DiSC® training is most impactful when it’s engaging, practical, and easy to relate to. While the insights are powerful on their own, how you deliver them can make the difference between a forgettable session and a truly transformative experience.

By bringing energy, interaction, and relevance into your sessions, you help participants not only understand DiSC—but also remember it and use it long after the training ends.

Here are five proven ways to make your DiSC training not just insightful—but also enjoyable and sticky.

1. Gamify the Learning

Games boost energy and retention. Try:

• “Guess the Style”: Have participants identify the DiSC styles of well-known leaders, characters, or even each other.
• DiSC Card Games: Use any of our three card games to build engagement and teach the concepts.

These activities get people thinking in a fun, low-pressure way.

2. Make It Interactive

No one remembers a passive PowerPoint. Instead:

• Use live polls and tools like PollEverywhere, Mentimeter or Kahoot for quick quizzes
• Run small group discussions where people explore their own styles in real workplace scenarios
• Try role-playing exercises to act out how styles behave in meetings or conflict situations

DiSC is all about people—and people learn best through connection.

3. Use Real-Life Stories

Bring the learning home with stories. Share:

• Workplace scenarios where different DiSC styles either clashed or complemented each other
• Participant experiences to highlight how style awareness helped them shift their approach

This helps people see DiSC in action—not just as theory.

4. Get People Moving

Movement stimulates energy and engagement:

• Use the classic “DiSC Corners” activity, where each corner of the room represents one DiSC style. Let participants discuss their strengths, frustrations, and tips with others who share their style.
• Divide participants into groups for the DiSC Card Games or other activities. Switch up the teams if you’re running multiple exercises.

A bit of movement also breaks up long stretches of sitting and listening.

5. Make It Personal

Reflection turns insight into action. Encourage:

• Each participant to write down one concrete action they’ll take based on their DiSC profile (you can use the Taking Action page from the DiSC profile)
• Cross-style pairs to give feedback to each other on how to better work together (you can use the Comparison report for that)

When people apply what they learn right away, it sticks.

DiSC is about self-awareness and connection—and when your training feels energizing and relevant, people are more likely to remember and use what they’ve learned.

So next time you facilitate, add a little fun, a little movement, and a lot of interaction. Your learners (and their future teammates) will thank you.

Personality assessments like Everything DiSC® offer valuable insights into individual behaviors and team dynamics. However, it’s not uncommon for participants to feel apprehensive about taking such assessments. Concerns may stem from past experiences, privacy issues, or skepticism about the assessment’s validity or how the results will be used. As facilitators, it’s crucial to address these anxieties to ensure a productive and positive experience for all involved.

Understanding the Roots of Assessment Anxiety

Learners may have various concerns, including:​

• Fear of Judgment: Worrying that their results might label them negatively.

• Privacy Concerns: Uncertainty about how their data will be used or who will have access.

• Skepticism: Doubts about the scientific validity or relevance of the assessment.

• Job Security: Fears that results could impact their employment status or opportunities.

Strategies to Alleviate Concerns

1. Share Clear Information

Begin by explaining the purpose and benefits of the DiSC assessment. Emphasize that:

• Non-Judgmental: DiSC profiles describe behavioral tendencies, not abilities or worth.

• Privacy Protected: Results are confidential and used solely for developmental purposes.

• Scientifically Backed: The assessment is grounded in research and validated for accuracy.

• No Employment Impact: Assure participants that results won’t affect job status or evaluations.​

2. Provide Sample Profiles

Offering a sample profile can demystify the process. Seeing the format and type of information provided helps set expectations and reduces uncertainty.​

3. Share Personal Experiences

Discussing your own DiSC profile and how it has aided your professional development can build trust. It humanizes the process and shows the practical value of the assessment.​

4. Prepare Participants for the Process

Before sending out the assessment link, outline what the assessment entails, how long it takes, and how the results will be used. Transparency fosters a sense of control and reduces anxiety. For example, you can use this sample template text along with the assessment link (please customize it according to your needs and situation):​

Hi!

Here is your personal link to complete the DiSC assessment. The questionnaire takes approximately 15–20 minutes to complete. As you respond, think about the behaviors that feel most natural and typical for you across different situations.

