C-styles are analytical, systematic, and thorough. They represent just under ¼ of the Canadian population and their focus on details means they tend to produce high-quality work. They are focused on analyzing tasks and things and ask tons of questions. They want all the details before they can make a decision, which can frustrate D and I styles. At times, others may feel like they are slowing down the process and that they are losing sight of the bigger picture.

C-styles are resistant to change and need to know exactly what is going to happen and how it is going to happen. They do not want to move ahead without a clear and detailed plan. C-styles are fantastic at coming up with contingency plans and predicting what might go wrong. They are planners extraordinaire.

Others may get frustrated with C-styles and feel that they are slowing down a project. Their barrage of questions can be seen as criticism, even though, often it is not. They have a strong need to fully understand everything.

It is important to give C-styles factual answers. They do not care about opinions; they will form their own based on facts and analysis. They prefer written communication, so follow up conversations and verbal instructions with something in writing. They need to see the detailed steps in a project; not the high-level overview.

Some famous C-styles include Al Gore, Bill Gates, Sherlock Holmes, Richard Nixon, Monica of “Friends”, Spock of “Star Trek”, Hermione of “Harry Potter” and Sheldon of “The Big Bang Theory.”

C-style is the Task and Reserved quadrant.

Task means they are focused on process and procedures. They talk about things and tasks (rather than people) and at times do not show a lot of emotion.

Reserved means a present and past focus and will often talk about how things are now and how they were. They tend to remain calm and speak quietly and can be hesitant to maintain eye contact.

Because of their task focus, they can seem cold and uncaring, especially to the more people-focused I and S styles. Their quiet reserved style can make them appear disengaged to the active D and I styles.  

Does any of this speak to you? Are you reading and saying, “Yes!!”? Do you wonder how you can communicate better with others? Completing a DISC assessment can confirm your natural style (often we are actually a mix of a couple styles) and give you a ton of other useful information such as your motivators, situations that reduce your motivation, how you react under pressure and how others may see you. Additionally, the report will give you specific suggestions for communicating with each of the 4 styles (based on your specific style or combination of styles). There is a variety of different reports available including individual, team and pair reports and once you buy the assessment, there is no additional charge for different reports.

Understanding the DISC profiles of team members can help you better communicate with others, and also to identify team strengths and blind spots.

Whether you are curious about your style and want more insight, or you feel that DISC may be a useful tool for building a strong team, let’s talk and see how we can use DISC to improve understanding and communication for you or your team!

Interested in a quick overview video of about C-Style? Check out this ONE.

This is the final chapter on the 4 styles series. Which one seems closest to you?

Are you interested in completing an assessment? I have some exciting news. I am going to open up some webinars and assessments so individuals can participate too!

Like these blogs, but sometimes miss them? Subscribe to my newsletter so you get notified about new posts, and also, receive leadership tips, DISC insights and subscriber exclusives!

Want to know more about the different styles? Check out my DISC page with links to blogs about each style.