The DiSC communication
model provides a useful framework that categorizes the key inbound communication
styles into four main types: dominant, influencer, steady, or conscientious.
How to communicate with Dominant people
Dominant people love
efficient, big-picture conversations. Project managers, directors, CEOs, in
fact, anyone in charge of a team or at the top of the career ladder are usually
dominants. They’re action-focused, excitable, ambitious, and respond well to a
challenge. Do
Be as direct as
possible when speaking to them. Get straight to the point, and stay on-topic.
Prepare before you speak
to them. They like to have a plan of action, so expect to answer questions on
the spot.
Don’t
Take offense when they
respond with blunt answers or seem a little impatient. It’s not personal; they
just want to take action as quickly as possible, and they like to be direct.
Waste their time by
making promises you can’t fulfill.
Bother with niceties,
such as weekend plans, lavish compliments, or profuse apologies. If they had a
motto, it’d be “Less talk; more action.”
How to
communicate with Influencers
Influencers (also
known as socializers and initiators) love working with other people. They’re
the chatty ones in your office. You can count on them to make immediate friends
with the new starter, show guests around, and share their hot take on the latest
trends. They work well in short bursts, are easily trusting, and emotionally
honest. But a word of warning: they often lack focus and commitment, so they’re
better off working on shorter projects. Do
Be friendly, playful,
and let your sense of humor shine. They respond well to casual conversations.
Support conversations
with a written follow-up. They can be a little forgetful, so having written
notes to refer back to keeps them focused and grounded.
Give them the freedom
to express their emotions and creativity.
Recruit them to shape
the culture of your team.
Be prepared to give
them a gentle nudge if they get off track.
Don’t
Take their optimism as
fact. They often overestimate their own abilities and those of the people
around them which can, if not monitored, lead to disappointment later on.
Be overly serious,
curt, or stifling in conversation.
Expect them to focus
on smaller details.
How to
communicate with Conscientious people
Conscientious people (also known as
‘analyzers’) tend to be slow and steady. They are detail-oriented and highly
competent. Sure, they’re not the chattiest people, but they can always be
counted on for precision and accuracy. Do
Give lots of detail
up-front, and support in-person conversations with notes for them to refer back
to. Conscientious workers get frustrated by a lack of clarity or direction, so
be as thorough or organized as you possibly can.
Give them clear goals
and direction, so they can be left to get on with the job independently.
They’re usually pretty introverted, and would rather plug in their headphones
and knuckle down than float around the office asking questions or engaging in
lengthy brainstorming sessions.
Give them the
opportunity to learn new skills, or show off their own.
Don’t
Rush them. They will triple-check
every scrap of information before making a decision, and nothing you do or say
will make them abandon their commitment to accuracy.
Package feedback as
criticism, which could leave them feeling very demotivated.
Engage in personal
chit-chat prior to every work-based discussion. This doesn’t mean you should
never do this, it just means you should pay attention to their cues to see if
they’re interested in a longer conversation. If they’re responding with
monosyllabic answers, then nip it in the bud and move onto business.
Take their quieter
demeanor as a lack of enthusiasm. They’re enthusiastic on the inside; they just
don’t want to waste too much time expressing this when they could be working.
Interrupt them in person
with questions. Focus is a prized state of mind for these hard workers.
Instead, try sending an email, or drop them a quick note via your team’s chat
app. They’ll really appreciate it.
How to
communicate with Steady types
Steady people (also known as ‘harmonizers’)
are calm, loyal, and kind. They work well with other people and are
particularly good in roles that require a high degree of support and empathy.
They’re quick to adapt to other people, and prefer to blend in than shake
things up. Do
Expect them to ask
follow-up questions and ask for more details.
Be relaxed and
approachable. Encourage them by praising recent work they’ve done, and feel
free to chat with them about their weekend before getting down to business.
Practice active
listening, and encourage them to open up by responding to their statements with
relevant questions.
Don’t
Rush them. Like
contentious types, they like direction and being focused, and are naturally
risk-averse.
Assume they support
your idea just because they haven’t voiced opposition. Instead, try to ask them
explicitly, preferably in a one-on-one setup so they can think about how best
to express their answer without the pressure of immediacy thrust upon them.
Final thoughts
Working with different
types of people is something we all have to do. But rather than avoid the
challenge, wouldn’t it be nicer if we all saw this difference as an
opportunity, rather than a hurdle? Sure, it’s great working with people you
click with immediately, but there’s also a real sense of reward to be found in
successfully communicating with someone you wouldn’t naturally gel with. Be a
social chameleon: flex around your teammates’ communication styles and watch
the conversations (and productivity) flourish.
