Is DISC Still Relevant? How Understanding Behaviour Opens the Door to Workplace Harmony
I caught up with an old colleague recently who shared that there had been actual fisticuffs on the office floor.
And guess what it was about?
An Excel spreadsheet not being filled in correctly.
I know, right!?
How does it even get to that point?
We don’t go to work expecting a bust-up over formulas and formatting - and yet, tension like this is more common than you'd think. Not always physical, sure, but emotional friction, passive aggression, snappy comments, simmering resentment? All there.
Why? Because the workplace is, when you boil it down, a bit of a social experiment.
It’s a group of people thrown together, hired for their skills and experience, expected to collaborate smoothly on high-pressure tasks, often without ever truly understanding each other.
We expect high performance without building high trust.
And in the case of the spreadsheet showdown? It wasn’t really about Excel. It was about expectations, communication, and a total breakdown in trust.
Colleagues Aren’t Friends (At Least Not at First)
When you join a team, you’re not necessarily joining a group of like-minded individuals. You're joining a team built through CVs and interviews - a collection of diverse people with different strengths, communication styles, values, and stress responses.
Some people like structure. Some thrive in chaos. Some talk to think. Others need space to process before they speak.
Without a shared understanding of these differences, tension brews. Small misunderstandings turn into bigger frustrations. Frustrations turn into conflict. Conflict, unchecked, turns into chaos (or… actual fisticuffs).
What Builds Trust in Teams?
It’s not just being nice to each other. Trust is about psychological safety... the unspoken belief that:
You can speak up without being punished or humiliated
You can give and receive feedback without fear
You believe others are competent and working towards shared goals
You can rely on your colleagues to follow through
In the spreadsheet case, it was trust that the other person would use the system the way it was designed. And when that trust was broken, the reaction was explosive. But it didn't need to be. That’s where DISC comes in.
DISC: A Gateway to Better Relationships
I used to think communication was just about being clear. But then I came across DISC and everything clicked.
DISC is a behavioural model that categorises communication styles into four simple, observable types:
🔴 Dominant (D): Fast-paced, results-focused, direct
🟡 Influential (I): Energetic, people-focused, optimistic
🟢 Steady (S): Patient, loyal, calm
🔵 Conscientious (C): Analytical, detail-oriented, precise
The beauty of DISC isn’t that it tells you who you are, it helps you understand how you come across to others, and how they experience the world differently from you.
It’s Not Personal... It’s Perspective
So take a minute to put yourself in the shoes of a steady S type...
You like harmony, routine, and team support. You work with a Dominant (D) manager who’s laser-focused on speed and outcomes. They interrupt you in meetings. They rush through feedback. You start to think: Are they rude? Do they not value me?
Now reverse it. You're that Dominant manager. You think: Why are they taking so long to reply? Why aren’t they speaking up in meetings?
Neither of you are wrong. But without understanding each other’s lens, you both feel misunderstood.
DISC opens the door to self-awareness, and even more importantly, other-awareness.
It’s Not Just About Labels... It’s About Leverage
Knowing your own style helps you:
Communicate more clearly
Ask for what you need
Stop taking things personally
Flex your style to reduce friction
And understanding others’ styles helps you:
Influence better
Collaborate more effectively
De-escalate conflict
Build long-term trust
For example:
📍 If you’re speaking to a High D: bullet points, please, and make it quick.
💬 If you’re leading a High I: get them excited, let them speak it out.
🌱 With a High S: give them time to process and offer reassurance.
🔍 With a High C: provide logic, structure, and leave room for detail.
So… Is DISC Still Relevant in 2025?
Absolutely. In fact, I’d argue it’s more relevant than ever. In a world of hybrid work, async communication, AI, and constant change understanding human behaviour isn’t a “nice to have.” It’s foundational.
Because we don’t need more tools, we need more understanding. We need fast ways to build trust. To create environments where people don’t feel like they're surrounded by idiots, but instead, feel seen, heard, and understood.