The Power of DISC During Change

Business Journey.

Change is an important and necessary part of organisational functioning and subsequent success. Changes can be small, such as re-working daily processes and procedures for one team. Conversely, change can be more transformative and driven by innovation, growth, restructuring and mergers, compliance/regulations and more.

Typically, when employees and stakeholders hear about a new change effort, they will resist. It’s a natural human response. In fact, one of the reasons that change efforts fail and do not realise the return on investment is because leaders do not take into account the human side of the transformation. 

One way to reduce the complexity of the human side of organisational change is to understand human behaviour as well as preferences across a variety of org change factors. Applying what we know about the behavioural model, DISC, is a great way to support leaders, stakeholders and recipients of change. 

Why Explore DISC?

If you’re not familiar with DISC, it is an acronym for: Dominance, Influence, Steadiness and Compliance. DISC is a behavioural model and assessment tool that helps us understand some of the ways we respond to challenges (D), people (I), pace (S) and procedure (C) along a spectrum from low to high. 

This tool can be applied during periods of organisational change to support a number of activities:Change leadershipDecision makingStakeholder engagement and relationshipsCommunicationsManaging resistance to change.

Using DISC as a tool during organisational change can help to locate and highlight our strengths to lead, support and enable business change. DISC can also help us to recognise and manage our potential limitations during periods of change. 

It’s important to know that one’s DISC style does not dictate whether or not they are capable of change; rather, it is an indication of how they respond to the challenges, people, pace and procedures that come into play with organisational change.

This article highlights some of the general characteristics of the low and high ends of the spectrum for each factor, as well as how to use DISC to support decision making during change. 

DISC General Characteristics in Response to Organisational Change

When you know someone’s DISC profile, you can identify the defining characteristics that make up how they respond to organisational change. Every style of person adds value to the organisational change process. Similarly, it’s important to understand that each style has strengths and potential limitations during periods of change as well.

Courtesy of DTS Sydney