How can you coach leaders on communication and conflict resolution using DISC personality assessment?

1 What is DISC and how does it work?

DISC is based on the theory that people tend to exhibit one or more of four basic behavioral styles in different contexts. These styles are not fixed or permanent, but rather influenced by the environment, the task, and the relationship. Dominance is characterized by assertiveness, decisiveness, and a focus on results. Influence is marked by enthusiasm, persuasiveness, and collaboration. Steadiness is defined by calmness, supportiveness, and loyalty. Conscientiousness is marked by carefulness, analysis, and quality-orientation. To assess your client's DISC style, you can use a validated online questionnaire that measures their preferences and tendencies across four dimensions: how they respond to problems, how they influence others, how they react to change, and how they deal with rules and details. The results will show their dominant style as well as their secondary and tertiary styles and how they blend together.

2 How can DISC help leaders communicate better?

One of the benefits of using DISC as a coaching tool is that it can help leaders understand their own communication style and how it affects others. By becoming more aware of their strengths and weaknesses, they can leverage their natural style to communicate more effectively, as well as identify areas for improvement and development. For example, a leader with a dominant style can learn to be more respectful and attentive to others' opinions and feelings, while a leader with an influence style can learn to be more concise and focused on the main points.

Another benefit of using DISC is that it can help leaders adapt their communication style to different situations and audiences. By recognizing the DISC style of others, they can tailor their message and delivery to match their preferences and expectations. For example, a leader with a steadiness style can communicate more assertively and confidently with a dominant person, while a leader with a conscientiousness style can communicate more warmly and casually with an influence person.

3 How can DISC help leaders resolve conflicts?

Conflict is an unavoidable part of any organization, but with the right approach, it can be used as a learning and growth opportunity. As a leadership development coach, DISC can help your clients handle conflicts more productively and cooperatively. By understanding the DISC style of themselves and others involved in the conflict, they can pinpoint the source and type of conflict. Different DISC styles may have different triggers and reactions to conflict. Additionally, they can choose the most suitable conflict resolution style based on their DISC style. For example, a dominant person may prefer a competitive or collaborative style, while a conscientiousness person may prefer a compromising or avoiding style. Furthermore, they can communicate effectively and respectfully by recognizing the expectations and needs for communication during conflict for different DISC styles. By using DISC as a framework, leaders can prevent misunderstandings, assumptions, and judgments while striving for common ground, mutual understanding, and win-win solutions.

4 How can you coach leaders on using DISC?

As a coach, your role is to assist your clients in discovering and applying their DISC style to enhance their communication and conflict resolution skills. Explain the purpose and benefits of DISC before administering the assessment, emphasizing that it is not a label or box, but a tool for self-awareness and adaptation. After completing the assessment, review the results with them and help them interpret their DISC profile. Highlight their dominant style, as well as their secondary and tertiary styles, and how they blend together. Discuss their strengths and weaknesses, preferences and motivations, and potential blind spots and challenges. Provide feedback on how they can use their DISC style more effectively and flexibly, identify situations that require them to adapt their style, guide them on how to do so, celebrate successes, and support them in overcoming difficulties.

5 How can you measure the impact of DISC coaching?

As a coach, you want to ensure that your DISC coaching is having a positive impact on your clients' leadership skills and performance. To measure the impact of DISC coaching, you can use a variety of methods such as self-assessment, feedback, and outcomes. For self-assessment, ask your clients to rate their communication and conflict resolution skills before and after the DISC coaching, and provide examples of how they used their DISC style. To solicit feedback, request that your clients ask their peers, subordinates, and superiors for their opinion on their communication and conflict resolution skills before and after the DISC coaching. Lastly, ask your clients to track and report the outcomes of their communication and conflict resolution efforts before and after the DISC coaching. This will help you evaluate the impact of your coaching and discuss how your clients can sustain and replicate successful outcomes.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?