Have you ever given an employee what you thought was a perfectly clear instruction…
…and somehow they did something completely different?
You explain it again.
They still don’t get it.
You get frustrated.
They get frustrated.
And suddenly, a five-minute conversation has turned into a 30-minute problem.
If this sounds familiar, you’re not alone.
Business owners often assume communication problems happen because employees aren’t listening, don’t care, or aren’t paying attention.
But sometimes, the problem isn’t the employee. It’s the way the message is being delivered.
People don’t all communicate, process information, respond to pressure, or make decisions the same way.
That’s where understanding behavioral styles can make a significant difference.
The Same Message Can Be Heard Four Different Ways
Imagine you’re a business owner and you need an employee to finish an important project by Friday.
You might say:
“I need this completed by Friday. Please make sure everything is taken care of.”
Sounds clear, right?
But depending on the person’s behavioral style, they may hear something completely different.
One person may immediately think:
“What’s the goal? What’s the fastest way to get this done?”
Another might think:
“Who else is involved? Let’s talk through this.”
Someone else may think:
“What exactly do you need from me? Is there anything changing?”
And another may think:
“What are the details? What are the requirements and standards?”
Same message.
Four different ways of processing it.
And that’s where workplace communication can break down.
This Is Where DISC Comes In
DISC is a behavioral assessment that helps individuals and teams better understand how they naturally communicate and interact with others.
DISC represents four primary behavioral styles:
D — Dominance
Typically focused on results, challenges, speed, and taking action.
People with a stronger D style may prefer communication that is:
- Direct
- Brief
- Results-focused
- Decisive
If you’re giving them a 20-minute explanation when they only need the objective, you’ve probably already lost them.
I — Influence
Typically focused on people, relationships, enthusiasm, and interaction.
They may respond well to:
- Conversation
- Recognition
- Collaboration
- Enthusiasm
A purely technical conversation with no human connection may not engage them as effectively.
S — Steadiness
Typically values stability, cooperation, consistency, and supportive relationships.
They may appreciate:
- Clear expectations
- Time to process change
- Consistency
- A collaborative approach
If you constantly throw last-minute changes at them, you may create unnecessary stress.
C — Conscientiousness
Typically focused on accuracy, quality, details, and standards.
They may want:
- Facts
- Data
- Clear processes
- Specific expectations
Telling them, “Just get it done,” may leave them with more questions than answers.
Here's the Problem Business Owners Run Into
As a leader, you naturally communicate the way you prefer to communicate.
That’s completely normal.
But your preferred communication style may not be the style your employee needs.
Think about that for a moment.
You may be a fast decision-maker who wants people to “just get moving.”
Your employee may need more information before taking action.
You might see that as hesitation.
They might see your approach as rushing.
Neither person necessarily has bad intentions.
You’re simply approaching the situation differently.
Once you understand that, the conversation changes.
Instead of:
“Why aren’t they listening?”
You start asking:
“How do I need to communicate this so they can hear it?”
That’s a much more productive question.
DISC Isn't About Putting People in Boxes
One common misconception is that DISC is about labeling people.
That’s not the purpose.
People aren’t simply “a D,” “an I,” “an S,” or “a C.”
Human behavior is more complex than four letters.
DISC provides a framework for understanding behavioral tendencies and communication preferences.
The real value comes from using that information to become more self-aware and adaptable.
For a business owner, that can mean learning how to:
- Give feedback more effectively
- Communicate expectations clearly
- Handle conflict
- Motivate different employees
- Delegate more effectively
- Build stronger teams
- Adapt your leadership approach
What Happens When Your Leadership Team Understands DISC?
Imagine your managers have a better understanding of how their employees communicate.
Instead of using the same approach with everyone, they can adjust.
A sales manager might recognize that one salesperson needs autonomy while another benefits from more structure.
A construction manager might realize that one team member needs the objective quickly while another needs detailed instructions.
A customer service leader might understand why two employees respond completely differently to the same customer complaint.
These aren’t just personality observations.
They’re practical leadership insights.
DISC Can Also Help Your Sales Team
The benefits don’t stop inside the office.
Understanding behavioral styles can also help your sales team communicate with customers more effectively.
Think about your own buying behavior.
Would you rather have a salesperson:
- Get straight to the point?
- Spend time building a relationship?
- Walk you through every detail?
- Reassure you that you’re making the right decision?
Different customers want different experiences.
DISC can help sales professionals recognize behavioral tendencies and adapt their communication accordingly.
The goal isn’t to manipulate a customer.
It’s to communicate in a way that makes the conversation easier for both sides.
What About Hiring?
This is another area where behavioral assessments can provide useful information.
A resume tells you about someone’s experience.
An interview tells you how they present themselves in a conversation.
A behavioral assessment can provide another perspective on how they may naturally communicate and operate in a workplace.
That information can be particularly useful when considered alongside:
- Experience
- Skills
- References
- Job requirements
- Interviews
- Company culture
The goal isn’t to let an assessment make the hiring decision for you.
It’s to give you more information before you make an important decision.
Your Business Doesn't Need More Communication
It Needs Better Communication.
Most business owners don’t need more meetings.
They don’t need more emails.
They don’t need more explanations.
They need people who understand each other.
When communication improves, you can spend less time:
- Repeating yourself
- Fixing misunderstandings
- Resolving unnecessary conflict
- Micromanaging employees
- Correcting avoidable mistakes
And more time working on the business.
That’s ultimately what good leadership should create:
A team that can perform without the owner having to personally manage every interaction.
Start With Understanding Your People
If you’re experiencing communication problems, team tension, leadership challenges, or inconsistent performance, don’t immediately assume you have the wrong people.
Start by understanding how your people naturally communicate and work.
A DISC Assessment can be a powerful first step toward creating that awareness.
At Chisel ActionCOACH, we use DISC to help business owners and teams better understand behavioral styles, improve communication, strengthen leadership, and create more effective teams.
Because when you understand your people better, you can lead them better.
And when your team communicates better, your business has more room to grow.
Ready to Understand Your Team Better?
Take the first step with a DISC Assessment and discover what your behavioral style says about the way you communicate, lead, and work with others.
Want to learn more?
Contact Chisel ActionCOACH to explore how DISC can be applied to your leadership team, employees, sales team, and overall business.
Your team may not need a complete overhaul. They may just need to understand each other better.