The Art of Persuasion: How DISC Makes Leaders More Influential
Jordan was a department head at a mid-sized tech company, known for his strategic vision and out-of-the-box ideas. He could see opportunities for growth a mile away—and he loved pitching big ideas to the team.
But after multiple presentations fell flat, Jordan grew frustrated.
“I bring energy. I explain the logic. But people seem confused, unengaged, or resistant,” he admitted. “I don’t get why no one’s as excited as I am.”
Despite his leadership skills and natural charisma, Jordan couldn’t rally consistent support. His team often nodded during meetings but failed to follow through. Worse, some started avoiding taking on extra responsibilities altogether.
Wake-Up Call: Great Ideas Aren’t Enough
The turning point came during a quarterly review. One of his peers said, “Jordan, your ideas are strong—but not everyone sees things from your lens. Some of us need time to process or need clarity around how it affects them.”
That comment hit hard. Jordan realized he was pitching ideas the way he wanted to receive them—fast-paced, energetic, and focused on vision. But the team was made up of different DISC styles, and he was missing the mark on how they are persuaded.
Eager to grow, Jordan signed up for a leadership course that focused on influence and communication through the DISC model.
Here’s what he discovered:
✅ He was a High I (Influence): energetic, people-focused, expressive, and spontaneous.
✅ His team was a mix of S (Steady), C (Conscientious), and D (Dominant) styles—all of whom responded to very different forms of persuasion.
🔎 Jordan’s Misalignment:
✅ His C-style colleagues wanted data, process, and clarity—not just big ideas.
✅ His S-style teammates needed stability and trust, not fast changes.
✅ His D-style coworkers valued results and control, not passionate speeches.
What He Changed – The DISC Influence Shift
Armed with this new insight, Jordan shifted how he pitched his ideas:
✔️ For “C” Team Members:
He started preparing detailed documents, showing risks, logic, and benefits in a clear format.
“Once I gave them proof, they asked how to make it happen—not why.”
✔️ For “S” Team Members:
He took time to have one-on-one conversations, offered reassurance, and explained how changes would be supported and not rushed.
“They didn’t need excitement—they needed to feel secure in the change.”
✔️ For “D” Team Members:
He simplified the pitch to results, timelines, and bottom-line impact.
“Give them a goal and get out of their way—that’s what they needed.”
Suddenly, things started to move. The same ideas he once pitched were now gaining traction, not because they were new—but because he was speaking the right language for each DISC style.
The once skeptical team began leaning in. Discussions got richer. Initiatives picked up momentum.
Jordan didn’t just feel heard—he felt trusted.
Ready to Increase Your Influence as a Leader?
Jordan’s journey shows that influence isn’t about talking louder—it’s about speaking smarter. By understanding how each personality type is persuaded, you can inspire, align, and empower your team more effectively.
👉 Learn how to use DISC to become a more influential leader. Join our next training session today!
Looking forward to helping you step into your full leadership potential.
Best regards,
Checree Bryant
CEO Actuate Consulting
