How to resolve workplace conflict with DiSC

4 Quick Ways to Resolve Workplace Conflict

4 Quick Ways to Resolve Workplace Conflict

Workplace conflict is inevitable, it’s all about how you manage it. 

Whenever groups of people work alongside each other, there is bound to be a clash of opinion or personality. 

It’s important to recognise our differences and to be aware of the way we function best, this will help us to work together.

A study found that 26% of employees said that “conflict is prominent” in their workplace. Does this ring true for you? 

Conflict in the workplace not only affects the individuals involved, but also the entire team. 

If this isn’t managed appropriately by team leaders, the workplace will be at risk of failure, loss of staff and even danger. 

Of course, differing opinions can be positive. It helps us to challenge each other and come up with the best outcome for the task or project.

Without differing opinions, we would be stuck doing the same things over and over again without much advancement. 

We can nurture this with resolution strategies that are effective and productive, all by using the personality tool DiSC.


What is DiSC?


DiSC is a theory that categorises personalities into four main types: Dominance, Influence, Steadiness, and Compliance. 

These can cross over and be stronger in certain areas but understanding where people sit in the chart is helpful when creating teams and working through conflict. 

Here at Inspire You, we give our members access to ‘Discsimple’ to easily identify the traits and behaviours of each team member.

This helps to build long-lasting relationships where frustration is reduced and communication is increased. 


How to Resolve Conflict in the Workplace Using DiSC:


  • D types

Dominance types prefer to be given it straight. Don’t tip-toe around the issue.

They need clear and assertive communication and might like to argue back.

They don’t want to talk about emotions, and appreciate when people are upfront with them.

Work on solutions together and be clear about what you want from them, don’t shy away from the cold-hard facts. 


  • I types

Influence types need to be addressed in a friendly and casual way.

They can’t handle criticism very well so it’s important to keep a positive perspective and to recognise their emotions.

They need reassurance after conflict to know that things are okay as they are sensitive to feelings of rejection.

Warm them up with casual chat before getting to the issue. 


  • S types

Steadiness types are caring and empathetic. They will rarely get into conflict because they prefer to steer clear of it. Understand that when conflict has occurred, they are probably already uncomfortable with it. It’s important to keep things calm, ensure they feel heard and reassure them that you value their perspective. It’s important to relieve their anxieties by letting them speak and working on compromises.


  • C types

Compliance types are natural problem solvers. They will be more comfortable with facts than emotions so share as much information as needed. Just like I types, C types can be sensitive to personal criticism so focus on the conflict area and give specific expectations and goals for the future. 


Find Out More about Workplace Conflict…

Using DiSC in the workplace can help to group together and build productive teams. 

Every workplace will have a mix of people with different personalities, beliefs, experiences and values so conflict is something that will crop up. 

Understanding how to cope with this is vital to a healthy team and we would love to talk more about how DiSC can improve your workplace. 

Contact Claire Elmes at Inspire You to find out more about building motivated, trustworthy and engaged employees who feel confident in the workplace.

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