Please remember that DiSC is not a test—there are no right or wrong answers, and it does not measure intelligence or predict success. Your results are based on your own perception of yourself, not someone else’s.

Once you’ve completed the assessment, you’ll gain immediate access to your personalized results on the Catalyst learning platform. There, you’ll find valuable insights to help you better understand yourself and other DiSC styles and learn how to use this knowledge to enhance communication—both personally and professionally.

We look forward to seeing you at the DiSC workshop!

(Your Name)

5. Follow Up Post-Assessment

After the assessment, check in with participants to address any lingering questions or concerns. This reinforces support and underscores the developmental intent of the process.

Addressing participant anxiety proactively ensures a more effective and meaningful DiSC assessment experience. By fostering an environment of transparency, support, and trust, facilitators can help individuals embrace the insights offered and apply them towards personal and professional growth.

Objectivity is a critical skill in today’s fast-paced, feedback-rich workplace. But staying objective isn’t always easy—especially when emotions, urgency, or personal bias sneak into decision-making. One of the most practical ways to become more self-aware and objective is by understanding your natural behavior style through the DiSC® framework.

Each DiSC style—D, i, S, and C—has strengths that support objectivity, as well as blind spots that may cloud it. The key is recognizing where we naturally lean and where we may need to course-correct.

🟥 D Style: The Driven Decision-Maker
What helps: D-style individuals are often naturally objective when it comes to focusing on results. They’re quick to cut through emotion and zero in on what needs to be done.

What to watch for: The desire to act fast can sometimes lead to overlooking key information or skipping input from others. For greater objectivity, D-styles benefit from pausing to consider alternative viewpoints—even when under pressure.

Tip: Ask yourself, “What am I missing?” or “Whose perspective haven’t I heard yet?”

🟧 i Style: The Enthusiastic Collaborator
What helps: i-styles are excellent at reading the room and staying people-focused, which can add empathy to decisions.

What to watch for: Their optimism and personal relationships can occasionally cloud their judgment, leading to overly positive assumptions or people-pleasing.

Tip: When making decisions, balance emotional input with facts. Ask, “What data supports this?” or “Am I being fair to all parties, not just the loudest voices?”

🟩 S Style: The Steady Supporter
What helps: S-styles are patient and naturally inclined to consider others’ needs—great for objective listening.

What to watch for: Their aversion to conflict can lead them to avoid tough truths or defer to others, even if it means compromising the facts.

Tip: Practice assertiveness in expressing your own perspective. Ask, “What do I really think about this?” or “Am I being too accommodating at the expense of clarity?”

🟦 C Style: The Cautious Analyst
What helps: C-styles thrive on data, accuracy, and thorough analysis—foundations of objective thinking.

What to watch for: Their desire for perfection or over-analysis can cause delays or make them overly critical.

Tip: Keep objectivity balanced with action. Ask, “Is this level of detail necessary?” or “Am I seeking flaws more than solutions?”

Objectivity is a Skill—Not a Trait

Being objective doesn’t mean being cold or disconnected—it means separating facts from feelings when it counts most. By using the DiSC lens, individuals and teams can build greater awareness of their biases and adapt in real time.

Start by asking: How does my style shape what I notice, react to, or prioritize?

Because the better we understand ourselves, the more objective—and effective—we can be.

AI is rapidly reshaping how we work, learn, and collaborate. Whether it’s automating tasks, providing real-time insights, or supporting decision-making, artificial intelligence is no longer a distant innovation—it’s here and part of our everyday professional lives.

But while the technology itself is neutral, how we engage with AI often depends on our personal styles and preferences. That’s where the DiSC® model offers powerful insight. By understanding your DiSC style, you can better navigate your relationship with AI—and help others do the same.

D-style: Direct and Results-Oriented

How they relate to AI:
D-styles tend to be early adopters, especially when they see that a tool enhances efficiency or helps them get ahead. They want clear ROI and rapid results from any tech.

