The reason behind the growing popularity of the DiSC model is owing to the fact that it offers a common language that can be used by people to not only understand themselves, but it also helps people to adapt their behaviors with others around. In other words, adopting the DiSC model helps you to work seamlessly not only within a team, but also working in a leadership position, sales relationship, and such other relationships a tad easier. DiSC profiles facilitate you and your team to understand what motivates you, how you can respond to conflict based on the different behavioural styles, and how you can resolve the same effectively.
It is next to impossible to have a workplace sans any conflict. While conflict may be caused by various factors, the prime reason behind every conflict is that each individual has a personality of his or her own and that is what clashes with others. Conflict in itself is not the real issue; the real issue is faced when you do not have strategies for conflict resolution. Unresolved conflicts often lead to escalations and unmanageable situations. This article discusses conflict management tips for the different DiSC personality types as well as some generic tips for conflict resolution.
Conflict Management for Different DiSC Styles
Let’s take a look at the communication styles, behavioural patterns, motivating factors, and fears of each DiSC personality style, so that you gain an understanding of how to deal with them during conflict resolution.
|Personality Type||The leader or the boss||The Visionary||The Ally or the Partner||The Critic|
|Focus||Work centric||People centric||People centric||Work centric|
|Behavioural Style Displayed||Strong-willed, direct, sets lots of goals, speaks to the point, good at making decisions, sometimes aggressive, seeks results and loves punctuality.||Acts fast, talks fast, loves taking risks, highly competitive, and can influence others with their high verbal skills.||Passive in nature and reacts in a slow manner to change, flexible when it comes to timing, cares about people around, is quite helpful, and can get the work done.
|Analytical in nature, quite well organized, very inquisitive, acts slowly, likes taking calculated risks, follows rules, creative and cooperative in nature.
|Likes||Authority and power||Independence or freedom and recognition||Stability and adapt with time||Accuracy and detail oriented|
|Tips on How to Handle them During Conflicts||
Generic Tips for Conflict Resolution
If you keep yourself calm, and use your common sense aptly, you will realise that resolving conflicts is not rocket science and neither is it unachievable. Here are a few generic tips for resolving conflicts.
1. Whenever there is a conflict situation, the best and the simplest thing that you can do is to listen, and then affirm what is being said. Many a times when we are not doing the talking, the problem is we are not listening either with the intention to understand. The key is to have the right communication skills in place and to have an awareness of your own attitudes. As per DiSC, you need to listen attentively to what is being said, affirm your understanding, and then go ahead to formulate a response. This will ensure your willingness to hear both sides of an argument.
2. You need to understand that conflict is natural. Whenever you approach a conflict with negative thoughts about yourself and the other person, the chances of resolving the conflict becomes less. While it is natural to disagree when in a conflict, the disagreement needs to focus around issues pertaining to work issues and decisions and not deviate from the topic.
3. When in a conflict, the most challenging part is to remain calm, especially when the other person is annoyed and angry. So having the ability to remain calm is an amazing soft skill that everyone should strive to develop.
4. Know your style of conflict resolution. Every manager or leader should compulsorily be trained on conflict resolution. It is during such training, that they will be able to figure out on their own what is their individual style of conflict resolution, their strengths, as well as their weaknesses. While it is quite crucial to be aware of one’s own style, it is equally important to understand other people’s styles, so that you can adapt your manner of communication to derive a positive outcome. DiSC profile helps you do just that effectively.
5. Avoid solving problems! Whenever our help is solicited to resolve a conflict between two parties, the first thing that comes to our mind is how to solve the problem that exists between them. You need to understand that you are not there to solve the problem, but to resolve the conflict. If you tell them what to do and how to do, the issue which cause the conflict may get resolved, but the parties involved in the conflict will still be in a state of conflict. Hence, your role is to intervene and ensure that positivity is restored amongst the parties.
It is even more significant to avoid taking sides. If your employees have completed a DiSC workplace profile, then in that case DiSC comparison reports can be utilized as awesome follow up tools which you can use with each individual to reduce their conflict. These reports help to compare the DiSC style of one individual with that of the other individual. It displays both of their styles on the DiSC Relationship Map and explains their similarities as well as differences. Each individual receives their own report with customized questions to help them start a dialogue as to how they can adapt their styles to work together in a much more effective manner.