The DISC Model: A Leadership Tool for Self-Awareness and Team Success

In my years of coaching, I’ve worked with leaders who strive to develop high-performing teams that are both engaged and productive. One of the most powerful tools I use to help them achieve this is the DISC model of human behaviour. DISC provides leaders with deep insights into both their own behavioural tendencies and those of the people they lead, unlocking greater self-awareness and more effective team dynamics.

Understanding DISC: Leadership Through Self-Awareness

The DISC model identifies four core styles or preferences —Dominance (D), Influence (I), Steadiness (S), and Compliance (C)—each with its own approach to leadership. Some leaders are naturally more assertive (D), while others are more reflective and process-oriented (C). Some leaders inspire through enthusiasm (I), and others excel through patience and support (S).

Through coaching, I help leaders identify their dominant DISC style and understand how it influences their leadership approach. I worked with a leader who had an ‘S’ preference, a style known for its empathy and consistency. One of the most common breakthroughs I see with clients is the newfound ability to understand how their DISC preference shapes their leadership. For instance, I coached a leader with an ‘S’ (Steadiness) preference, who had long been told she was "too kind" to be an effective leader. After discovering the traits of the ‘S’ preference—such as compassion, patience, and supportive, collaborative leadership—she realised that she didn’t need to change her style. Instead, she embraced it, leading authentically and confidently in a way that worked for her and her team. This was a game changer for her, proving that you don’t necessarily need to change your core behaviour to be a great leader—you just need to understand it.

Adapting Leadership for Team Success

The true power of DISC lies not only in understanding your own style but also in recognising and valuing the styles of others. Leaders I work with are often amazed at how quickly their team dynamics shift when they start adapting their communication and management styles to fit the preferences of their team members. A leader with a more analytical, ‘C’ style, for instance, may need to adjust their approach when working with an outgoing, ‘I’ style team member who thrives on interaction and quick feedback.

There’s no one-size-fits-all approach to leadership, and no particular DISC style is more suited to leading than another. What matters is how effectively leaders can navigate and balance the different styles within their team. By understanding the motivational drivers, communication styles, and fears associated with each DISC style, leaders can create an environment where team members feel valued and understood.

Creating High-Performance Teams with DISC

The DISC model is a roadmap for leaders who want to build high-performing teams. By understanding the unique strengths and preferences of their team members, leaders can drive greater collaboration, reduce friction, and improve overall performance. In my coaching practice, I guide leaders to use DISC as a way to tap into each team member’s potential, allowing them to lead with greater confidence and authenticity.

Leadership is not about having one right approach—it’s about learning to adapt your approach to get the best out of the people you lead. And with DISC, leaders have a powerful tool to do just that.

Want to find out more about how DISC can support your leadership or the dynamic of the people you lead?  Get in touch with me [email protected]