AI Tips for D-types:

• Focus on tools that streamline decision-making or automate routine tasks

• Avoid diving in too fast—check for long-term risks or limitations

• Encourage collaboration by showing how AI benefits the whole team, not just the results

i-style: Enthusiastic and People-Focused

How they relate to AI:
i-styles often enjoy exploring new technologies but may get distracted or lose interest if the tool feels too impersonal or data-heavy.

AI Tips for i-types:

• Use AI tools that boost creative output (e.g., content generation, brainstorming aids)

• Pair AI with collaborative environments like chat tools or social platforms

• Watch out for over-enthusiasm—make sure there’s a strategy behind adoption

S-style: Steady and Supportive

How they relate to AI:
S-styles might be cautious adopters. They value stability and consistency, and new technologies can feel disruptive at first.

AI Tips for S-types:

• Introduce AI gradually with clear guidance and support

• Emphasize how AI can reduce stress by handling repetitive tasks

• Create safe spaces for learning and encourage questions without pressure

C-style: Analytical and Precise

How they relate to AI:
C-styles are generally skeptical but curious. They want to understand the logic and accuracy behind the technology before fully embracing it.

AI Tips for C-types:

• Provide in-depth documentation, research, and evidence-based results

• Focus on how AI can improve data analysis, reporting, and quality control

• Be mindful of perfectionism—sometimes “good enough” is good enough

DiSC and AI: It’s About Adaptation, Not Replacement

AI is a tool—nothing more, nothing less. But how we adopt, adapt, and leverage that tool is deeply human. DiSC offers a way to personalize the journey. Whether you’re leading a team through digital transformation or exploring tools for yourself, understanding style-based reactions can help remove friction and build momentum.

Here’s a simple rule of thumb:

D wants speed, i wants inspiration, S wants stability, and C wants accuracy.

When we honor those needs, we make room for everyone to grow—alongside the machines.

Final Thought

AI isn’t replacing human connection—it’s reshaping it. With DiSC as our guide, we can make that transformation intentional, inclusive, and a little more human.

When it comes to teamwork, relationships, or even friendships, we often ask: “Who gets along with whom?” The answer isn’t always simple—but DiSC® gives us a helpful framework to better understand the dynamics of compatibility.

At its core, the DiSC model measures two key dimensions of human behavior:

Fast-paced and outspoken (D and i) vs. Cautious and reflective (S and C)

Questioning and skeptical (D and C) vs. Accepting and warm (i and S)

These dimensions form the foundation of how we communicate, make decisions, and relate to others. And when these natural preferences clash, misunderstandings—or powerful synergies—can emerge.

Opposites Don’t Always Attract, But They Can Complement

Take, for instance, the classic “opposites” in DiSC:

• D and S styles

• i and C styles

These styles often see the world through very different lenses. The fast-acting D might feel the S is too slow to decide. The detail-focused C might think the i is too impulsive or emotionally driven.

However, when understood and appreciated, these differences can also create balance. A D-style leader may learn patience from an S-style partner, while a C-style thinker can benefit from the energy and optimism of an i-style collaborator.

Similar Styles Can Clash Too

Interestingly, even people with the same DiSC style can struggle. Two D-styles might clash over control. Two i-styles might compete for the spotlight. That’s because similar tendencies can amplify both strengths and blind spots.

One powerful tool to reflect on this is the Everything DiSC Comparison Report, which often highlights potential friction areas. For example, two skeptical individuals may challenge each other’s ideas without fully listening—leading to tension, even if their intentions are aligned.

Work vs. Free-Time Compatibility

The chart below, drawn from DiSC insights, reveals how people may relate differently in work settings versus free-time situations.

In professional settings, certain pairs like D and C may get along better due to shared task-orientation, even if they struggle in relaxed, social situations. In contrast, i and S types often enjoy natural harmony in their work lives, thanks to their shared warmth and people focus.

This reminds us that context matters—compatibility isn’t fixed; it’s situational and relational.

So, What Makes Relationships Work?

There’s no “perfect match” in DiSC. Strong relationships are not built on shared letters but on shared effort—understanding, communication, and flexibility. The most compatible partners, teammates, or friends are those who:

• Speak openly about their needs and preferences

• Are curious about how others experience the world

• Adapt their behavior to support mutual understanding

As the DiSC model suggests, simple differences can make big differences. But with awareness, those differences don’t have to divide us—they can bring us closer together.

