3 Ways to Make DiSC Personality Assessments Work For You

Positive interactions are everything in the contemporary workplace. Your most important resources are human ones, and they must work productively with one another for your company to thrive. This is a perennial truth, but now the relationships that exist in your workplace are more important than ever.

building a teamA Great Tool for  Building a Team You Know How to Use It

Unfortunately, productive work relationships don’t happen by accident. Nor is it reasonable for you to expect people to get along famously just because you want them to. Fostering these kinds of relationships requires direct intervention, and that’s why many top companies have turned to the DiSC Personality Assessment tool for help.

In case you don’t already know, a DiSC profile is a simple questionnaire that’s designed to gauge your individual employees’ most salient personality characteristics. The DiSC profile has proven to be a very useful tool, but only for those who know what to do with the results. These three tips will help you use DiSC results to foster productive relationships.

1. Use DiSC Assessments to Mold Your Communication Style

The four personality types respond best to different types of communication. If you can adapt to these different styles, you’ll communicate more effectively and set a healthy precedent for everyone else in the office to follow.

Here are the best ways to communicate with the four personality types:

  • Dominant personalities need clarity and precision, so avoid pointless chatter and get to the point quickly. You should also consider their input and resolve disagreements on factual terms instead of getting personal.
  • The influence type responds well to a warm approach and a bit of preliminary small talk, but it’s important not to stray too far and be clear about any final decisions. Written follow-ups can also help with the influence type.
  • The steady type also likes a little warm-up time. They also appreciate time to reflect on what’s being said, as opposed to rushing through the conversation. Most importantly, make sure you deliver on any commitments you make.
  • The compliance type responds best to well-organized ideas that are backed with adequate supporting evidence. Your behavior will go further than your words with this DisC personality type, so make sure to lead by example.

2. Use DiSC Assessments to Strike The Necessary Balance

Building a team that works well together requires knowledge and careful planning. With the DiSC assessments in hand, you’ll have a good start on understanding your individual staff members, as well as a great tool for creating a team that’s well balanced. This means your team should be comprised of a healthy mix of each different personality type.

The reasons for this are fairly straightforward. If you have a team with too many dominant types, you’re sure to have too many conflicts for optimum productivity. Similarly, a team with too many compliant types may be slow to act and lack adequate leadership. The same holds true across the board– if your team has too many of the same personality type, the result will be reduced productivity.

But by understanding how the different personality types interact, you can create balance and maximize productivity. It might take a little bit of advance effort, but you’ll be pleasantly surprised by the results.

3. Use DiSC Assessments to Resolve Conflicts and Building a Team

Conflict in the workplace is inevitable. The key is resolving these conflicts in a lasting and productive way. When used properly, DiSC assessments can be a great tool for resolving conflicts and improving sour relationships.

Discuss the results of your employees’ assessments with them openly. Go into detail about how the different DiSC types tend to interact, with an emphasis on how they can to give and elicit positive responses. Self-knowledge goes a long way toward making conflicts temporary and useful, especially when it’s paired with an understanding of others.