Effective communication and collaboration are essential for personal and professional success. The DISC personality assessment is a powerful tool that can aid us in understanding and interacting with others. The DISC model categorizes individuals into four personality styles: Dominance, Influence, Steadiness, and Conscientiousness.

Learning to adapt to others based on their DISC style can foster stronger relationships, improve teamwork, and enhance overall communication. In this blog, we’ve broken down how to communicate with each personality style. We’ve provided key takeaways for each.


Dominance – High “D” Style

Dominance Styles are very time-sensitive, so never waste their time. Be organized and prepared to work quickly. Get to the point and give them bottom-line information and options, with probabilities of success, if relevant. Give them written details to read at their leisure.

Dominance Styles are goal-oriented, so appeal to their sense of accomplishment. Stroke their egos by recognizing their ideas and subtly reassure them of their power and prestige. Let Dominance Styles call the shots. If you disagree, argue with facts rather than feelings. When in groups, they are not the type who will take a back seat to others – allow them to have their say. With Dominance Styles, in general, be efficient and competent.

3 Key Takeaways:

  • Be direct, concise, and focused in your communication.
  • Highlight the benefits and outcomes of your ideas or proposals.
  • Allow them to take the lead and make decisions.


Influence – High “I” Style

Influence Styles thrive on personal recognition, so pour it on when there is a reason. Support their ideas, goals, opinions, and dreams. Try not to argue with their lofty and grand visions, instead get excited about them. Influence Styles are social butterflies, so be ready to flutter around with them. A strong presence, stimulating and entertaining conversation, jokes, and liveliness will win them over. They are people-oriented, so give them time to socialize. Avoid rushing into tasks. Influence Styles are less reliable than others, so get all details and commitments in writing. Be clear and direct in your expectations of them. Give them incentives for performance, when possible, and check on them periodically to ensure they are on track. With Influence Styles, in general, be interested in them and build connections first.

3 Key Takeaways:

  • Engage in friendly and open conversations.
  • Show genuine interest in their ideas and stories.
  • Provide positive feedback and recognition for their contributions.


Steadiness – High “S” Style

The Steadiness Style wants warm and fuzzy, deep and meaningful relationships. You may have to earn their trust before they will let you in. Support their feelings and show interest in every facet of their lives. Take things slow; they are relationship-oriented but slow-paced. You should talk in terms of feelings, not facts, which is the opposite of the strategy with D and C styles.

Steadiness Styles don’t want to ruffle feathers, so assure them that everyone around them will approve of their actions or decisions. Give them time to solicit the opinions of others; patience is key for the S style. Never back them into a corner – they will shut down and disconnect completely or come out swinging, depending on their stress level. It is far more effective to apply warmth to get this chicken out of its egg than to crack the shell with a hammer.

With Steadiness Styles, in general, be non-threatening and sincere by focusing on the deeper relationship and what is important to them and those they care for and work with regularly.

3 Key Takeaways:

  • Approach them with a friendly and warm demeanor.
  • Give them time to process information and express their thoughts.
  • Offer a supportive and collaborative environment.


Conscientiousness – High “C” Style

Conscientiousness Styles are time-disciplined, so be sensitive to their time. They need details, so give them data. They are task-oriented, so don’t expect to become their friend before doing business or working with them.

That may develop later, but – unlike Influence Styles – it is not a prerequisite for Conscientiousness Styles. Business is business. Support Conscientiousness Styles in their organized, thoughtful approach to problems and tasks. Be systematic, logical, well-prepared, and exact with them. Give them time to make decisions and work on their own. In workgroups, do not expect them to be leaders or outspoken contributors, but rely on them to conduct research, crunch numbers, and develop methods for the group.

Conscientiousness Styles like to be complimented on their brain-power, so recognize their contributions with the appropriate terms (efficiency, etc.). If appropriate, set guidelines and exact due dates for Conscientiousness Styles. Allow them to talk in detail, as they are prone to do.

With Conscientiousness Styles, in general, be thorough, well-prepared, detail-oriented, business-like, and patient.

3 Key Takeaways:

  • Present well-organized and structured information.
  • Offer data and evidence to support your arguments.
  • Give them time to analyze and provide thoughtful responses.


Adapting to others based on their DISC personality style is a skill that can significantly enhance your ability to communicate effectively, build stronger relationships, and collaborate successfully. By understanding and respecting the unique traits and preferences of each style, you’ll be better equipped to connect, influence, and work harmoniously with a diverse range of individuals. Remember, practicing adaptability is an ongoing journey that yields rewards in both personal and professional spheres.

If you are interested in hearing more about how the DISC Assessment is used to increase the productivity of you and your team learn more HERE.

At Write a New Story, we offer individual leadership coaching sessions as well as package programs. When you commit to going deeper to work on your personal development goals, you can accelerate your plan of growth from where you are now to where you want to be. 

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