We have a history of passive aggressive behavior on our leadership team that stalls our weekly progress. How do we use our DiSC behavioral profiles to resolve personal friction in real time between our quarterly sessions?

Question

Tyler Smith · Accepted Answer

We use the DiSC assessment framework to establish a common language that depersonalizes conflict. During our sessions, we map out your team's behavioral profiles across the four main reference points: Dominance, Influence, Steadiness, and Conscientiousness. This mapping helps your team understand why they communicate and react to stress in different ways. For example, a high Dominance leader might push for quick decisions, which can overwhelm a high Steadiness leader who prefers collaboration and deliberate planning. When friction occurs between your quarterly sessions, we expect you to reference these profiles to adjust your communication. Instead of assuming a colleague is being difficult, you use the DiSC framework to understand their natural behavioral tendencies. This allows you to adapt your approach to match their style, leading to more productive and less emotional conversations. This self awareness is critical during your weekly Level 10 Meeting™ when you are identifying, discussing, and solving hard issues. By using DiSC insights, your team can move from personal attacks to objective problem solving. We help you build a culture where healthy conflict is welcomed as a tool for progress, allowing you to solve issues quickly and keep your business on track for a clean exit.