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How do you keep DiSC alive?

Updated: Apr 15


A group of colleagues discussing their Everything DiSC profiles

A question we are frequently asked is "How do you keep DiSC alive after the initial training?". This post will give you some ideas about how to do just that and ensure that DiSC isn't just a 'once and done' activity but is a tool to which people will 'return and learn'.


The suite of DiSC behaviour profiling tools are used extensively throughout organisations as a way of generating conversations which are aimed at developing workplace relationships through improved communication and using the knowledge of individuals’ behavioural tendencies to develop competence in roles that require high levels of interaction such as leadership, sales and management.


A recent client initially introduced DiSC using the Workplace profile as a method of improving personal understanding, recognising the style of fellow team members and creating an environment where flexing your style became commonplace to develop relationships. The language of DiSC was referred to during the suite of training that was provided in the following months to help create a common language.


Immediately following the training there was an initial ‘buzz’ around the profiles as people started to speak the language of DiSC, However, over time this has understandably diminished and there is now an opportunity to re-ignite the tool to ensure that a return on investment continues to be made. The aim of any further work with DiSC must be to encourage conversations around behaviour preferences at every opportunity, ideally led by the senior members of the team. DiSC shouldn’t be seen as a passing ‘fad’ and it needs to be recognised as a legitimate business tool where the key aim is improving relationships both internally and externally.


Based on our experience working with other organisations, the following are some suggested ways in which DiSC can be further embedded into the organisation.


  1. Implement Everything DiSC on Catalyst, which will enable team members to create real-time comparisons with each other. This content provides tailored suggestions on how individuals could work more effectively. It has been specifically designed to be an application to make the transition from saying ‘we have done DiSC’ to saying ‘we use DiSC’.

  2. Review DiSC profiles as part of team meetings, encouraging people to share their profiles and identify clear ways in which they could work more effectively together by the way in which they act, communicate, present and share information.

  3. At the formation of project teams, review the DiSC profiles of those in the team and agree on the best ways to ensure that communication and information is shared.

  4. Train key people in the business to become DISCGB Accredited or an Everything DiSC Certified Practitioner as a way of enhancing the expertise around the tools, the science that underpins them, and become self-sufficient in providing DiSC solutions.

  5. Use further, role-specific, DiSC profiles as part of ongoing training and development. For example,

    1. Work of Leaders supports the senior leadership team in setting a vision, creating alignment to that vision and executing the strategy.

    2. Everything DiSC Management provides specific guidance on motivating others, delegating effectively, managing upwards and supporting the learning and development of team members.

    3. Everything DiSC Sales gives those in outward focused roles the opportunity to consider their own approach and evaluate the buying styles of individuals so that they can use this to progress sales more effectively.

    4. The Productive Conflict profile recognises that conflict exists in many forms and when it is embraced and managed appropriately it can be a significant force for good - promoting creativity, reducing tensions and developing stronger relationships. This profile doesn’t provide conflict management strategies but does allow individuals to consider their triggers and responses.

    5. Everything DiSC Agile EQ teaches participants to read the emotional and interpersonal needs of a situation and respond accordingly. By combining the personalised insights of DiSC with active emotional intelligence development, participants discover an agile approach to workplace interactions and learn to navigate outside their comfort zone, empowering them to meet the demands of any situation.

    6. The Five Behaviours of a Team is a programme, powered by DiSC, that specifically works with teams to assess their performance against five core behaviours culminating in business results. It is based on the work of Patrick Lencioni (The Five Dysfunctions of a Team) which explores how teams at all levels can work more effectively together.


It is not suggested that DiSC becomes the ‘go to’ solution in every instance but the more it is used and talked about the more likely it is to become embedded as a common language and deliverable tangible benefits to your organisation.


Full sample copies of all of the profiles mentioned above can be downloaded from our website.


For further information please contact us.



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