The very common workplace problem of behavioral incompatibility can have devastating effects on productivity and job satisfaction.

This “World According to DISC” anecdote exemplifies how DISC behavioral style analysis can be part of a “painless enlightenment” process to mend a dysfunctional team.

Problem

Two top-level decision-makers were having a very difficult time communicating and it was affecting everyone on the team.

• Misunderstanding one another at every turn, they were taking every communication “the wrong way.”


• Work was not getting done, they were accusing each other of incompetence, and other team members were drowning in the wake of their storm.


• Work pressures – and a failure to prioritize the problem – meant that they did not take time to understand one another’s viewpoint, or their reasons for taking that viewpoint.

Sound familiar?

Revelations

DISC behavioral style analysis showed the key players to be intensely opposite styles.

Competitive environments increased this intensity.

Their conflicts were not, as they had thought, based on who was doing things the “right” way or the “wrong” way.

Solution

They came to understand that every style combination has strengths and challenges, blind spots, and value to the organization.

As this was discussed, both came to realize the tremendously intense strengths and associated weaknesses each brought to the table. Their understanding of each other (and themselves) grew.

The emotional side of their misunderstandings embarrassed them, and they were relieved to find pragmatic strategies for adapting to each others’ styles in a manner that was productive for both their team efforts and long-term goals.

Using the advanced DISC behavioral style analysis reports, these two power-players were empowered in an entirely new and different way as they learned to utilize the objective, neutral language of DISC.

Instead of making value judgments about their differences, they learned to understand the strengths and challenges of their own style – as well as the style of the other. Armed with this understanding, they not only gained significant insights but also learned to adapt to one another’s behavioral style preferences so that both could bring their unique strengths forward.

Result? A paralyzing leadership struggle turned into a true friendship.

Each had something different, and valuable, to contribute to the projects important to both of them. The team has soared.

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