Many companies are capitalizing on the benefits of diversity, which is typically based on different genders, nationalities, cultures, and sexual preferences. How about looking at DiSC styles as another basis for capturing such benefits? (Click here if you need more information about DiSC styles.) In my recent work with several leadership teams, I used DiSC assessments to understand work preferences, the tendencies of each team member and their teammates, and how to best interact with colleagues of similar and different DiSC styles. Here’s a view of a sample team, in which each dot represents the DiSC style of its 17 members:
You can apply this information in a variety of ways. Here are just two examples:
- How diverse is the team in terms of DiSC styles? In this case, there is a skew toward C-style people, who tend to display such behaviors as challenge, accuracy, and stability. The team leader and Human Resources can use these findings to assess if this skew is optimal for the type of decisions this team makes, or if a different distribution of DiSC styles may be more effective.
- Is there a potential inclusion challenge in this team? When looking at the horizontal axis, the skew toward C and D styles (65 percent of total team members) may establish a team culture that favors challenge vs. collaboration. Once again, the team leader and Human Resources may need to review if this skew translates into some S- or i-style people feeling uncomfortable in a team that challenges every suggestion, or would they perform better in a team where the style is more collaborative?