Failure is part of progress. But how people fail, and how they recover, differs a lot from one person to the next.
In revisiting timeless insights to kick off our blog series, we were reminded of Bill Taylor’s perspective in Fast Company on how smart businesses actually fail better. He referenced Samuel Beckett’s famous line: “Ever tried. Ever failed. No matter. Try again. Fail again. Fail better.”
It’s a powerful reminder: if we don’t give ourselves room to fail, we also rob ourselves of the chance to grow. But people experience failure very differently, and the way they react is influenced by something deeper than the situation alone.
That’s where DiSC® comes in. This behavioural framework gives us valuable insight into how different personality styles respond to setbacks, and how leaders can support each of them in a way that builds resilience rather than resistance.
D style: failure feels like a loss of control
People with a Dominance (D) style are driven by results and action. They aim high, move fast, and push boundaries. So when things go off course, failure can feel like a threat to their autonomy or even their competence. It’s uncomfortable, and often interpreted as a personal exposure.
How to support D style:
Be direct. Offer a brief, objective overview of what went wrong and move quickly to discuss next steps. D styles appreciate when others focus on solutions and let them lead the charge to bounce back.
i style: failure feels personal
The Influence (i) style thrives on enthusiasm, visibility, and connection. When failure hits, they may internalize it, fearing it reflects poorly on how others see them. Group failure? Still personal.
How to support i style:
Acknowledge their emotions, stay optimistic, and focus on collaboration. Help them see the setback as a shared challenge, not a personal one, and invite their creative thinking in finding new ways forward.
S style: failure disrupts harmony
Supportive and steady, the Steadiness (S) style values team cohesion and stability. They may not chase high-risk goals like a D or i, but when failure happens, they often blame themselves, wondering how they let the team down or disrupted harmony.
How to support S style:
Be patient and show empathy. Clarify that the failure is not theirs alone, involve them in creating a realistic recovery plan, and reassure them of their essential role. Their thoughtful, relationship-centreed mindset will help the team rebuild stronger.
C style: failure challenges logic
People with the Conscientiousness (C) style rely on accuracy, analysis, and careful planning. If they were hesitant about a risky decision from the beginning, failure might feel like proof that they were right to be skeptical.
How to support C style:
Give them time and space to process. Avoid emotional appeals or blame. Stick to data and logic when exploring next steps. Their attention to detail and critical thinking will be key assets as the team reflects and refines its approach.
Failing well starts with leading well
Innovation needs a healthy relationship with failure, but that doesn’t mean we treat failure as one-size-fits-all. Understanding how different people experience setbacks is crucial for creating a culture where learning, growth, and resilience are possible.
That’s why leaders and managers need more than just permission to fail, they need tools to guide people through failure, in a way that builds confidence and strengthens relationships.
DiSC® provides just that: a simple, science-backed model that helps us see where others are coming from, especially in tough moments. If you want a stronger, more adaptable team, it is a good place to start.
Want to learn how DiSC can support your change journey? Let’s talk.
Or check out our DiSC training solutions here.
Leading a team through setbacks or change? DiSC helps you support each person the way they need.
