DISC for Team Building: How to Build Stronger Teams with Personality Insights

DISC for team building is a powerful approach to understanding individual communication styles to help leaders construct stronger, more cohesive teams. A collaboration's success or failure depends on your comprehension of your team's personality characteristics. This article explores how employing DISC evaluations can help your team attain its full potential, improve communication, and foster a more peaceful and effective workplace.

What is DISC and Why is it Relevant for Teams?

It is crucial to understand the principles of any good team-building program, and DISC for team building offers a powerful framework for developing relationships and increasing cooperation. DISC is a behavioral assessment tool, identifies four primary behavioral styles that individuals exhibit:

• Dominance (D): People with a strong “D” style are direct, decisive, and goal-driven. They typically have a combative attitude and thrive in stressful situations.
• Influence (I): People with a strong “I” style are usually outgoing, optimistic, and people-oriented. They enjoy working together and value relationships.
• Steadiness (S): People with a high “S” style are calm, understanding, and helpful. They value loyalty and sincerity and place a premium on stability.
• Conscientiousness (C): Individuals with a strong “C” style are analytical, careful, and precise. They strive for excellence and prioritize structure.

Each style represents an individual's preferred ways of communication, decision-making, and problem-solving, all of which have an immediate effect on how well they work in a group setting. 

Organizations can go beyond standard collaboration techniques by implementing DISC for team building. Teams can use DISC insights to learn about each member’s communication preferences, motivators, and skills rather than adopting a one-size-fits-all strategy. This comprehension fosters empathy and more productive teamwork in addition to lowering conflict.

When team members and leaders recognize and value these distinctions, they may better allocate roles, solve problems faster, and actively develop trust. As a result, DISC is more than just a personality test; it is an essential tool for building strong, resilient, and productive teams.

To learn more about what each letter signifies, refer to What Do The Letters in DiSC Stand For? 

Benefits of Implementing DISC in Team Building Strategy

Finding and integrating the best DISC for team building has several advantages, including the ability to significantly improve your team's dynamics and effectiveness. DISC provides a common framework for understanding individual behavioral types, which leads to many significant benefits that promote a more harmonious and effective team environment. 

1. Enhanced Communication

Identifying distinct communication styles allows team members to make their communication more receptive and intelligible. Consider the distinction between a “D” directness and an “I” more relational approach. This leads to stronger professional relationships built on mutual respect and an awareness of varied communication styles, as well as more transparent exchanges and less friction. 

2. Improved Conflict Resolution

Conflicts are caused by differing perspectives and communication approaches. By providing an objective framework for understanding these distinctions, DISC enables team members to address disagreements more sympathetically. It encourages people to focus on finding solutions that benefit both parties rather than launching personal assaults. Understanding the underlying behavioral elements can help reduce tensions and produce more favorable outcomes.

3. Better Role Alignment

DISC assessment also facilitates a better understanding of individual contributions and potential for team development by highlighting individual strengths and opportunities for improvement. When one is aware of the various skills associated with each DISC style, it becomes easier to allocate jobs more strategically and identify chances for professional progress. This fosters a culture in which everyone feels respected for their unique skills and contributions.

4. Stronger Collaboration and Trust

DISC for team building creates a common language, allowing members to interact more effectively when they understand how their different working styles can complement one another. Understanding who is naturally proactive, good at gaining consensus, ensures thoroughness, and brings energy to the table allows for more balanced task delegation. Furthermore, trust is built when people are aware of each other's working practices.

DISC for Team Building Activities and Examples

Incorporating practical exercises tailored to different personality types, group sizes, and developmental goals improves the effectiveness of using DISC for team building. There are many free DISC team building activities available that require little to no setup but offer strong insight. These exercises promote collaboration, self-awareness, and trust by incorporating DISC findings into authentic team contexts. 

For a creative breakdown of how DISC types show up in unique settings, check out this fun look at the Symbiote family.

Style-Specific Activities for Small Teams

This is a great DISC for team building example that shows how personality styles can enhance problem-solving and group dynamics. These DiSC activities for small groups not only play to each style’s strengths but also help others understand and appreciate different work preferences. 

