Leading Through Change with DiSC®: Understanding Personality Styles in Transition

How DiSC® Styles Respond to Change (and How to Help Them Through It)

If there’s one constant in the workplace, it’s change. Whether it’s a new system, a shifting team, or a whole reorganisation, how we respond can vary wildly, and a lot of that comes down to personality. That’s where DiSC® really shines. Each DiSC® style reacts to change in its own way, and understanding those preferences can help leaders and teams navigate transitions more smoothly.

Dominance (D) styles tend to be all-in if the change leads to results. They’re future-focused and quick to act, so they may even drive change before others are ready. The catch? They can get frustrated with slow rollouts or endless discussions. Give them a clear goal, a timeline, and the autonomy to make it happen, and they’ll thrive.

Influence (i) styles are usually open to change, especially if it sounds exciting or benefits people. They’re enthusiastic and optimistic, often rallying others to get on board. But they can lose interest if the change lacks energy or if they feel left out of the conversation. Keep them involved, give them space to talk it through, and they’ll be your change champions.

Steadiness (S) styles are the most cautious when it comes to change. They value stability and consistency, so change can feel unsettling, especially if it’s abrupt. They need time to process and prefer to understand the why behind it. Be patient, communicate clearly, and show how the change supports team harmony. With that, they’ll come around and become reliable supporters.

Conscientiousness (C) styles want all the information before jumping in. They’re not against change, but they want it to make sense. Rushed or emotional decisions don’t sit well. Give them data, clarity, and time to analyse the impact. If the logic stacks up, they’ll adapt and usuallyy help improve the process along the way!

Recognising these differences can prevent a lot of tension during times of change. Instead of expecting everyone to adapt the same way, we can meet them where they are.

So, next time your organisation faces a shift—big or small—remember the DiSC® lens. A bit of empathy and tailored communication can go a long way toward bringing everyone with you, rather than dragging them along.

What If You’re a Blend of DiSC® Styles?

If you're a blend of two DiSC® styles, which many people are, it means you might relate to more than one approach to change (or meetings, or communication). That’s completely normal and actually gives you a flexibility advantage, though it can also create some inner tension at times.

Here’s what it can look like:

D/i Blend (Dominance + Influence)

·        You may be enthusiastic about change and want it done yesterday.

·        You'll likely jump in quickly, bring others along, but get irritated if things slow down or get bogged down in detail.

·        Watch out for impatience or overlooking those who need more processing time.

i/S Blend (Influence + Steadiness)

·        You're open to change as long as it doesn’t disrupt relationships or team harmony too much.

·        You may be excited at first but want reassurance and support throughout the process.

·        You can be a great bridge between quick adopters and more cautious folks.

S/C Blend (Steadiness + Conscientiousness)

·        You’re likely cautious, thoughtful, and need time to adapt.

·        You’ll want to understand the purpose and logic of the change and prefer gradual transitions.

·        Your strength? Helping the team adjust with care and clarity.

C/D Blend (Conscientiousness + Dominance)

·        You want change that makes sense and works efficiently.

·        You’ll likely ask smart questions and focus on making improvements—but may be frustrated by emotional or rushed changes.

·        You're good at driving high-quality change—but remember to bring others along emotionally.

So what should you do if you’re a blend?

✅ Pay attention to which style shows up under pressure. That’s often your "default" in stressful situations.

✅ Use your range to empathise with others. You might understand why one person needs to move fast and another needs more info. That makes you a strong team player or leader during change.

✅ Notice internal conflicts. For example, if one part of you wants to jump into a change (D), but another part wants all the facts first (C), give yourself permission to pause and clarify.

In short: Being a blend means you’ve got a broader toolkit, but like any tool, it’s most effective when you’re aware of which one you’re using.

Ready to lead your team through change with confidence?

The DiSC® assessment and Catalyst™ platform give you real-time insights into individual and team dynamics, helping you tailor communication and build trust during transitions. Whether you're planning a big shift or managing day-to-day adjustments, DiSC and Catalyst equip you with the tools to support every style.

Start your journey today and turn change into a catalyst for growth.