I was first exposed to DISC in 2016 and remember taking some basic training and thinking it wasn’t really helpful. My husband did an assessment as well, and we came back as the same style …

No one likes conflict, or do they?

While many people are conflict adverse, some people actually do enjoy it. I’ve heard people tell me:

Do you ever feel like you are fighting against yourself; like you are trying to adapt to a system or process that just isn’t working?

I love sharing stories of how DISC has helped people communicate better. Sometimes, we naturally adapt our communication to help the message land better, but DISC gives you a framework for how to do it consciously.

I have spent years working on and with volunteer boards which are the epitome of a high-turnover team. Faced with annual elections which result in new directors, boards face a unique challenge of creating a cohesive team quickly, knowing they face a yearly cycle of change.

Have you ever felt like you were speaking a different language than someone else? You understand the words, but don’t get what they are saying? Or maybe, their actions and how they act seems foreign to you?

“Nobody puts Baby in the corner.” Patrick Swayze/Dirty Dancing. That quote always makes me smile, and it make me think about what most people might do with their DISC report after their initial training: put it in a drawer. DISC doesn’t belong in a drawer.

Why does it matter if my team is strong? I have lots of high achieving people on my team.

Does this sound familiar? Ever heard anyone say that?

Have you ever been on a great team? One where you had each others’ backs and you got each other. You may have rocked a project and probably had a great time doing it?

Last week, I was setting up my Facebook Live and the tech wouldn’t work. I kept trying to click through the options and it kept stalling and I was stuck. I skipped one week and in that time Facebook changed the interface. I didn’t know if I was doing something wrong, or if the issues were on their end, but I just felt the anxiety and stress creep up as 8:30 am came and then passed

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.

S-styles are strong, stable and supportive. They represent about 1/3 of the Canadian population and their strong sense of team and stable nature contribute to cohesive teams.

I-styles are influential, interesting, and inspiring. They represent just over 1/3 of the Canadian population and their enthusiasm and energy plan an important role on our teams. They are focused on people and emotions and can drive our C or D styles crazy.

D-styles are dominant, direct and decisive. While they represent less than 10% of the Canadian population, they play an essential role on our teams. D-styles often get a bad rap as they are focused on results and their directness can be taken as anger or frustration.

Has anyone’s style just grated on your nerves, but you didn’t know why? Perhaps someone sent you a long email and you just want them to get to the point. Maybe you are worried a colleague is mad at you because they were loud and assertive in the meeting you just left.