How to Manage the DISC Personality Types


Managers have a very demanding role to play from leading their team to achieve the businesses goals to managing people who have different personalities, priorities, and traits. Effective management is necessary to build cohesive teams, communicate with employees effectively, and prepare them for success. One of the critical skills of communicating with and leading a diverse group of people is learning how to identify their DISC style.

Effective managers recognise the different personalities in their team and understand the factors that motivate these people to perform successfully. Each individual has a unique style of learning, processing information, working, decision making, and communicating. They find different work environments productive and motivating. Most workplace conflicts stem from miscommunication and clashes between the different DISC styles. By recognising each personality type and how they tend to behave, a manager can quickly find common ground and defuse conflict situations. Using this knowledge, they can create a harmonious and productive working environment. Uncovering the DISC style of your employees will help you delegate, communicate, and lead them more effectively. 

People Management using DISC Personality Profiles

People management is the process of hiring, training, developing, and retaining employees. Company leaders direct employees to enhance workplace productivity and foster professional growth. Business leaders oversee the management of people to create a workflow for tasks and projects. They ensure everyone is working to their strengths to achieve common goals and provide support to boost employee performance.

Extended DISC® Leadership Assessments help managers to identify, evaluate and utilise their strengths to bring our the best in each employee. The insights show them how to get the best out of everyone and build effective relationships with the employees they manage.

Extended DISC® assessments assist managers in identifying and overcoming their development areas, transforming them into opportunities that drive results and positive change. The report also brings to light their leadership blind spots. These are the areas in which they lack confidence or are overly self-assured. The insights from a DISC profile help managers to develop the skills they need to drive results and enhance organisational performance.

Extended DISC® Lead and Manage Assessments include a defined four-step guide to developing awareness and understanding of the DISC personality types

  • Step One: The manager identifies and understands their unique behavioural style and how they approach management and leadership. They recognise how others may perceive them and what they tend to prioritise. 
  • Step Two: The manager learns how to recognise the DISC personality type of their employees and how to delegate, communicate, and motivate them according to their behavioural preferences.
  • Step Three: The manager learns how they can adapt their personality type to better match the needs and priorities of their employees.

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Which DISC Personality Type Makes the Best Manager?

While there isn’t one DISC Personality type that is better suited to management than the others, understanding our DISC style can help us become more effective managers. Each DISC type has different management strengths and development areas which are required for different teams or projects. Focusing on one right DISC management style is not the best route and can get us into trouble.

The DISC Leadership assessment is undoubtedly a well-liked DISC assessment with many of our clients. Interestingly enough, our clients customise their leadership reports to the exact requirements and behaviours required for their management roles. This emphasises the diverse needs of managers in today’s workforce. With the highly competitive nature of business, along with the diversity of cultures, generations, and the capabilities of the workforce, effective managers must learn to adapt their style to suit the preferences of their employees.

How to Manage a Type D Personality

D type personalities need a strong manager who is as tough as they are. The manager needs to provide them with clearly outlined tasks and responsibilities and give them the independence to complete them. Omit the fluffy details when managing a D style. They want clear and concise statements, and if they need more information, they will ask for it. D type personalities, like to have the opportunity to influence their manager and move their own goals forward. They expect to have space to voice their ideas and opinions. D styles are motivated by change and challenges. They may create change when there isn’t any in their environment.

How to Manage a Type I Personality 

I styles respond well to managers who build a rapport, inspire, and encourage them. The managers should not be too distant but act more like a friend to have informal chats and provide advice. An I personality type person gets their energy from positive emotions. Their leader should also increase emphasis on positive emotions to motivate and inspire them. A type I personality tends to jump from task to task. Their manager may need to control their activities to ensure they are focused when required. 

How to Manage a Type S Personality 

Individuals who are leading an S style must win their trust and maintain it. To achieve this, the leader must keep their promises and demonstrate the right attitude towards work. Once an S style feels comfortable with you, they will begin to open up, especially if you take a genuine interest in them as a person. Leaders need to remember that type S personalities are another person and not just a resource to achieve results. Be patient with them as they complete their tasks. Do not pressure them. 

How to Manage a Type C Personality 

C personality types can adjust to all kinds of managers and leaders as long as they only have one at a time. C styles expect their manager to be consistent, knowledgeable and able to delegate tasks clearly and precisely. C styles strive for perfection. The manager should allow them time to check and re-check their work and not apply too much pressure. The manager needs to provide them with a secure and risk-free working environment that safe from conflicts and new situations. Managers should give type C personalities enough support when they are in need.

The challenge for leaders is to become more effective through self-awareness and behavioural flexibility. A DISC leadership assessment provides managers with a map to improve interactions with the people they manage. Through an understanding the DISC styles, the manager’s style, and how to read the personality types of others, managers can better adjust their style to work effectively with employees.