Using DISC for Conflict Resolution in the Workplace
Kristin Emerson
Training Director
How to use DISC to Resolve Workplace Conflict
Conflict in the workplace is inevitable – and it’s not actually a bad thing.
As a DISC-certified trainer, I worked with a small team in a manufacturing setting. Their team leader, Mike, had an S style, and he was so concerned about rocking the boat that he did everything he could to shut down the first hint of conflict or disagreement during meetings. The unintended result was an environment where team members didn’t feel heard and received the message that the team leader didn’t care about their thoughts.
As a harmony-loving S-style, this was the opposite of the environment Mike intended to create! Once he learned that productive, healthy conflict was actually essential to an effective team, it was a game-changer in how to manage team conflict.
Learning types of conflict resolution is not as important as ensuring that conflict is productive.
People bring different priorities, communication styles, and stress responses into their roles. When these differences clash, tensions rise and productivity suffers. But conflict does not have to be destructive. By applying the DISC model of personality styles – Dominance, Influence, Steadiness, and Conscientiousness – leaders and teams can transform conflict into an opportunity for better understanding and stronger collaboration. In addition to collaboration, productive conflict with trust at its core fosters a safe environment for debating ideas to reach the best possible solution. Conflict is the gateway to innovation, strategy building, and creativity.
This article explores how DISC styles influence conflict, providing practical approaches for navigating disagreements that I have helped teams implement in my role as a DISC trainer and coach. You will learn which strategies work best with each style, what to avoid, and how to build a workplace culture that resolves conflict productively.
Table of Contents
- How DISC Styles Affect Conflict Resolution
- The Nature of Workplace Conflict
- Benefits of Applying DISC to Conflict Management
- The Nature of Workplace Conflict
- How to Resolve Conflict with….
- D-Style Colleagues
- I-Style Colleagues
- S-Style Colleagues
- C-Style Colleagues
- Implementing DISC-Based Conflict Resolution in the Workplace
- Conclusion and Next Steps
How DISC Styles Affect Conflict Resolution
The DISC model is built on the theory that people tend to express one of four distinct personality styles primarily.
Each style indicates how individuals respond to stress and disagreements. DISC conflict resolution is really about recognizing the behavioral patterns of each style and using them to guide people into productive conversations when conflict arises.
The Nature of Workplace Conflict
Unresolved conflict erodes trust, weakens collaboration, and can create long-term damage to culture. When ignored, even minor disagreements can grow into significant barriers, which is what happened on Mike’s manufacturing team when he shut down all disagreements immediately.
By contrast, when conflict is managed effectively, it can spark innovation, reveal blind spots, and foster stronger relationships. Mike’s team developed trust and became more effective once they built a habit of calling on each person to weigh in on decisions and project plans. They also instituted 5- to 10-minute cooldown breaks when things became tense, but afterward, they immediately returned to the topic and reached a resolution.
Mike became more comfortable with the idea that each of his team members needed to weigh in, but that did not obligate him to please everyone when he was pressed to make a final decision. Each of these strategies benefited specific DISC styles within the team, and these are productive conflict examples that many teams can easily implement.
Benefits of Applying DISC to Conflict Management
- Provides a framework for anticipating conflict triggers
- Improves empathy by helping people see situations from different perspectives
- Offers actionable strategies for reducing tension
- Helps managers adapt their approach to individual team members
- Encourages productive rather than destructive conflict
The map below highlights the key characteristics of each DISC style, including combined styles, which have strong influence from more than one of the four primary styles.
How to Handle Conflict with D-Style Colleagues
D-Style (Dominance): Direct, results-driven, assertive.
Effective Approaches
- Get to the point quickly; focus on facts and outcomes.
- Demonstrate confidence and preparedness in your position.
- Offer solutions rather than dwelling on the problem.
- Highlight how resolution supports goals or performance.
Approaches to Avoid
- Avoid excessive small talk or emotional appeals.
- Do not challenge their authority in public; address issues privately.
- Steer clear of drawn-out debates that waste time.
How to Handle Conflict with I-Style Colleagues
I-Style (Influence): Social, optimistic, enthusiastic.
Effective Approaches
- Use a positive, encouraging tone when addressing issues.
- Listen actively and acknowledge their feelings.
- Frame solutions in terms of teamwork and relationships.
- Be open to brainstorming and creative compromises.
Approaches to Avoid
- Avoid shutting them down abruptly or dismissing their ideas.
- Do not focus exclusively on cold logic or data without connecting it to people.
- Minimize criticism delivered in a harsh or impersonal way.
How to Handle Conflict with S-Style Colleagues
S-Style (Steadiness): Cooperative, patient, dependable.
Effective Approaches
- Create a safe, calm environment for discussion.
- Reassure them that the relationship matters and will remain intact.
- Provide time to process decisions and avoid rushing.
- Emphasize collaboration and stability as outcomes.
Approaches to Avoid
- Avoid pressuring them into quick decisions.
- Do not use aggressive tactics or sharp criticism.
- Steer clear of sudden changes without explanation.
How to Handle Conflict with C-Style Colleagues
C-Style (Conscientiousness): Analytical, detail-focused, precise.
Effective Approaches
- Present clear evidence, logic, and supporting data.
- Stay professional and objective rather than emotional.
- Give them time to analyze options and form a reasoned response.
- Emphasize fairness, accuracy, and standards in solutions.
Approaches to Avoid
- Avoid vague, emotional arguments without supporting facts.
- Do not pressure them into snap decisions.
- Minimize unpredictability; respect processes and rules.
Which DISC Personalities Clash?
People often ask which DISC styles are most likely to struggle with conflict. Each style has a stylistic opposite in two areas: pace and priority.
Naturally, those opposing styles can lead to tension. Pace is a significant contributor to stress in relationships, followed by priority.
When both are different, like they are with a person’s most opposite style (described in the third column below), it multiplies the potential challenges.
Use DISC to Improve Workplace Conflict Resolution
Conflict does not disappear on its own. But with DISC, leaders and teams gain practical tools for navigating difficult moments with clarity and respect. By adapting approaches to match different personality styles, organizations create a culture where disagreements fuel progress instead of division.
To deepen your understanding of DISC and how it strengthens workplace communication in general, explore these related resources:
- [How DISC Personality Assessments Are Used in Team Coaching]
- [How DISC Helps Managers Communicate More Effectively]
- [Using Leadership Assessment Tools to Make Teams Stronger]
- [Understanding the Main DISC Personality Styles]
If you have not taken a DISC assessment yet, consider it your next step. Knowing your style is the first move toward more productive conflict resolution in your workplace.
If you are interested in having our team assist with a DISC training session or coaching, please set up a time to chat here.
"*" indicates required fields