Dissolving Disputes with DiSC

Dissolving Disputes with DiSC

Conflict has been a staple of our history as humans and can be caused by many things in life—disagreements, poor communication, personal opinion, misunderstandings, different approaches, and so forth. 

Life would get pretty dull if we were all the same, so there will be conflict as long as individuals have differing perspectives. 

It can arise in any situation, through your personal or professional life, and it knows no boundaries.

According to a SHRM Survey, in the workplace, some of the most common causes of conflict include:

  • Personality differences
  • Workplace behaviors
  • Unmet needs
  • Perceived inequities of resources
  • Confusion of roles
  • Mismanagement of change or transitions
  • Poor communication or misunderstandings
  • Differing work methods

The underlying issues that cause conflict are differences. While differences are healthy and support strong teams and organizations by taking on multiple perspectives, differences create friction and cause conflict when a specific attribute is not addressed: Understanding.

In 1928, William Moulton Marston, a physiological psychologist, first introduced us to the concept of personality and behavioral expression. He theorized that people could be put into four primary categories based on their perception of themself in relationship to their environment. We now know this as Everything DiSC®, and the four categories have since been defined as Dominance, Influence, Steadiness, and Conscientiousness.

What does DiSC have to do with conflict in the workplace?

Everything. It’s a vital tool for self-awareness of our tendencies and behaviors that allows us to interact effectively and address conflict productively with others. 

A common misconception of DiSC is that it puts someone in this “box” based on their personality. The true purpose of DiSC is to understand where we primarily fall and learn about where others land to communicate better and work together instead of causing friction.

We are all wired differently, and while we have primary tendencies, what I love about DiSC is that it also pulls out information when someone may shift or stretch their style based on situations or circumstances. So it’s not to say that if you’re an I style, you can’t also have S tendencies, but without a base knowledge and understanding, you’ll likely find it difficult to understand how others perceive you and your work style. 

DiSC removes what you believe may be personal bias and replaces it with a tool that helps you understand who you are and, more importantly, how you work. It gives a starting point of where you naturally land to adjust from.

Why DiSC for Conflict Resolution?

How we respond makes a big difference in how we communicate with others, and in the workplace, how we respond can either be effective or cause friction, i.e., conflict. 

Let’s take a look at an example of how DiSC can support a difficult conversation:

A typical D style will be “in it to win it” and will do their best to assure they are being heard. They will push to make sure they are involved. 

Let’s say this D style is having a difficult conversation with an S style. An S style typically shies away from confrontation. They will likely retreat and not speak up or speak their truth in this situation, resulting in continued frustrations and unresolved conflict.

When we know how we respond and communicate through a tool like DiSC and apply it, we can better stretch and be aware of how we’re responding and how others are to ensure a healthier outcome and resolution. 

If you know you’re a D style going into a difficult conversation with an S style, you can be aware and make adjustments to allow the S style to feel comfortable to share their perspective and feel heard as well. 

It’s not changing who you are (or who they are), but rather appreciating and understanding the different approaches and stretching where needed to have the difficult conversation and move forward together.

Why Everything DiSC?

I’ve used many tools and resources similar to DiSC in my career, but DiSC truly is the leader in this space and why I chose to become a trusted partner to facilitate DiSC assessments and training. 

Here are a few more reasons why I choose DiSC:

  1. Simple, easy-to-understand language
  2. Removes bias
  3. Gives a starting point to build relationships from
  4. Based on 40 years of proven, research-based expertise 
  5. Applies to all individuals, teams, and organizations

“Knowing others is intelligence. Knowing yourself is true wisdom. Mastering others is strength. Mastering yourself is true power.” – Lao Tzu.

If you are finding destructive conflict, tension, or hindered progress in your organization, it’s time to look at proven resources. A DiSC assessment along with training and 1:1 support gets your business back on track with a deeper understanding of your employees and builds better relationships that create more business success.

If you’re ready to enhance you or your team’s emotional intelligence and support your bottom line, connect with me today for a free 15-minute diagnosis and to discuss how Everything DiSC can support you.

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Sources

 

https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingworkplaceconflict.aspx

 

https://www.everythingdisc.com/EverythingDiSC/media/SiteFiles/Assets/History/Everything-DiSC-resources-historyofdisc-timeline.pdf