The Missing Link: How One Leader’s DISC Profile Changed Their Approach
For David, success had always come from speed, confidence, and results. As the head of a growing tech firm, he thrived in high-pressure environments, making quick decisions and pushing his team to move fast and execute.
But there was a problem.
While his D (Dominant) personality helped him drive innovation, he noticed that some team members resisted his leadership style. His C (Conscientious) employees would question his decisions, asking for data and detailed plans before committing. His S (Steady) employees seemed hesitant, often taking longer to process changes and resisting his aggressive push for action.
To David, it was frustrating. Why couldn’t they just keep up?
Wake-Up Call: Leadership Requires Adaptability
The moment of clarity came during a DISC training session.
When David saw his D-style leadership profile, it confirmed what he already knew—he was driven, decisive, and direct. But what stood out were the challenges associated with his style:
🚨 C personalities (Conscientious) needed logic, structure, and details before buying into ideas.
🚨 S personalities (Steady) needed stability, reassurance, and a personal connection to embrace change.
David realized that while his boldness worked well with other D and I types, he was alienating half his team without realizing it.
It wasn’t about them “keeping up”—it was about him adjusting to communicate effectively with all personality types.
The Turning Point: Adjusting Leadership for Buy-In
Armed with this new awareness, David made three key shifts in his leadership style:
✅ For C Personalities (Conscientious): He slowed down, provided detailed explanations, and gave them time to analyze data before making decisions.
✅ For S Personalities (Steady): He focused on relationship-building, reassured them during changes, and involved them in decisions to make them feel valued.
✅ For the Whole Team: Instead of assuming his way was best, he encouraged open discussions, making space for different working styles.
The transformation was undeniable. His C employees started contributing valuable insights, and his S employees became more engaged and confident. By adjusting his approach, David gained more buy-in, trust, and overall productivity.
Are You Missing the Link in Your Leadership?
Your leadership shouldn’t be one-size-fits-all. Just like David, you can unlock greater influence and team success by understanding how to communicate with different DISC personalities.
👉 Take a DISC Assessment today and transform the way you lead!
Looking forward to helping you step into your full leadership potential.
Best regards,
Checree Bryant
CEO Actuate Consulting
