The Leadership Breakthrough: How DISC Helped a CEO Understand Her Team
Eleanor had always believed that being a strong leader meant being decisive, direct, and in control.
As the CEO of a fast-growing tech startup, she took pride in making tough calls and pushing her team toward success.
🔹 She set high expectations and expected employees to match her intensity.
🔹 She valued efficiency over emotions and dismissed complaints as “excuses.”
🔹 She gave quick, blunt feedback without sugarcoating her words.
In her mind, she was driving excellence.
But behind the scenes, her employees saw her differently:
💬 “She’s intimidating. No one wants to ask questions.”
💬 “She doesn’t care about people—only results.”
💬 “Meetings feel like interrogations, not discussions.”
One day, her HR manager pulled her aside.
“Eleanor, people are afraid to speak up around you. They’re hesitant to share ideas because they don’t feel heard.“
That was the wake-up call.
Eleanor wasn’t fostering a culture of innovation—she was creating a culture of fear.
Wake-Up Call: Understanding Leadership Through DISC
Determined to fix the issue, Eleanor enrolled in a Leadership Development Program that included the DISC Personality Assessment.
What she discovered shocked her:
🔹 She was a “High D” (Dominant) personality—focused on results, efficiency, and control.
🔹 Her team had a mix of styles—some were “High I” (Influencers), motivated by relationships, and others were “High S” (Steady), who valued security and collaboration.
🔹 Her direct approach was unintentionally shutting people down—instead of inspiring them.
She realized that her leadership style wasn’t “wrong,” but it needed balance.
To lead effectively, she had to adapt to different personalities on her team.
The Turning Point: Adjusting Her Leadership Style
Eleanor made three key changes based on the DISC insights:
✅ Adjusting Communication – Instead of rushing through meetings, she started checking in with employees, listening more, and giving space for discussions.
✅ Recognizing Different Work Styles – She stopped expecting everyone to operate at her speed and began tailoring her approach to fit different personality types.
✅ Encouraging Open Dialogue – She invited feedback on how she could improve as a leader, making employees feel safe and valued.
It wasn’t easy at first—old habits die hard. But gradually, she saw a shift in her team.
The Comeback: A Leader Who Connects, Not Just Commands
Within months, her company’s culture transformed:
🌟 Employees started speaking up with ideas.
🌟 Meetings became more collaborative instead of one-sided.
🌟 Her team felt more motivated and engaged.
Most importantly, Eleanor realized that being a strong leader wasn’t about being the loudest voice in the room—it was about making space for others to be heard.
🚀 She didn’t just lead better—she built a stronger, more united team.
Your Turn: Discover the Power of DISC in Leadership
🌟 Do you struggle to connect with your team?
🌟 Are your employees hesitant to speak up?
🌟 Want to adapt your leadership style for maximum impact?
🚀 Take the DISC Assessment and transform your leadership today!
📢 Click here to start your journey toward a stronger, more connected team!
Looking forward to helping you step into your full leadership potential.
Best regards,
Checree Bryant
CEO Actuate Consulting