Ready to Explore Your Compatibility?

Whether you’re leading a team, navigating a relationship, or just want to understand yourself and others better, DiSC offers practical, actionable insights.

Want to try a comparison with a colleague or partner? Let us know—we can guide you through it.

Want to learn even more? Join our next DiSC® Certification course.

The Everything DiSC behavioral profile is a widely used tool for understanding individual behaviors and preferences in various contexts, from personal development to workplace dynamics.

However, misconceptions and misapplications of DiSC are prevalent.

Below, we summarize the ten most common mistakes organizations and individuals make when using DiSC and how to address them.

1. Believing DiSC Is a Complete Personality Profile

While DiSC is often marketed as a personality assessment, it is, in fact, a behavioral tool. It measures tendencies in behavior but doesn’t encompass broader aspects of personality like values, beliefs, or emotional intelligence.

DiSC should be complemented with other assessments to fully understand an individual.

2. Assuming All DiSC Tools Are the Same

Different DISC providers vary in methodology, terminology, and accuracy. Not all tools are created equal. Reliable DISC assessments are backed by extensive research and include additional frameworks for understanding human performance, such as motivation and emotional intelligence.

When working with us, you can be sure that we represent the original and globally leading Everything DiSC (a Wiley brand) solutions, so you can rely on the validity and reliability of the tools.

3. Using DiSC to Predict Job Success

DiSC doesn’t determine whether someone will succeed in a specific role. It highlights behavioral tendencies, but job performance is influenced by many other factors, including skills, experience, and values.

Proper benchmarking and objective measures are needed to align individuals with job requirements.

4. Overgeneralizing Based on Behavioral Style

It’s a mistake to assume that individuals with similar DiSC profiles will perform identically.

For example, while “high i” styles may excel in people-focused roles, success also depends on factors like emotional intelligence and situational adaptability.

5. Questioning the Accuracy of Assessments

Not all DISC assessments are created equal. High-quality tools, like our Everything DiSC, are rigorously validated through research, providing reliable and actionable insights. Choosing a credible provider ensures the tool’s accuracy and value.

6. Believing Results Can Be Manipulated

While individuals might attempt to game the system, Everything DiSC assessments, along with its adaptive testing system, are designed to detect inconsistencies.

Validated tools minimize manipulation, ensuring the results reflect genuine behavioral tendencies.

7. Assuming Assessments Are Time-Consuming

Contrary to popular belief, DiSC assessments can be completed in as little as 10-15 minutes. Despite their brevity, they provide deep and personalized insights, proving that effective tools don’t need to be lengthy.

8. Fearing Assessments Are Discriminatory

DiSC assessments focus solely on behaviors and thought patterns, excluding demographic factors like race or gender. This makes them an equitable tool for development and decision-making in diverse workplaces. Everything DiSC is the leading behavioral assessment tool in very different cultures, like the USA, Scandinavia, and Japan.

9. Assuming Results Are Static

While core behavioral traits remain relatively stable, major life events—such as career changes or personal milestones—can influence DiSC results. It’s essential to periodically revisit assessments to reflect any significant changes.

10. Perceiving Assessments as Too Expensive

Investing in DiSC assessments is cost-effective when compared to the expenses of ineffective team development or low engagement.

The insights gained often lead to improved team dynamics and higher overall productivity.

Final Thoughts

DiSC is a powerful tool when used correctly. Avoiding these common pitfalls ensures you leverage DiSC to its fullest potential, enhancing communication, team dynamics, and organizational success.

By understanding its purpose and limitations, DiSC can become an invaluable part of your development strategy.

Choosing the right tool for personal and organizational development is critical to building effective teams, enhancing communication, and driving meaningful change. Everything DiSC® stands out as a highly versatile, scientifically-backed, and widely trusted solution. Here are 10 compelling reasons why Everything DiSC might just be the perfect fit for your needs:

1. Accurate, Insight-Rich Reports Tailored to Your Challenges
Everything DiSC provides detailed, actionable reports designed to address real organizational challenges. These reports help organizations tackle diverse needs, including:

• Driving cultural and behavioral change
• Building high-performing teams
• Enhancing relationships and communication
• Developing management and leadership skills
• Increasing employee engagement
• Improving recruitment and onboarding processes
• Supporting conflict resolution and turning it into productive discussions
• Coaching and mentoring individuals effectively
• Elevating customer service and sales performance
• Facilitating successful appraisals and development plans
• Strengthening Emotional Intelligence (EQ)

Whether you’re developing emerging leaders or improving customer service, Everything DiSC adapts to meet your goals.

