Imagine this: You’re leading a project, and two of your team members are at odds. One is hyper-focused on getting the details right, while the other is all about speed and hitting deadlines. Sound familiar? Workplace conflicts like this are common, but they don’t have to be disruptive. In fact, when handled correctly, they can actually strengthen teams and lead to better results. The key? Understanding personality differences, specifically through the DISC personality framework.
How Different DISC Personality Types Approach Conflict
People react to conflict in different ways. Their approach is shaped by their natural tendencies, communication style, and how they perceive workplace dynamics. Let’s break it down by DISC type.
Dominance (D) – The Assertive Challenger
🙂 – Traits: Direct, results-driven, competitive, strong-willed
👊 – Conflict Style: Views conflict as a means to solve problems quickly, prefers direct confrontation
🤔 – Challenges: Can come across as aggressive, impatient, or unwilling to compromise
🤝 – How to Manage Conflict With Them: Be direct and logical, focus on solutions over emotions, and avoid unnecessary small talk
A high-D personality thrives on efficiency and action. If you’re dealing with a conflict involving a dominant personality, cut to the chase. Stick to the facts, present solutions, and don’t get bogged down in emotional appeals. If they push back, stay firm but professional.
Influence (I) – The People-Oriented Diplomat
🙂 – Traits: Social, energetic, optimistic, relationship-focused
👊 – Conflict Style: Prefers to avoid conflict or smooth things over, may be overly optimistic
🤔 – Challenges: Tends to downplay problems or ignore deeper issues to maintain harmony
🤝 – How to Manage Conflict With Them: Keep the discussion positive, acknowledge their perspective, and ensure clear follow-ups
High-I personalities dislike conflict and may try to sugar-coat issues rather than address them head-on. If you need to resolve a dispute with them, frame the conversation in a constructive way. Focus on maintaining relationships while ensuring that key issues don’t get swept under the rug.
Steadiness (S) – The Peacekeeper
🙂 – Traits: Loyal, patient, prefers stability, team-oriented
👊 – Conflict Style: Avoids confrontation, prefers compromise, internalises stress
🤔 – Challenges: May not express their true feelings, leading to passive resistance or resentment
🤝 – How to Manage Conflict With Them: Create a safe space for discussion, encourage them to share their views, and reassure them that honest feedback is welcome
High-S individuals dislike rocking the boat. If they’re in a conflict, they might keep quiet rather than address their concerns. The best approach? Create an environment where they feel safe to speak up, reassure them that their perspective matters, and give them time to process the situation before expecting an immediate response.
Conscientiousness (C) – The Analytical Critic
🙂 – Traits: Logical, detail-oriented, precise, focused on accuracy
👊 – Conflict Style: Prefers fact-based discussions, may seem critical or detached
🤔 – Challenges: Can be overly rigid, slow to compromise, and dismissive of emotions
🤝 – How to Manage Conflict With Them: Stick to facts and logic, provide structured arguments, and avoid emotional appeals
If you’re handling a disagreement with a high-C personality, emotions won’t get you far. They want data, logical reasoning, and well-structured arguments. Be prepared to back up your points with evidence, and don’t take their blunt communication style personally.
Practical Strategies for Resolving Conflict Between Different DISC Types
Understanding DISC styles is great, but how do you actually use this knowledge in real-life conflict resolution? Here are some practical steps:
Step 1: Identify the Core Issue, Not Just the Symptoms
Many workplace conflicts stem from differences in communication styles rather than actual disagreements. Before reacting, pause and assess the DISC styles involved. Is the D personality frustrated because things aren’t moving fast enough? Is the C personality concerned about missing details? Knowing this helps you get to the root of the problem.
Step 2: Adapt Your Approach to Match the Other Person’s Style
✅ – For D personalities, keep the conversation brief, solution-focused, and confident.
✅ – For I personalities, ensure a positive and engaging discussion with emotional awareness.
✅ – For S personalities, take a gentle, reassuring approach and give them space to respond.
✅ – For C personalities, provide data-driven reasoning and avoid personal attacks.
Step 3: Use Neutral Language to De-Escalate Tension
Avoid phrasing that triggers defensiveness, like “You always do this” or “You never listen.” Instead, frame the discussion objectively: “I noticed that our deadlines are slipping – how can we adjust?” Neutral language keeps emotions in check and focuses on solutions.
Step 4: Find Common Ground and Establish Actionable Next Steps
Effective conflict resolution isn’t just about resolving the immediate issue – it’s about finding a way forward. If a high-D manager wants speed and a high-C team member needs accuracy, the solution might be a phased deadline with review checkpoints.
Step 5: Follow Up and Reinforce Positive Interactions
Once a conflict is resolved, it’s crucial to ensure lingering resentment doesn’t fester. Follow up with both parties, acknowledge progress, and reinforce positive behaviours. A workplace culture that encourages open communication prevents small conflicts from escalating.
Real-World Conflict Scenarios & Resolutions
Let’s take two common workplace conflicts and see how they play out using DISC-based strategies.
Scenario 1: A Deadline Conflict Between a High-D Manager and a High-C Team Member
❌ – The Problem: The manager (D) wants results fast, but the team member (C) insists on double-checking every detail.
✅ – The Resolution: Establish a phased deadline 0 deliver a rough version quickly, then allow time for refinement before final submission.
Scenario 2: A Social (I) Salesperson and a Steady (S) Operations Team Member Struggling to Collaborate
❌ – The Problem: The salesperson (I) thrives on quick decisions, but the operations professional (S) prefers careful planning.
✅ – The Resolution: Implement a structured weekly check-in to blend flexibility with stability, allowing both personalities to work effectively together.
Conclusion
Conflict is a natural part of workplace dynamics, but it doesn’t have to be disruptive. By recognising and respecting different DISC communication styles, professionals can transform conflict into an opportunity for growth and collaboration. Next time you’re faced with a workplace disagreement, try adapting your approach based on personality insights. You might be surprised at how much smoother things go when you work with, rather than against, the natural tendencies of those around you.