Have you ever left a meeting thinking you were crystal clear, only to discover your team members took away four different interpretations of your message? If so, you’re not alone. One of the most common frustrations managers face is when communication doesn’t stick. Often, the problem isn’t the message itself; it’s how it’s delivered. The DISC model offers a powerful lens for understanding how people prefer to communicate and receive information.
The Challenge
Imagine this: You’re outlining a new project plan in a team meeting. You emphasize timelines and goals, speak quickly and decisively, and assume the team will jump into action. Afterward:
- Your Dominant (D) team member is ready to charge ahead—no questions asked.
- Your Influential (I) team member is enthusiastic but vague on the details.
- Your Steady (S) team member looks uncertain and sends you a follow-up asking for clarification.
- Your Conscientious (C) team member responds with an email filled with detailed questions and concerns.
Same message, four different receptions. Why? Because each DISC style interprets communication differently. Without adaptation, misunderstandings are inevitable.
Strategize
Effective communication begins by recognizing your own DISC style and how it influences the way you send and interpret messages. Consider these self-reflection prompts:
- Do I tend to rush through meetings to get to decisions? (Likely a D trait)
- Do I focus on making connections and energizing the team? (I trait)
- Do I prioritize harmony and stability, avoiding abrupt change? (S trait)
- Do I rely on precision, logic, and detailed explanations? (C trait)
By understanding your default mode, you can catch blind spots—like overwhelming others with speed, skipping key details, or overloading with data.
Dig Deeper
DISC is not just about labeling others—it’s a mirror for how you lead. Leaders who lack self-awareness often misread others, project their preferences, and unintentionally create misalignment.
Use these tools to build your communication self-awareness:
- Take a DISC assessment to understand your natural communication tendencies.
- Ask your team for feedback on your communication clarity and style—anonymously, if needed.
- Reflect on common miscommunications: What patterns emerge? Who do you struggle to connect with most?
- Journal or voice-record post-meeting thoughts: Did I rush? Did I give enough detail? Did I check for understanding?
By making self-awareness a habit, you become more agile in managing communication breakdowns and more effective at building bridges between diverse team styles.
Take Action
Once you understand yourself and your team, here are four powerful ways to flex your communication style:
- Pay attention to how team members respond to your messages. Are they energized, confused, or disengaged?
- For Ds, be brief and outcome-driven. For Is, be expressive and vision-focused. For Ss, be patient and empathetic. For Cs, be structured and logical.
- Don’t assume one-size-fits-all. Reinforce key messages through different modes—verbal, visual, written—tailored to the audience.
- Ask your team how they prefer to receive updates, and adjust accordingly. Build communication preferences into onboarding and team development sessions.