2. Scientifically Validated and Reliable
Everything DiSC is built on a foundation of rigorous research, making it a robust and scientifically proven tool. Using adaptive testing (AT), global norming, and real-world testing, Everything DiSC ensures accuracy and reliability, giving you the confidence to trust its results.

3. Trusted by Organizations Worldwide
Everything DiSC is being used by countless organizations across the globe. Its proven track record in diverse industries and markets demonstrates its ability to deliver measurable value and positive outcomes. It has a 97% satisfaction rating and 52 NPS score.

4. Simple Yet Insightful
Everything DiSC profiles are crafted to deliver deep insights into an individual’s preferences and tendencies using clear and straightforward language. While the model is easy to understand, it’s far from simplistic—it provides meaningful, memorable insights that inspire awareness and growth.

5. Practical and Actionable
Every DiSC profile includes actionable strategies that participants can immediately apply to improve their interactions and performance. These strategies empower individuals and teams to achieve tangible results in the workplace.

6. Beyond the Training Room
With the Everything DiSC Catalyst™ platform, learning doesn’t stop at the workshop or at getting the report. Catalyst helps participants incorporate DiSC principles into their daily interactions, improving collaboration and connection with colleagues on an ongoing basis.

7. Comprehensive Facilitator Resources
Everything DiSC offers fully-scripted facilitation kits that include training content, videos, and interactive activities. These resources can be customized to meet the specific needs of your participants, making workshops engaging, effective, and relevant.

8. Ongoing Support for Long-Term Success
With follow-up resources and dedicated one-to-one support by Authorized DiSC Partner IPB Partners, you can ensure that the learning sticks and continues to drive value in the long term.

9. Cost-Effective and Flexible
Everything DiSC delivers exceptional value without the burden of ongoing licensing fees. Flexible training options make the tools accessible to organizations of all sizes, ensuring you can integrate them into your development initiatives without breaking your budget.

10. Life-Changing Impact
Many users report that Everything DiSC has had a profound impact on their lives—both professionally and personally. By fostering self-awareness, improving interpersonal relationships, and boosting team dynamics, DiSC helps individuals and organizations unlock their full potential.

Transform Your Organization with Everything DiSC

Everything DiSC isn’t just a tool—it’s a pathway to building a stronger, more cohesive, and more productive organization. From fostering collaboration to driving leadership excellence, DiSC provides the insights and strategies you need to achieve your goals.

Ready to take the first step? Read more about our Everything DiSC Certification program and join our certified network!

To the average observer, one could conclude that the world of work is becoming less connected. Between hybrid and remote work environments and the rise of AI alone, it would be easy to assume that at the very least we are moving away from a state of connection. As fewer interactions are happening face-to-face and an increasing number of people have chatbots managing the logistics of their lives, it wouldn’t be outlandish to surmise that the emphasis we once put on feeling connection, even friendship, with the people we work with would be decreasing.

Wiley Workplace Intelligence was curious: In the rapidly changing, increasingly technological world of work, are people feeling connected to their coworkers? Do people strive for connection and what does it mean to them and their mental health? And, finally, what impact does their level of connectedness have on retention?

We surveyed 2008 people, from individual contributors to executive leadership, to understand more about connection in the digital age, and our findings provide interesting insight into the impacts of human connection at work.

People Feel Connected Despite Digital Divide

Our first major insight was that people do feel a sense of connection at work with 78% of respondents saying that they feel connected with their coworkers. This suggests that, despite the rise of technology, human connection remains a vital aspect of the workplace experience. While technology facilitates communication and collaboration, it cannot fully replace the interpersonal relationships and sense of camaraderie that develop through human interactions.