• Activity for Type D (Dominant): Leadership Challenge: Assign high-stakes leadership tasks to D-type individuals, including launching a product or fixing a pressing issue. They prefer to be in charge and thrive in fast-paced, competitive environments.
• Activity for Type I (Influence) - Creative Pitch: Give team members an assignment that asks them to develop an entertaining concept (for example, a health program or a team mascot). I-types prefer being persuasive, outgoing, and expressive. This exercise encourages creativity and open conversation.
• Activity for Type S (Steadiness) - Trust Circle: Organize a thoughtful activity in which participants discuss their preferred modes of operating and how others may help them. S-styles emphasize stability and harmony, which promotes emotional safety within the group.
• Activity for Type C (Conscientiousness) - Problem-Solving Workshop: Give C-types a comprehensive situation to evaluate and propose solutions to, such as improving a workflow or quality process. They thrive on logic, precision, and order.

Engaging Activities for Larger Teams 

It can be challenging to arrange team-building exercises for larger groups, especially when trying to include different personality types. These DISC activities for large groups promote cooperation, break down organizational silos, and cultivate a respect for different working styles.

Cross-Personality Team Projects:

Objective: Foster collaboration across different DISC styles by leveraging individual strengths, build stronger teamwork, and appreciation for each other’s natural contributions.

How It Works: 

• Form mixed-style teams: Create project teams that include individuals with a mix of D, I, S, and C personality profiles.
• Assign a group challenge: Give these diverse teams objectives that need input and collaboration, such as designing a marketing campaign, planning an event, or solving a strategic issue.
• Foster teamwork: Allow each personality type to contribute their specific strengths (for example, D-types make decisions, I-types pitch ideas, S-types manage harmony, and C-types handle details)

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Empathy-Building Role-play Exercises 

Objective: Encourage empathy and deeper understanding of different communication styles, improving communication across personality types.

How It Works: 

• Assign DISC roles: Have each participant adopt a different DISC personality type, not their own.
• Create realistic scenarios: Use situations like giving/receiving feedback, solving a team conflict, pitching an idea to leadership
• Act it out: Each participant role-plays the situation based on their assigned DISC style, not their real one (Example: A typically dominant “D” might have to role-play a calm, accommodating “S”).
• Debrief together: After the activity, discuss the learning about different DISC types, as well as their associated challenges and benefits

Explore More: DISC Leadership Styles - 12 types, pros & cons and coaching insights

Large-Scale DISC Games: 

Objective: Create engaging activities that reinforce DISC learning and promote interdepartmental connection.

How to implement:

• Organize interactive games: For example, DISC Bingo requires players to find colleagues who match certain traits, or Personality Treasure Hunt, where clues lead to people representing each DISC type
  Encourage networking: Helps participant practice identifying personality styles in real time, and learn how to approach different styles more effectively

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Activities for Specific Team Development Goals

You can also use DISC for team building to achieve specific objectives such as leadership development, problem solving, and trust-building.

For Collaboration Improvement Goal:

Idea For You: “DISC Style Project Planning”

How it Works:

• Divide into DISC Groups: The team is split into separate groups, with each group composed of individuals sharing a similar DISC style.
• Assign Project Planning: Each DISC-style group receives the same project planning task.
• Examine Contributions: After the planning phase, each group presents its approach and the resulting plan.
• Discuss Strengths and Overlaps: The team then analyzes and discusses the unique contributions of each DISC style to the planning process, highlighting the advantages of each style's natural tendencies.

For Problem-Solving Enhance Goal:

Idea For You: “DISC Design Sprint” 

How it Works:

• Form Mixed-Style Groups: Teams are created with a diverse mix of D, I, S, and C personality profiles.
• Present Business Challenge: Each mixed-style group is given a specific business problem to solve.
• Allocate Roles Based on DISC: To foster balance and leverage individual strengths, specific roles within the problem-solving process are assigned based on typical DISC characteristics.

