How can you use behavioral styles for better communication?

1 What is the DISC model?

The DISC model is a tool that helps you assess your own and others' behavioral styles based on four dimensions: Dominance, Influence, Steadiness, and Conscientiousness. Each dimension reflects a different way of approaching problems, people, pace, and procedures. Depending on your level of each dimension, you can be classified into one of 16 possible DISC types, such as D, I, S, C, DI, SC, etc. The DISC model is not a personality test, but rather a way of describing how you tend to behave in certain situations.

2 How to identify your own behavioral style?

Identifying your own behavioral style can be done in a few ways, such as taking a DISC assessment. This is a questionnaire that measures your preferences and tendencies on each dimension. There are multiple versions of the DISC assessment available online or offline, some free and some paid. You can also self-assess your behavioral style by reflecting on how you typically respond to different scenarios and questions, such as how you deal with challenges and conflicts, how you influence and persuade others, how you handle change and uncertainty, and how you follow rules and standards.

3 How to identify others' behavioral styles?

Identifying others' behavioral styles can be difficult, but it can be extremely beneficial for improving communication and relationships. To learn more about someone's style, observe their verbal and non-verbal cues. For example, pay attention to their speaking pace, volume, and language; their level of assertiveness or cooperation; and their clothing choices. While these clues may not be definitive or accurate for everyone, they can offer insight into someone's behavioral style and preferences.

4 How to adapt to different behavioral styles?

Once you have identified your own and others' behavioral styles, you can use this information to adjust your communication and interaction accordingly. This does not mean that you must change your personality or values, but rather that you can modify your approach and tone to match the other person's style and expectations. In general, when communicating with a Dominant style, be clear, concise, and confident; focus on the results and the bottom line while avoiding too much detail or emotion. When interacting with an Influential style, be friendly, enthusiastic, and supportive; focus on the benefits and the big picture while avoiding too much criticism or negativity. When communicating with a Steady style, be patient, respectful, and sincere; concentrate on the process and the stability while avoiding too much change or pressure. Finally, when interacting with a Conscientious style, be accurate, logical, and professional; focus on the facts and the quality while avoiding too much ambiguity or risk.

5 How to benefit from different behavioral styles?

The DISC model can help you understand and adapt to different behavioral styles, thus improving your communication effectiveness, reducing conflicts, and building rapport. Additionally, it can enable you to benefit from the diversity and strengths of different behavioral styles instead of viewing them as obstacles or threats. For instance, if you are working with a Dominant style, you can leverage their decisiveness and leadership by asking for their opinions and feedback, and allowing them to take charge of challenging tasks. Similarly, when working with an Influential style, you can leverage their creativity and charisma by asking for their ideas and suggestions, and letting them inspire and motivate others. Moreover, if you are working with a Steady style, you can leverage their loyalty and reliability by asking for their support and cooperation, and letting them maintain and nurture relationships. Finally, if you are working with a Conscientious style, you can benefit from their expertise and diligence by asking for their analysis and data, as well as letting them ensure and monitor quality.

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?