In addition to the significant percentage of respondents who say they feel connected with their coworkers, 69% of those surveyed said that not only do they feel connected, but they also enjoy making connections with their colleagues.

Despite relying on digital tools for communication and collaboration, people still value and prioritize personal connection. Not only is connection imperative to achieving organizational results through the transformative power of teamwork, but there are also social benefits such as sharing experiences, supporting one another, and celebrating achievements. The social element of connection fosters a sense of belonging and that transcends technological barriers, even for teams that are working hybrid or remotely.

Moreover, effective teams need to build a foundation of trust, empathy, and understanding, which are best cultivated through interpersonal interactions even if experienced via technology. While technology enables remote work and virtual collaboration, it’s the human element that ultimately strengthens bonds and enhances teamwork.

Friendships at Work Impact Retention

As we have established, connection is an important part of teamwork and productivity, but what about the impact of having friendships at work? Beyond the transactional pleasantries that go into a workday, building true friendships in the workplace can influence everything from well-being and mental health to retention.

59% of our survey respondents said that not having friends at work was a factor in deciding to stay at a company. The benefits of building friendships at work are numerous – increased support for one. When you have meaningful connections, you have a greater support network to cope with the inevitable stressors of our work lives.

Connection in the Workplace Improves Mental Health

It is also important to note the impact that friendships at work can have on one’s mental health. True friendships in the workplace contribute to improved mental health as they can act as support networks during challenging times, provide a sense of belonging, and alleviate stress through shared experiences and understanding. We have all worked on that one project that turned out to be way harder than we thought it would be – how nice is it to process the experience with a friend over lunch or a quick phone call?

Additionally, having friends at work can increase job satisfaction, as positive social interactions contribute to good organizational cultures and enhance overall workplace enjoyment.

Foster Connection in Your Organization

It can be difficult to know where to start improving connection at work, especially in hybrid or remote environments. In the “old” days, it was easy to order a few pizzas and gather everyone in a conference room for some ice-breakers, but how does that translate to the digital age?

While that kind of “forced socialization” can be a groan-inducing part of work life, depending on how it is executed, half of our respondents reported that they actually want to learn more about their coworkers by doing a team-building activity.

While the traditional pizza-in-the-conference-room scenario may look different now, there are still ways to nurture connection, and the foundation of real friendships, in the workplace by investing in team-building activities that build trust.

For example, team volunteering events or group lunches are a great way to connect during business hours, but that only works if you are in the same location. For remote teams who may need to invest more intentional time and effort to build rapport, facilitated learning experiences like Everything DiSC^® and The Five Behaviors^® provide meaningful opportunities for coworkers to learn more about themselves and others – building trust, commitment, and cohesion in the process.

Taking the time to nurture the bonds that are created through common experience will always be a good return on investment. Whether it is making time for team chats or personal stories during virtual meetings, offsite lunches, or facilitated learning experiences, fostering connection at work will pay dividends in improved mental health, retention, and, ultimately, the bottom line.

This blog content belongs to Everything DiSC, a Wiley brand.

Artificial intelligence (AI) is becoming increasingly inevitable. Whether it’s that omnipresent chatbot everyone talks about, automated note-taking in video calls, or utilizing the skills of an AI virtual assistant for administrative tasks, for many, AI is becoming a more, dare we say, natural part of daily life.

But what happens if you want to remember that one seemingly unimportant thing your coworker said (and the bot missed) that sparked an idea, or you need to have a sensitive conversation with a colleague about a recent project? In this increasingly technological world, are chatbots replacing the personal touch of soft skills in the workplace? And how do we feel about that?

With the increasing ubiquity of AI, Wiley Workplace Intelligence sought to understand if, and how, people are using AI to communicate in their daily lives. Since its inception, copious uses for AI assistance have emerged, and we were curious if individuals are leveraging these technological shortcuts to make communication a bit easier.

AI Not Replacing Humans When It Comes to Soft Skills

Wiley surveyed 2,014 people, and the results were nearly unanimous: the evolution of AI will never replace the art of communication.

80% of our survey respondents shared that soft skills are more important than ever with the evolution of AI. While AI can be downright helpful in some areas, those surveyed sent a message loud and clear that a bot cannot replace the intuitive nature of human connection.

