Understanding Different Responses to Change USING DISC

We all experience change differently, and understanding these differences can help us better support ourselves and others.

D – Dominance

People with a D style often approach personal change with confidence and a focus on results. They are comfortable making quick decisions and prefer to move forward rather than dwell on uncertainty.

What they need at work:

• A clear vision and desired outcome
• Freedom to make decisions and take action
• Opportunities to influence the change
• Minimal bureaucracy and unnecessary delays

I – Influence

People with an I style often embrace personal change when it brings new opportunities or involves others. They tend to stay optimistic and adapt best when they feel connected and supported.

What they need at work:

• Open, enthusiastic communication
• Opportunities to ask questions and share ideas
• Reassurance about the impact on people
• Recognition and encouragement throughout the change

S – Steadiness

People with an S style typically prefer stability and routine in their personal lives. They often take time to adjust to change and appreciate having the opportunity to process what it means for them and those around them.

What they need at work:

• Time to adapt at a comfortable pace
• Clear expectations and consistent communication
• Support from leaders and colleagues
• Reassurance about job security and team relationships

C – Conscientiousness

People with a C style usually manage personal change by gathering information, considering the details, and planning carefully before making decisions. They prefer to understand the reasons behind the change.

What they need at work:

• Accurate information and clear evidence
• Well-defined plans, processes, and timelines
• Time to analyse and prepare
• Opportunities to ask detailed questions before implementation

​What do you think?