3 Ways DiSC Improves Strategy Execution

By Courtney Dyer

DiSC For Strategy Execution

Strategic plans often turn into dust-collecting documents. To bridge the gap between planning and execution, leaders need to understand their team's natural communication styles and working preferences.


A strong strategy is just the beginning; leveraging DiSC assessments can help you wield the knowledge of your high-performing team makeup to unlock a smoother, more effective strategy execution process. Here’s how: 

The DiSC Profile Model 

The DiSC model identifies four primary behavioral styles, each with different priorities:

  • Dominant D-style team members prioritize getting immediate results, taking action, and challenging themselves and others
  • Influential i-style team members prioritize expressing enthusiasm, taking action, and encouraging collaboration
  • Steady S-style team members prioritize giving support, maintaining stability, and enjoying collaboration
  • Conscientious C-style team members prioritize ensuring accuracy, maintaining stability, and challenging assumptions



Using DiSC to Improve Strategy Execution

DiSC steps in as a game-changer for strategy execution. DiSC goes beyond basic communication; here are three ways it unlocks a deeper level of team alignment: 

  1. Strength-based Ownership: Imagine assigning a quarterly goal to a team member who thrives on details (a C-style trait) when the execution of the goal requires a steady series of bold decisions (a D-style strength). Understanding DiSC helps you assign ownership that aligns with each member's natural strengths. In this case, it would be advantageous to assign the goal to a decisive team member or for the C-style goal owner to invite a D-style teammate to lean in at key decision points along the way. 
  2. Conflict Anticipation: Understanding DiSC styles can help leaders predict potential roadblocks. A D-style team member might push for a quick decision when implementing a new process, while an S-style teammate prioritizes stability and might resist change. By anticipating these differences, you can get ahead of these challenges and prompt discussions that will bridge the gap. This proactive approach prevents misunderstandings and keeps the team moving toward collective goals.
  3. Focused Motivation: People are most engaged when their work aligns with their natural style. An i-style team member might be energized by being asked to lead a group brainstorming session for a solution when a quarterly goal is off-track. At the same time, their C-style teammate might prefer to brainstorm data-driven solutions independently. 

DiSC isn't about pigeonholing people in a specific DiSC profile but appreciating the combined blend of strengths each team member brings toward executing shared goals with leadership vision alignment. When team members improve their self-awareness and better understand the natural working styles of their teammates, they communicate more effectively to achieve peak performance.


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Authority: With a Rhythm Systems certification and years of global experience, Ted Skinner has honed his expertise in working with diverse organizations to enhance their business operations.


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Courtney Dyer


Photo Credit: iStock by Getty Images