Crispy Snack: The DISC Model – Understanding Communication Styles

What is a Crispy Snack?

Crispy Snacks are bite-sized insights into powerful leadership tools—quick, actionable, and also easy to digest ;) . Today’s focus: the DISC model. It is a simple yet impactful way to understand behavioral tendencies and improve leadership communication.

Why is Understanding Behavior Useful?

We tend to assume that others think, act, and react like we do—this is also called the egocentricity bias. But in reality, behavioral styles vary widely. Reflecting on these differences can be extremely valuable for leadership, helping you adapt your approach in conversations, decision-making, and team dynamics.

The DISC model categorizes behavioral tendencies along two dimensions, which are:

• Fast-paced & outspoken ↔ Cautious & reflective
• Questioning & skeptical ↔ Accepting & warm

These dimensions create four primary styles:

• D (Dominance) – Direct, results-driven, and competitive. If this is you, you might be motivated by control and success, but may struggle with collaboration.
• I (Influence) – Social, energetic, and persuasive. If this is you, you might thrive on enthusiasm and relationships but may overlook details.
• S (Steadiness) – Loyal, patient, and cooperative. If this is you, you might focus on stability and teamwork but may resist change.
• C (Conscientiousness) – Analytical, precise, and cautious. If this is you, you might value accuracy and expertise but may be overly critical.

Crispy Advice: Don’t Put People in Boxes!

Our behavior is shaped by many factors, such as our values, past experiences, our individual personality, and context we live in. The DISC model is not a personality test and you should not use it to label people. Instead, think of it as a reflection tool to better understand your communication patterns as well as workplace dynamics.

How to Apply the DISC Model in Leadership:

• Self-reflection: What’s your natural communication style? What are your blind spots?
• Development talks: Help team members reflect on their strengths, challenges, and work motivators.
• Team dynamics: Map out behavioral styles in your team. What strengths and tensions exist? How can you foster better collaboration?

Want to go deeper? Check out our Starting Leadership Training!