The Leadership Evolution: How DISC and Cultural Awareness Create High-Impact Leaders
For years, Daniel, a senior manager at a multinational company, prided himself on his strong leadership skills. But despite his experience, he kept facing the same frustrating problems:
🔹 His team wasn’t fully engaged—some employees thrived, while others withdrew.
🔹 Cultural misunderstandings led to miscommunication and tension in meetings.
🔹 His direct, results-driven approach (as a high D in DISC) intimidated some team members.
Daniel believed that his way of leading was the right way. If others struggled, they needed to “adapt.”
But everything changed after his team’s engagement scores hit an all-time low—and a key team member resigned, citing a “lack of connection” with leadership.
It was his wake-up call.
Wake-Up Call: Leadership Isn’t One-Size-Fits-All
After the resignation, Daniel’s mentor challenged him:
đź’¬ “You know business, but do you know people?”
đź’¬ “Have you considered how DISC and cultural awareness could help you lead better?”
That question stuck with him. He decided to attend a leadership training focused on DISC, emotional intelligence, and cultural awareness.
The insights transformed his leadership approach.
The Transformation: Integrating DISC & Cultural Awareness
Daniel realized that leading effectively wasn’t about making people fit his style—it was about adapting to theirs.
🔹 Step 1: Understanding Personality (DISC Model)
Instead of assuming everyone responded to direct leadership, Daniel learned to adjust his communication based on personality types:
✔️ With high D (Dominance) employees, he kept messages direct and goal-oriented.
✔️ With high I (Influence) team members, he incorporated enthusiasm and personal connection.
✔️ With high S (Steadiness) employees, he slowed down, provided reassurance, and built trust.
✔️ With high C (Conscientiousness) workers, he focused on data and details.
The result? Less resistance, more engagement.
🔹 Step 2: Leading Across Cultures
As Daniel studied cultural intelligence (CQ), he recognized his Western, task-focused leadership style didn’t work for all team members.
✔️ He learned that in collectivist cultures, employees valued teamwork over individual competition.
✔️ He discovered that in some cultures, indirect feedback was preferred over blunt criticism.
✔️ He began tailoring meetings to include more inclusive discussions, respecting different work styles.
The result? Stronger collaboration and fewer conflicts.
🔹 Step 3: Developing Emotional Intelligence
Daniel realized that his lack of emotional awareness had made him seem distant. He worked on:
✔️ Active listening, rather than just giving instructions.
✔️ Empathy, by understanding his employees’ motivations and challenges.
✔️ Self-regulation, ensuring his high-energy leadership didn’t overwhelm quieter team members.
The result? A team that felt heard, valued, and motivated.
The Outcome: A Leader Who Inspires
✨ Team morale improved.
✨ Engagement scores skyrocketed.
✨ Daniel was recognized as a transformational leader.
By integrating DISC, cultural awareness, and emotional intelligence, Daniel didn’t just become a better manager—he became a world-class leader.
Are You Ready to Evolve as a Leader?
🚀 Want to understand your leadership style?
🚀 Struggling with a diverse or disengaged team?
🚀 Ready to lead with greater impact?
📢 Join our Leadership Evolution Masterclass and transform the way you lead!
Looking forward to helping you step into your full leadership potential.
Best regards,
Checree Bryant
CEO Actuate Consulting
