DiSC Strategies for Productive Conflict
Conflict can be uncomfortable. It triggers different behaviors in each of us, ranging from mean spirited destructive conflict to healthy and productive dialogue. Conflict is not a bad thing. In fact, it is important that a team engages in conflict to reach the best possible outcomes. The key to productive conflict is managing our approach in a way that promotes healthy behaviors and respectful communication.
Here are some quick and effective strategies from the Everything DiSC Productive Conflict assessment for increasing awareness of how to tap into healthy behaviors that drive productive dialogue and team engagement.
• Conflict is an inevitable part of workplace relationships so why not learn to leverage it as a team strength.
• Conflict interactions may be influenced by other factors: hierarchy, culture, office politics, etc. How might your ability to manage conflict be impacted by these factors?
• Your response to conflict is entirely in your own control. You cannot control how others respond to conflict.
• Learning about other people’s DiSC styles can help you understand conflict behaviors and how they might differ from your own.
DiSC Styles & Conflict:
Do you engage (actively participate) or restrain (hold back) during conflict? Those that fall into the top half of the DiSC map are likely to engage versus those that fall into the bottom half of the DiSC map will have a preference to restrain. Understanding our priorities versus those of our teammates provides insight into how to balance dialogue in a way that promotes healthy debate. Allowing everyone to be heard without judgment is the first step to manage Productive Conflict.
What Drives the D Style in Conflict?
An individual with the D Style has a priority of Control and will want to take charge of the discussion and push strongly for their opinions. They also tend to Assert during conflict and are not afraid to tackle it head-on driving towards action. Lastly, they don’t take things at face value and seek Justification.
Manage Productive Conflict with the D Style:
- Keep emotions in check if they disagree with you.
- Don’t dismiss their ideas until you have a full understanding of their position.
- Focus on finding a resolution rather than winning.
What Drives the i Style in Conflict?
Those with an i preference like to keep things friendly and upbeat. It’s important to be able to Express thoughts and feelings. It’s also important for them to feel like they are on good terms so they may want Reassurance during or after the conflict. Individuals with the i style will Assert themselves as they are confident and optimistic and willing to share with the group.
Manage Productive Conflict with the i Style
- Be honest about your feelings.
- Provide room for them to express themselves.
- Try to see their side and calmly explain your opinion.
What Drives the S Style in Conflict?
The S style team member prioritizes Harmony so conflict can be challenging. They may cave in quickly even if they don’t really agree with what you have to say. The individual may attempt to smooth things over to seek Reassurance that the relationship is intact. Stability is important so when tension arises, they will want to return to normal as soon as possible.
Manage Productive Conflict with the S-Style
- Give them time and space to make decisions.
- Consider their input rather than overselling your ideas.
- Keep control over emotions.
What Drives the C Style in Conflict?
Individuals with the C style place a priority on staying Objective. Decision making is based on logical reasoning and sticking to the facts. At the same time, they tend to back up claims and dig for answers to Justify a course of action. This team member also values stability and avoids the unpredictability of conflict. During a disagreement, they may concede simply to calm the waters.
Manage Productive Conflict with the C-Style
- Allow them to step back and look at the situation analytically.
- Remember they need time to process before making decisions.
- Make an effort to go over solutions carefully to search for flaws.
Increasing awareness of our thoughts during conflict helps us to recognize how our priorities may differ from another team member. Take time to listen without judgement, understand the others point of view, and then thoughtfully respond in a way that builds a foundation for a productive dialogue.
Learn More about Corporate Teams Profile Assessment offerings, visit our partner site: www.ProfileAssessments.com