For Strengthening Leadership: 

Idea for you: “Style Swap”

How it Works:

• Leaders Role-Play: Leaders participate in an exercise where they are asked to role-play interactions and decision-making scenarios as if they possess a DISC style different from their own.
• Focus on Different Behaviors: For example, a leader with a strong "D" style might role-play a situation, adopting the more patient and supportive behaviors of an "S" style.
• Reflection and Discussion: After the role-play, leaders reflect on the experience, discussing the challenges and insights gained from adopting a different behavioral style.

For Conflict Resolution: 

Idea For You: “DISC Style Conflict Navigation”

How it Works:

• Present Conflict Scenarios: Team members are presented with various hypothetical conflict situations that might arise in a workplace.
• Analyze DISC Approaches: Participants analyze how individuals with different DISC styles (D, I, S, C) might typically approach and attempt to resolve each conflict scenario.
• Develop Resolution Ideas: Through understanding these diverse approaches, the team brainstorms and develops strategies for resolving conflicts by considering different personality styles and finding common ground.

For Better Communication:

Idea For You: “DISC Communication Style Mapping”

How it Works:

• Individual Style Identification: Team members first identify and understand their DISC communication style.
• Style Mapping and Sharing: Individuals then map out and share the communication preferences and potential communication challenges associated with each of the four DISC styles.
• Scenario Analysis: The team analyzes various communication scenarios (e.g., giving feedback, running a meeting, sending emails) and discusses how each DISC style might interpret and respond to the same communication.
• Adaptation Strategies: The team develops practical strategies for adapting their communication styles to better connect with and understand colleagues with different DISC profiles.

How to Implement DISC for Team Building Strategy

To unlock the full potential of DISC for team building, it's essential to move beyond theory and integrate it into your team's day-to-day experience. Having a long-term impact on team chemistry and collaboration is more crucial than simply doing an assessment. Here’s how to effectively use DISC for team building:

Step 1: Conduct Individual DISC Assessments

To discover each team member’s behavioral style, have them take a DISC for team building assessment. Many platforms offer DISC for team building online, making it easy to assess remote or hybrid teams. This essential step provides the necessary knowledge to understand one's communication preferences, motivators, and strengths. To increase awareness and buy-in straight away, ensure that everyone receives a detailed overview of their profile.

You can use platforms like The Comprehensive Test Deck to explore more assessments for your team.

Step 2: Facilitate a Group Session to Share Results

When using DISC model for team building, the group session is an important stage. It is the location where varied perspectives are merged to improve group comprehension and develop a shared lexicon around behavioral patterns.

• Set up a secure and open environment: Make sure the meeting is conducted in an impartial and supportive environment where team members can discuss and share their results. Stress that each DISC style brings unique assets to the team and that there are no "right" or "wrong" DISC styles.
• Present the DISC Type: Provide a quick overview of the four DISC styles and their key characteristics. Use relevant examples and visuals to show each strategy.
• Facilitated Discussion: Encourage team members to talk about what resonated with them in their reports and how they see different styles on the team. Lead the discussion to better understand diverse DISC-style communication preferences, decision-making procedures, and conflict resolution techniques.
• Interactive Activities: To provide experiential learning and reinforce topics in an entertaining and captivating manner, use some of the previously stated "DISC for team building" activities (based on group size).

Step 3: Integrate DISC Insights into Daily Workflow

The true value of DISC for team building lies in how well it performs in regular team interactions and procedures. The primary purpose of this step is to establish DISC as a living language inside the team.

• Conscious Communication: Encourage team members to be aware of the different DISC communication styles to promote conscious communication. Depending on who they're conversing with, they may need to adjust their directness, enthusiasm, tempo, or attention to detail.
• Recognizing Collaboration Styles: Learn how different DISC types approach collaboration. A high “D” may like to take the initiative, whilst a high “S” may choose a more supportive role. Make use of these natural tendencies while ensuring that involvement is balanced.
• Customizing Task Delegation: When delegating tasks, consider DISC styles whenever possible. Adapting activities to individuals’ intrinsic preferences and strengths can increase productivity and job satisfaction.
• Developing Conflict Resolution Techniques: Use your knowledge of DISC types to better resolve issues. Team members should be encouraged to consider the perspectives of others based on their anticipated DISC style.
• Guidelines and Norms for Teams: Collaborate to develop communication guidelines and team norms that accommodate the diverse DISC styles on the team.

