Managers Guide: Managing the Different DiSC Styles

A quick look at managing the different DISC styles according to their preferences and needs, as well as their strengths and weaknesses. A good start is understanding your own preferred style and modifying your behaviour in order to get the best out of your team.

D-style employees are driven by results and challenges. They like managers who are clear, direct, and decisive, and who give them autonomy and authority to achieve their goals. Managers should avoid micromanaging, criticizing, or controlling D-style employees, and instead focus on providing feedback, recognition, and opportunities for growth.

To communicate effectively with D-style employees, managers should:

• Approach them in a straightforward, direct way.

• Focus on the bottom line and the expected outcomes.

• Highlight the benefits and challenges of the task or project.

• Provide them with options and choices, rather than orders or instructions.

• Acknowledge their achievements and accomplishments.

• Be prepared to deal with their objections or disagreements.

I-style employees are motivated by social interaction and recognition. They like managers who are friendly, supportive, and enthusiastic, and who create a positive and fun work atmosphere. Managers should avoid being too formal, rigid, or critical with I-style employees, and instead focus on building rapport, appreciation, and trust.

To communicate effectively with I-style employees, managers should:

• Approach them in a warm, personal, and informal way.

• Use humor, stories, and anecdotes to engage them.

• Show interest in their opinions, feelings, and experiences.

• Praise them for their creativity, energy, and influence.

• Provide them with social opportunities and incentives.

• Help them stay focused and organized.

S-style employees are loyal, cooperative, and dependable. They like managers who are respectful, patient, and consistent, and who value their contributions and stability. Managers should avoid being too abrupt, demanding, or unpredictable with S-style employees, and instead focus on providing guidance, security, and harmony.

To communicate effectively with S-style employees, managers should:

• Approach them in a calm, gentle, and courteous way.

• Explain the rationale and the process behind the task or project.

• Emphasize the importance of teamwork and collaboration.

• Appreciate them for their reliability, support, and quality.

• Provide them with clear expectations and deadlines.

• Avoid sudden changes or disruptions.

C-style employees are meticulous, analytical, and quality-oriented. They like managers who are accurate, logical, and professional, and who respect their expertise and standards. Managers should avoid being too vague, emotional, or impulsive with C-style employees, and instead focus on providing facts, details, and clarity.

To communicate effectively with C-style employees, managers should:

• Approach them in a straightforward, direct way.

• Recognize they may be uncomfortable speaking to large groups.

• Ask them if they see the issue the same way as you do.

• Provide them with information and the time they need to make a decision.

• Don’t be informal, casual, or personal.

• Build credibility by looking at each side of the issue.

These are some of the ways a manager should approach the different DISC styles. By understanding and adapting to the preferences and needs of each style, a manager can improve their communication, motivation, and performance of their team.

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