Personality styles: Tailoring your communication
Personality styles: Tailoring your communication
5 minutes
Change is inevitable in any workplace, but how you communicate the message can make all the difference. One size doesn’t fit all, especially when it comes to conversations with others. This is why you need to take into consideration the type of personality each team member has and their preferred communication style.
To do this, using the DISC personality framework becomes useful. The DISC model is based on the work of psychologist William Moulton Marston, who introduced the theory in his 1928 book “Emotions of Normal People.” Marston was interested in understanding how people’s emotions and behaviors were influenced by their environment, and he identified four primary traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each type has its own way of processing information and reacting to change. Thinking about how you communicate, and how others communicate, can help you get your message across more authentically and effectively.
Tailoring your approach to fit the personality of your audience can improve clarity, foster trust, and even boost morale during times of change. Let’s break down how you can adapt your communication style for each DISC personality type.
People with a Dominant personality type are direct, results-oriented, and often very competitive. They’re the ones who cut straight to the chase and aren’t afraid to make tough decisions.
When you’re dealing with people with this personality, keep in mind that they’re all about the bottom line. They appreciate efficiency and expect the same from others. If you need to discuss a change with them, focus on the outcomes and be prepared to back up your points with facts.
For example, if you’re introducing a new process or strategy to a Dominant personality, you might say something like, “Implementing this new system will cut our project timelines by 20% and reduce costs by 15%. ” This approach speaks directly to their need for results and efficiency.
D types might not show a lot of vulnerability, but they can still feel stressed if they think something will slow them down. To keep them engaged, give them a sense of control over how the change is implemented and be as straightforward as possible.
According to the Extended DISC 2017 Validation Study, only 9% of respondents have the D-style personality, but this small group often holds significant influence because they are often the ones driving initiatives forward. Understanding how to communicate effectively with them can be key to successful change management.
Influence types are the social butterflies of the workplace. They’re enthusiastic, persuasive, and love to be in the middle of the action. They thrive on interaction and often bring a lot of energy to the table.
If you think you are communicating with an I type, it’s important to keep the conversation positive. Remember, ‘I’ types are big-picture thinkers who may not focus on details, so it’s important to highlight the vision and end goals of a project to keep them engaged. By doing so, you’ll tap into their innate ability to influence and drive momentum within the team.
These types of people are generally optimistic, but they can be sensitive to feeling excluded or undervalued. Make sure you acknowledge their contributions when delivering your message.
S types are the steady, dependable ones who keep the wheels turning in any team. They’re cooperative, patient, and incredibly loyal. S types are motivated by security and consistency, so sudden changes or disruptions can be unsettling for them.
If you need to discuss a change with them, it’s crucial to provide plenty of reassurance and support. They’ll appreciate knowing how the change will affect them and what steps are being taken to ensure a smooth transition. For example, you might say, “We’re implementing this new system gradually, and there will be training sessions to help everyone get up to speed. Your role will be essential in ensuring everything goes smoothly.”
S types are less likely to voice concerns openly, so it’s important to create an environment where they feel comfortable sharing their thoughts and worries. By being patient and supportive, you can help them adjust to changes without feeling overwhelmed.
Conscientiousness types are the detail-oriented and like to dig into the facts and data. They’re systematic and like to have a plan.
When communicating with a C type, make sure you have all your ducks in a row. They’ll want detailed information about any changes. Address potential risks and outline how the plan for the team—they’ll appreciate your thoroughness.
C types can become anxious if they feel unprepared or if they sense that things are being rushed. Give them time to digest the information and ask questions. Their need for detail means they’ll likely have a lot of them, so be patient and provide the clarity they need.
Effective communication isn’t just about what you say—it’s about how you say it, especially when dealing with different personalities in a team. Understanding their unique traits can help you tailor your approach to meet their needs. By recognising and respecting the diversity in personalities, you can navigate conversations more smoothly and help your team thrive, no matter what challenges come your way.