A bot doesn’t know that your colleague has been caring for an ailing family member and may need some extra grace around the workplace, or that your boss is doing the job of three people, or that your direct report is learning a new skill in addition to their normal workload.

Taking time to get to know and truly understand the people you work with goes a long way in creating meaningful connections and productive workplaces. The individuality that we all bring to our jobs is what makes strong teams and good cultures.

Skill Building for the Future of Work

Looking to the future of work in an increasingly technological world, our survey respondents reported that communication and leadership are the top-ranked skills needed in the workplace, followed by adaptability, which speaks to the need to evolve in our ever-changing environment.

Communication and leadership stand out as skills that no bot can replace. Genuinely effective communication can make the difference between whether your organization thrives or struggles to survive in the new normal. Clarity of vision, problem-solving, helping your teams navigate conflict, adaptability, and creating positive cultures are all skills that need a human element to truly be successful.

Conflict Best Managed Face-to-Face

Our research found that even the trickier elements of our work lives, like conflict management, are not being replaced by AI. How easy would it be to have a chatbot draft a quick email about a sticky situation at work? Quite easy. And yet, 84% of people shared that they are navigating these challenging workplace scenarios face-to-face which prioritizes people and effects true change that can ultimately have a positive impact on workplace culture.

After all, humans are complex and reactions to difficult situations can be, well, human. And taking the time to connect, communicate, and work through conflict at a personal level can make all the difference.

All of this said, strategically leveraging AI to automate parts of your job (administrative tasks, for example) can be beneficial, efficient, and create space for the elements of work, and life, which thrive with genuine human connection.

Soft skills may come easier to some than others. Utilizing personality assessments and facilitated learning experiences can help you build these skills in your organization. With solutions like Everything DiSC^® and The Five Behaviors^®, you can get to know yourself and others, build skills that no bot can ever replace, and create organizations that harness the power of our modern times while keeping the humanity that makes us special. And I think we can all agree that humanity is something that we need a little more of.

This blog content belongs to Everything DiSC, a Wiley brand.

Keeping the principles of DiSC® active and relevant in an organization can be challenging, but it’s crucial for fostering a culture of communication and understanding. Here are some strategies to ensure that DiSC remains a vibrant and integral part of your workplace.

1. Regular Refreshers

Encourage teams to regularly revisit DiSC concepts. Short, frequent discussions about DiSC can help keep the principles fresh in everyone’s mind.

2. Integrating DiSC with Existing Processes

Incorporate DiSC into your existing business practices. For instance, during meetings or team-building activities, remind participants of their DiSC styles and how these can influence group dynamics.

3. Leadership Endorsement

Have your leaders set an example by consistently applying DiSC in their management approach and decision-making processes. Leadership’s commitment to DiSC can inspire the entire organization to follow suit.

4. New Employee Orientation

Introduce DiSC early by incorporating it into onboarding programs for new hires. This can help new employees understand the communication styles of their colleagues from the start.

5. DiSC® Profiles Display

Encourage employees to display their DiSC style somewhere visible, like on their desk, office door or any social platform. This acts as a constant reminder of the diverse communication styles within the team.

6. Apply DiSC in Conflict Resolution

Utilize DiSC to navigate and resolve conflicts by understanding the different motivations and fears of the conflicting parties.

7. DiSC Champions

Designate DiSC champions within your organization who are passionate about the framework and can promote its use in various departments. Consider sending at least one member of a team to the DiSC® Certification program to get further expertise and increase the value your organization gets from DiSC.

8. Tailored Communication

Use DiSC to tailor communication strategies within your team, ensuring messages resonate with the diverse styles of the group.

9. Performance Reviews

Incorporate DiSC into performance reviews to discuss how an employee’s style has influenced their performance, both positively and negatively.

10. Continuous Learning

Keep the learning alive by providing ongoing training and development opportunities related to DiSC. Check some tips on how to continue the journey with DiSC.

By implementing these strategies, you can maintain the relevance and effectiveness of DiSC® in your organization, fostering a more harmonious and productive workplace and getting a better return on investment from the DiSC profiles.