our communication styles may feel uncomfortable initially. However, it could lead to more effective interactions and stronger relationships.
Using the DISC model in Conflict Resolution
Conflict in the workplace is common due to varying personalities, opinions, and communication styles. The DISC framework helps identify how each type handles conflict, fostering a more cooperative work environment.

Here’s a summary of how each style handles conflict:
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Dominance (D):Â High-D individuals address issues directly and may seem aggressive. They prefer quick conflict resolutions, focusing on outcomes over consensus.
Influence (I):Â High-I personalities seek harmony and avoid conflict. They value supportive environments during disagreements.
Steadiness (S):Â High-S individuals avoid confrontation and may compromise their needs. They thrive in calm, understanding discussions.
Conscientiousness (C):Â High-C personalities rely on facts and logic, often taking criticism personally. They prefer conflict discussions based on objective data and dislike emotional arguments.
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Recognising these tendencies, while not the sole factor in conflict resolution, helps in customising effective strategies for resolving conflicts.
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Impact of the DISC model
The insights gained from the DISC framework could helps colleagues to improve their interactions and address conflicts effectively. Investing time to understand ourselves and our colleagues through the lens of the DISC model could lead to a more cooperative and productive work environment, where individuals feels valued, empowered and appreciated to contribute their best towards a common work goal.
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For additional resources, consider exploring tools like MyDISCProfile and The PeopleKeys® DISC Personality System
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