The DISC Model: A Practical Guide to Understanding Your Team’s Behaviour

Most workplaces run into communication hiccups sooner or later, and as your team grows, the more likely you are to experience it.

It's not because people aren’t capable or willing, but because they naturally communicate in different ways and process information differently. And when those differences aren’t understood, conversations can miss the mark, barriers start to appear, and things can feel harder than they need to be.

That’s where understanding the DISC Model becomes a game-changer.

If you’ve ever wondered why some team members prefer quick decisions while others want detail… or why one person loves bouncing around ideas while another wants a plan before they speak… the DISC Model helps make sense of all of it.

And once you understand it, the way your team works together can shift instantly.

What is the DISC Model?

DISC is a behavioural framework that helps people understand themselves and each other. It explains how individuals prefer to communicate, approach decision-making, respond to pressure, and contribute to a team.

DISC simply identifies four broad behaviour tendencies:

• D (Dominant): Focused on results, action, and getting things done.

• I (Influential): Energetic, social, and people-oriented.

• S (Steady): Supportive, reliable, and team-focused.

• C (Conscientious): Detail-driven, careful, and analytical.

Most people are a blend of these styles, with one or two tending to show up more strongly.

What makes DISC so useful for small businesses is how easy it is to understand and apply. There’s no complex theory or heavy psychology, it's just a practical tool you can start using straight away.

Common Signs to Help You Identify Each Style

You don’t need to be an expert to start spotting DISC patterns. Most people show clues through how they speak, how they behave under pressure, and how they approach work.

Here’s what to watch for:

Dominance (D) – The Driver

How they tend to show up: They’re fast-paced, confident, and often the first to speak. They prefer direct answers, quick decisions, and action.

Common signs:

• Speaks in short, to-the-point sentences

• Gets impatient with delays or excessive discussion

• Takes charge naturally

• Focuses on results over details

• Likes autonomy

How they react under pressure: More forceful, more direct, and sometimes more abrupt.

Influence (I) – The Communicator

How they tend to show up: They’re enthusiastic, social, and thrive on connection. They bring energy into a room and enjoy collaboration.

Common signs:

• Talks with ease and gestures often

• Likes brainstorming and group conversations

• Gets motivated by praise and interaction

• Enjoys spontaneity and new ideas

• Can become distracted if tasks feel repetitive

How they react under pressure: More emotional, more expressive, and may become disorganised.

Steadiness (S) – The Supporter

How they tend to show up: They are calm, consistent, loyal, and prefer a predictable environment. They value stability and strong relationships.

Common signs:

• Speaks gently and listens carefully

• Prefers one-on-one or small group conversations

• Needs time to adjust to change

• Avoids conflict and seeks harmony

• Patient and reliable

How they react under pressure: Withdraws, becomes quieter, and may avoid confrontation.

Conscientiousness (C) – The Analyst

How they tend to show up: They are detail-focused, thoughtful, and thorough. They need information, structure, and clear processes.

Common signs:

• Asks detailed or technical questions

• Wants clarity before acting

• Dislikes mistakes or rushed decisions

• Works best with structure and accuracy

• Can appear reserved or cautious

How they react under pressure: Becomes overly detailed, critical, or hesitant.

Why DISC Matters for Your Business

In small teams, every interaction counts. Communication gaps don’t have many places to hide, and misunderstandings can create unnecessary tension or slow down decision-making.

DISC gives you a clearer view of what each person brings to the table.

• For example, someone with a strong D style might come across as blunt when they’re simply being efficient.

• A team member with an I preference may bring great energy and creativity, but they might also need structure to stay on track.

• S profiles often keep the team grounded and consistent, but sudden change can throw them off if they’re not supported through it.

• And C types excel in accuracy and problem-solving, but they can be misunderstood as overly cautious when they’re simply ensuring quality.

Once you see these differences for what they are - normal, predictable, and valuable - it becomes easier to lead and easier to work together.

How DISC Improves Communication and Culture

When businesses use DISC effectively, they often notice significant improvements because the model provides a shared language for behaviour.

Team members start to recognise their own tendencies and see how these differ from others’. Instead of interpreting behaviour as “difficult” or “unhelpful,” they begin to understand the reasons behind it.

Over time, this awareness reduces friction.

Conversations become clearer because people learn to adjust their communication to suit the person they’re speaking to.

Leaders deliver feedback in a way that actually lands.

Meetings become more balanced and productive because everyone’s style is acknowledged and supported.

And conflict becomes easier to navigate because team members understand what the other person might be reacting to.

Using DISC in Everyday Business Situations

The value of DISC isn’t in the assessment alone, it’s in how you use the insights in your day to day.

• During recruitment, it helps you think about the style the role requires. A sales role may need someone comfortable initiating conversations, while a detail-heavy finance role may suit someone with a strong C preference.

• In performance conversations, DISC can guide the tone, structure, and level of detail you use, making the conversation more effective and less uncomfortable for both sides.

• When delegating, DISC helps you tailor the approach. Some people want the big picture and freedom to run; others want specifics and checkpoints so they feel confident they're on the right track.

• During meetings, it can help you bring out quieter voices and channel more dominant ones so everyone contributes instead of only a few.

• In conflict situations, DISC gives you a framework to understand what each person needs to feel heard, respected, and calm.

• DISC can help you spot blind spots in your own leadership style. For example, if you’re naturally a high “D”, you may move too quickly for more cautious team members. If you’re a high “S”, you may avoid necessary but uncomfortable conversations. Recognising this allows you to adjust to suit each situation.

  
  

Small adjustments like these can completely transform how your team communicates.

Why DISC is Worth the Investment

Many small business owners assume behavioural tools are only for large companies. The reality is that small teams can benefit even more, because communication habits have a more noticeable impact, directly affecting performance, customer service, workflows, and culture.

DISC is one of the simplest and most cost-effective ways to improve how your team works together. You don’t need an elaborate program or months of training. Often, one workshop or session provides enough insight to raise your teams awareness and start making a difference.

Better communication reduces misunderstandings, increases trust, and builds a more enjoyable workplace. And when people feel seen, supported, and understood, morale lifts, and productivity does too.

We Can Bring DISC Training Into Your Workplace

If you've been thinking "We just don’t click as a team", then a closer look at DISC could be just what your business needs.

We provide practical, down-to-earth DISC training tailored specifically for small businesses.

If you’d like to explore how DISC can strengthen communication, reduce friction, and help your team work together more effectively, get in touch.

See what we can do for you, and the HR Support Options available to your business. Let’s make managing HR the least of your worries. 

Get in Touch

Need help? Contact us today - sandra@hrconsultingtas.com.au or 0408 408 225  

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