Do you know what to look for when defining personality types? The DISC model can help.

Can the DISC model help you better understand workplace behaviour?

 

Do you prefer to dominate? Or perhaps influence is more your style?

Understanding the differences between personality types and the nuances of human behaviour can be absolutely crucial when attempting to manage and resolve conflicts in any setting.

Knowing what to look for and learning how to handle different people is particularly invaluable in the workplace. Whether managing a team or merely diffusing tension and drama between peers, better equipping yourself to deal with personality clashes and behavioural issues is no simple task.

However, the DISC method is an approach which can make it easy:

Which personality types does the DISC model cover?

DISC stands for dominance, influence, conscientiousness and steadiness.

Those that are dominant are likely to be direct and to the point in their dealings whilst also being incredibly results-driven. Dominate types must be managed carefully. Too firm and they will become isolated. Too soft and they may start to undermine your authority.

Influential people tend to be outgoing and remain enthusiastic even in the face of difficult tasks. Keeping an eye on them is usually relatively straightforward, as their characteristics can rub off on others and boost wider productivity.

Conscientious personality types will often have their focus on the quality of their work and possess a keen eye for detail. People like this can be incredibly helpful in business as their output will usually be exemplary. However, they must be encouraged out of their shell occasionally, and be taught to embrace teamwork alongside their personal goals.

Those that emanate steadiness are all about cooperation, loyalty and placid temperament. They often look after themselves, but should be encouraged to push their boundaries and stick up for their beliefs.

Blending the definitions

Ultimately, most people will fall into one of those categories. However, the real skill in utilising the DISC method comes from being able to understand how all of those traits can blend together. For example, someone who is both dominant and influential will likely be incredibly extroverted. Moreover, individuals who fall between steadiness and conscientiousness will usually be the opposite – introverted.

There’s no simple way to understand exactly what makes each person you encounter tick – in the workplace or otherwise. It is very much an organic process, but the more chances you take to gain an insight into people, the more you will start to recognise the common personality types and traits.

Keeping the DISC model in mind when you’re next faced with conflict or a difficult individual in your workplace will allow you to get to the root of any issues and come up with a resolution more efficiently.


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