Workplace stress can significantly affect performance, communication and employee wellbeing. This case study demonstrates how using DISC to identify workplace stress can reveal the underlying behavioural challenges that impact performance — and how understanding behavioural styles can prevent costly hiring mistakes.
Bill (not his real name) is a highly skilled motor engineer who spent many years tutoring at a respected technical institute. He was well-liked, widely respected and considered an expert by his peers. Around ten months ago, he applied for a managerial role at a large automotive franchise. The remuneration was appealing, and Bill believed it was the right time for a career change.
The Hiring Mistake That Led to Workplace Stress
The CEO of the dealership was impressed by Bill’s academic background and industry knowledge. Without conducting a DISC assessment or considering how Bill would fit into the existing team, he hired him. This decision would later prove costly.
Bill’s new role placed him in charge of a branch with:
- 10 mechanics
- A small administrative team
- 15 sales staff
The job required a hands-on leadership style. It involved supporting the service department, participating in the sales process and operating within a strict sales-driven budget. In theory, the expectations were achievable. In reality, the role required a behavioural style that did not match Bill’s natural tendencies.
Early Signs of a Problem
Three months into the role, Bill and the CEO met to review performance. Despite working long hours and putting in considerable effort, Bill had not met sales targets. Tension had also built between staff and management. Communication had deteriorated, and morale was slipping.
Both Bill and the CEO wanted to make the role work. Recognising that something deeper might be wrong, the CEO contacted an accredited Extended DISC® consultant to assess the situation.
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Using DISC to Identify Workplace Stress
The consultant administered DISC Profile Assessments to all 32 branch employees, as well as the CEO. Bill’s results showed a significant shift:
- His natural CS behavioural style was heavily suppressed.
- His adjusted style moved strongly toward D, suggesting he believed he needed to be dominant, forceful and driving to meet expectations.
- This drastic adjustment indicated high workplace stress and pressure.
Many staff profiles also showed signs of stress, frustration and insecurity – reinforcing that the branch’s environment had become strained.
The CEO’s DISC Style and Why the Mismatch Went Unnoticed
The CEO’s DISC assessment (reference image unchanged) revealed strong D traits supported by C characteristics. During the interview, Bill attempted to mirror this dominant style, presenting himself as confident, decisive and authoritative.
The CEO interpreted this as a natural match for the role. However:
- Bill’s true behavioural style was CS: systematic, careful and supportive.
- In management, under pressure, he defaulted to a blunt, demanding approach, trying to mimic what he thought the CEO wanted.
- This shift increased stress and damaged relationships with staff.
The mismatch between Bill’s natural style and his adjusted behaviour created ongoing tension, miscommunication and poor performance.
The Turning Point: Creating a Role That Fits
Once the CEO understood the significance of the behavioural shift shown in Bill’s profiles, he recognised the root cause of the problem. Bill wasn’t failing due to a lack of skill, he was simply in the wrong role.
With support from the consultant, the CEO created a new position tailored to Bill’s natural strengths: technical advisor and trainer for the group. This role allowed Bill to:
- Support service teams
- Provide technical guidance
- Work systematically and collaboratively
- Avoid the dominant decision-making style required in branch management
The change reduced Bill’s stress and restored his confidence. It also strengthened performance across the organisation.
A Long-Term Improvement in Recruitment and Retention
Since this experience, the company now uses Extended DISC® behavioural reports for:
- All recruitment decisions
- Role fit analysis
- Staff development
- Retention and motivation strategies
Understanding behavioural styles has helped the organisation avoid costly mismatches and support employees more effectively.
Want to Reduce Workplace Stress in Your Organisation?
Use Extended DISC® to identify stress indicators early and ensure every employee is in the right role.
