Understanding People with the DISC Model

EP211- S06

Ever wonder why some people clash at work while others click instantly?
The answer lies in four personality types that shape every interaction.

In this video, I break down the DISC model, a proven framework for understanding workplace behavior and resolving conflicts before they escalate.

💼 Which personality type are you? Drop D, I, S, or C in the comments!

#AdvancedQualityPrograms #TheQualityGuy #DISC #Leadership #WorkplaceConflict #PersonalityTypes #ProfessionalDevelopment

“Sarah sent her manager a detailed 10-page report. Her manager responded with three words: ‘Just the numbers.’
Sarah felt dismissed. Her manager felt frustrated. Neither understood why.
The problem wasn’t the report, it was personality type.

In the next 10 minutes, I’ll show you the four personality types that explain every workplace conflict you’ve ever had… and how to solve them.”

“I’m Juan Navarro. This is Advanced Quality Programs, For over two decades, I’ve worked in organizational leadership and quality programs. I’ve seen brilliant teams fall apart and struggling teams transform. The difference? Understanding personality types. Let’s dive into it…

The framework I’m sharing is called the DISC model. Developed by psychologist William Moulton Marston in the 1920s, it’s still the most practical tool for understanding workplace behavior.

DISC stands for:
• Dominance
• Influence
• Steadiness
• Conscientiousness

Everyone has all four in different proportions, but typically one or two dominate. When you understand your style and recognize others’, workplace conflicts suddenly make sense.
Let me show you exactly how.

🔥 TYPE 1: DOMINANCE
First: The D-style – Dominance.
D-style people are results-driven, direct, forceful, and confident. They’re problem-solvers who take risks and challenge everything.

Real example:
I worked with a project manager named Juan. Every meeting, Juan would cut through discussions: “What’s the bottom line? What are we deciding TODAY?”
Team members thought Juan was rude. But Juan wasn’t rude, he was being D-style.

What D-style people need:
• Results over harmony
• Efficiency over process
• Control and autonomy
• Speed over perfection

How to work with D-style people:
✓ Be direct and concise
✓ Focus on solutions, not problems
✓ Give them control
✓ Don’t take their bluntness personally

That manager who told Sarah “Just the numbers”? Classic D-style. He didn’t want the story, he wanted the conclusion.
If you’re D-style: You drive results. But remember, not everyone processes information at your speed.

💫 TYPE 2: INFLUENCE
Second: The I-style – Influence.
I-style people are relationship-driven, outgoing, enthusiastic, and optimistic. They love persuading and inspiring others.

Real example:
Maria was our team’s I-style member. Every project kickoff, she’d spend 20 minutes getting everyone excited, sharing stories, building energy.
Juan, our D-style manager, would get visibly impatient: “Can we START the actual work?”

But here’s what Juan missed: Maria wasn’t wasting time, she was building the relational foundation that would make the team collaborate effectively later.

What I-style people need:
• Social interaction and recognition
• Enthusiasm and positive energy
• Public praise
• Freedom from excessive details

How to work with I-style people:
✓ Engage with enthusiasm
✓ Allow time for relationship-building
✓ Give public recognition
✓ Keep details high-level

If you’re I-style: You’re the team motivator. You create the emotional energy that keeps projects alive when things get hard.
But remember, some people need the details you find boring.

🛡️ TYPE 3: STEADINESS
Third: The S-style – Steadiness.
S-style people are stability-driven, patient, dependable, and supportive. They value cooperation, loyalty, and harmony above all.

Here’s where conflict intensifies:
Remember Sarah from the opening? She was S-style. She spent hours on that detailed report because S-style people want to be thorough, supportive, and avoid conflict.
When her D-style manager responded with three words, Sarah didn’t just feel dismissed, she felt like she’d failed.

What S-style people need:
• Security and appreciation
• Harmony and low conflict
• Clear expectations
• Advance notice before changes

How to work with S-style people:
✓ Approach with patience and warmth
✓ Provide stability and clear expectations
✓ Show appreciation for their dependability
✓ Give advance warning before changes
✓ Never create unnecessary conflict

If you’re S-style: You’re the team stabilizer. You keep everything running smoothly while others chase shiny objects.
But remember, not every change is a threat.

🔬 TYPE 4: CONSCIENTIOUSNESS
Fourth: The C-style – Conscientiousness.
C-style people are quality-driven, analytical, detail-oriented, and systematic. They prioritize accuracy, expertise, and competency.

Final example:
Our quality engineer Thomas was pure C-style. Before every product launch, Thomas identified 47 potential failure points everyone else missed.
Juan (D-style) would say: “We don’t have time for perfection. Ship it.”
Maria (I-style) would say: “Let’s trust it’ll work out!”
But Thomas insisted: “If we don’t address these issues, we’ll have customer complaints in three months.”
Thomas was always right.

What C-style people need:
• Data, logic, and structure
• Time to analyze thoroughly
• High standards and accuracy
• Expertise and competency

How to work with C-style people:
✓ Provide detailed information
✓ Give them time to analyze
✓ Use logic and facts, not emotions
✓ Respect their need for accuracy
✓ Don’t rush their process

If you’re C-style: You’re the quality guardian. You prevent disasters before they happen.
But remember, sometimes 80% perfect shipped today beats 100% perfect shipped never.

💡 THE BREAKTHROUGH
Now here’s where it gets powerful.

That conflict between Sarah and her manager? It wasn’t personal, it was predictable.
S-style Sarah needed appreciation and harmony. D-style manager needed results and speed. Neither was wrong. They just spoke different behavioral languages.

Once they understood this:
• Sarah learned to lead with conclusions, then offer details if needed.
• Her manager learned to add 15 seconds of appreciation before giving direction.

Their working relationship transformed in one week.

This is the power of the DISC profile explained:
You stop taking behavior personally. You start adapting strategically. You build teams where different styles complement each other instead of clashing.

D-style drives results. I-style builds relationships. S-style maintains stability. C-style ensures quality.
You need all four to succeed.

So here’s what I want you to do right now:
Step 1: Identify your primary style. Are you D, I, S, or C?
Step 2: Think of someone you clash with at work. What’s their style?
Step 3: This week, adapt your communication to their style just once. Watch what happens.

If you want to dive deeper, I’ve created a complete guide to applying DISC in leadership situations. Link in the description.

And here’s my question for you: Which personality type describes you best, D, I, S, or C?
Drop your answer in the comments. I read every single one, and I’ll give you personalized tips for working with the other types.

If this video helped you understand a workplace conflict differently, hit that like button. It tells YouTube to share this with other professionals who need it.
And subscribe to this channel for more practical frameworks that make you a better leader, without the corporate jargon.

Remember: The goal isn’t to change your personality type. It’s to understand yourself better and adapt to others strategically.

Don’t forget to rate my books: The Quality Mindset, Life Quality Projects, and Principles of Quality.
See you in the next video.

🔗 RESOURCES
Surrounded by Idiots by Thomas Erikson
Emotions of Normal People by William Moulton Marston