The Role of DISC in Improving Employee Engagement
Emma, a mid-level manager, prided herself on being results-driven. She believed that if she set high expectations, her team would rise to meet them. However, she noticed a troubling pattern—some employees thrived under her leadership, while others seemed disengaged, frustrated, or even resistant.
Deadlines were missed, enthusiasm dwindled, and team morale took a hit. She couldn’t understand why the same motivational techniques worked wonders for some but completely shut others down. The harder she pushed, the worse things got.
Wake-Up Call: Understanding That One-Size-Does-Not-Fit-All
Emma’s turning point came during a leadership training on DISC personality assessments. As she took the DISC assessment herself, she was shocked at how accurately it described her high-D (Dominance) personality—driven, direct, and goal-oriented. But more importantly, she realized that her team was made up of different DISC types, each needing unique motivation and communication styles.
She discovered:
✅ High-D (Dominance) types thrived on challenges and directness, but they needed autonomy—not micromanagement.
✅ High-I (Influence) types craved recognition and social interaction, yet she rarely acknowledged their contributions.
✅ High-S (Steadiness) types valued stability and teamwork, but her aggressive deadlines made them anxious.
✅ High-C (Conscientiousness) types needed details and structure, yet she often left out specifics, expecting them to “figure it out.”
Emma realized her leadership style motivated some but alienated others. It wasn’t her team that was the problem—it was her approach.
The Transformation: Leading with DISC in Mind
Determined to turn things around, Emma applied what she learned:
🔹 Tailored communication: She spoke directly with D-types, showed enthusiasm with I-types, offered stability to S-types, and gave detailed expectations to C-types.
🔹 Personalized motivation: Instead of generic encouragement, she adapted her feedback—public praise for I-types, private reassurance for S-types, challenges for D-types, and logical reasoning for C-types.
🔹 Better delegation: She assigned fast-paced projects to D-types, creative collaborations to I-types, team-driven tasks to S-types, and detail-oriented work to C-types.
The results were almost immediate—engagement skyrocketed, team members felt valued, and performance improved. By recognizing and adapting to different DISC personalities, Emma transformed her leadership—and her team.
Take Action
Are you leading based on how YOU want to be led, or how YOUR TEAM needs to be led?
Take the DISC assessment today and learn how to engage and motivate your team effectively! 🚀
Looking forward to helping you step into your full leadership potential.
Best regards,
Checree Bryant
CEO Actuate Consulting