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Step 4: Monitor Team Growth and Refine as Needed

Implementing DISC for team building is an ongoing process of learning and adjustment, not a one-time event. Sustained success necessitates regular team dynamics monitoring and an openness to improvement.

• Frequent Conversations and Check-Ins: Set aside time during team meetings to review DISC concepts and discuss how the group is applying these realizations in their interactions. Encourage open criticism and experience sharing.
• Observe Team Dynamics: Observe how team members engage, communicate, and resolve problems. Determine which areas of DISC knowledge are being successfully applied and which may require extra support or changes.
• Get Feedback: Ask team members regularly how the DISC framework affects their work and relationships with one another. To gather information, use surveys or casual discussions.
• Review Training and Activities: If new team members join or if particular concerns arise, consider holding refresher seminars or reviewing DISC exercises again.
• Adapt and Change: Be prepared to adjust your strategy in response to team feedback and observed advancements. As a dynamic tool, DISC for team development should be tailored to your team's specific needs.

While DISC is a powerful tool, there are other personality assessments available. To explore some Free Personality Tests - Top 4 Famous Online Test To Explore, you might find complementary insights.

Build High-Performing Teams Through DISC Understanding

High-performing teams are built on intentional communication, mutual respect, and an understanding of individual strengths. Organizations can efficiently and practically nurture these characteristics by utilizing DISC for team building.

When team members are aware of and appreciative of one another's behavioral preferences, they work together more efficiently, resolve conflicts more quickly, and demonstrate greater empathy. DISC allows teams to use individual differences as strategic assets rather than just assigning labels. Whether your department is large or small, including DISC for team building in your plan can result in stronger ties, more productivity, and a culture of continual improvement.

FAQs

What is the DISC assessment used for in teams?

The DISC examination helps teams better understand individual communication preferences and behavior patterns. In terms of dominance, influence, steadiness, and conscientiousness, it helps team members identify their and their colleagues’ dominant tendencies. This understanding enables better communication, more teamwork, more successful dispute resolution, and a greater awareness of the team’s diverse abilities and perspectives. 

Is DISC better than other personality assessments like MBTI for team building?

The "better" evaluation often differs depending on the specific aims. DISC focuses on observable behavioral types and how people behave in groups or professional settings. It is widely believed to be more directly relevant to improving teamwork and communication dynamics. The MBTI investigates broader personality traits related to how people perceive the environment and make decisions. DISC's strong focus on behavioral types frequently makes it a more immediately actionable tool for team building and improving workplace interactions, while MBTI can provide beneficial self-awareness. Although many firms find both valuable, DISC may be chosen because of its suitability for team-oriented applications.

How often should we revisit DISC concepts with the team?

It is preferable to review DISC concepts as a team quarterly or semi-annually. This could include applying DISC vocabulary in team problem-solving meetings, reviewing team DISC profiles again, or conducting fast refresher presentations. New team members should be introduced to DISC as part of their onboarding process.

How can we track the success of DISC-based team-building efforts?

Tracking the success of DISC for team building efforts can involve both qualitative and quantitative measures. Qualitative indicators include improved communication styles, fewer interpersonal disputes, increased teamwork on tasks, and positive comments from team members about their mutual understanding. Quantitative measures include tracking team performance metrics (such as project completion rates and sales figures), measuring employee engagement through surveys (to look for improvements in communication and teamwork), and possibly evaluating team cohesion through specific team climate surveys conducted both before and after DISC implementation.

Is DISC expensive to implement for team building?

The cost of using DISC for team building depends on the assessment approach used, the size of the team, the level of training and facilitation necessary, and whether internal or external consultants are used. The cost of the tests is an issue, but the potential benefits in team efficiency, dispute resolution, and employee engagement should offset the costs. Some tools even offer DISC for team building free, especially for small teams or workshops that focus on introductory use. The key is to choose a reliable tool that fits your budget and provides valuable information for your team-building goals.