Managing Conflict with Different Styles

Everything DiSC is a tool to improve self-awareness around conflict behaviours. It isn’t about conflict resolution; rather, it’s designed to help you curb destructive behaviours so that conflict can become more productive, improving your workplace results and relationships. 

Learning about other people’s DiSC styles can help you understand their conflict behaviours and how they may differ from your own. You can have productive conflict by using DiSC to more effectively engage with others. 

By understanding others styles, you can manage your own behaviours better, thus creating a healthy, more productive conflict space.

Your goal, when exchanging ideas, debating, or going into the danger zone of feedback is to have the conversational intelligence to make the exchange positive.

When in conflict with a Dominant style:

Be realistic and understand that they might be wary of excessive optimism or blue-sky thinking

Understand that their blunt approach is not personal

Give them space to talk, don't interrupt and take turns

Don't withdraw, instead hold your own space, and show confidence, never aggression.

Summarise what has been agreed in short language, agreeing who is doing what, by when.

When in conflict with an Influence style:

If emotions escalate, suggest time out

Allow free discussion but bring it back to the core topic

If blame and deflection enter the conflict, steer the conversation back to the facts

Acknowledge their feelings in a positive way, "I can see you are passionate about this", "How are you feeling?"

Remain calm, composed, and don't mirror their energy

Know that you may need to come back to the conversation to confirm outcomes and check in on them, as they are likely to carry emotions into future interactions unless closure is found.

When in conflict with a Steady style:

Encourage them to share their thoughts and ideas, actively giving them space to respond and pause

Be clear on the outcome of the discussion so they feel safe and know that you seek a conclusion and co-create a solution

Be honest, clear, and kind.

Be tactful and non-aggressive.

Be clear on agreed steps forward and what has been agreed

Ask how they are feeling at the end and acknowledge them.

When in conflict with a Conscientious style:

Be clear about the issues and the outcome you seek

Understand that they may be uncomfortable with emotions and ambiguity

Give them space to think, fact find and revisit if necessary

Ask them for solutions and focus on cause and effect of the problem so they can understand the connections

Ensure that they are onboard with the outcome and be clear on what the next steps are