The single biggest problem in communication is the illusion that it has taken place.
George Bernard Shaw
We often assume that what we are saying is exactly what others hear. And the way we interpret a message must be the only right way, right? Sometimes it is, sometimes not so much. Sometimes we are great at decoding, sometimes we are just guessing.
Or not picking up the clues at all.
If you’ve ever wondered how to ‘read the room’ at work, why some meetings fall flat, or why certain people seem easier to work with, David, Isabel, Sophia, and Colin might just provide the answers.
Imagine this:
A typical work day, 1:30 PM...
David, Isabel, Sophia, Colin, and a few of their peers join a routine group call to discuss The Most Important and Pressing Thing Launch.
David kicks off by asking Colin for an update. Colin presents a detailed 10-slide deck, packed with solid analysis and breakthrough insights. David is fuming: “This is too much information!” Colin doesn’t take the criticism lightly – he spent two days crafting the presentation to ensure every critical detail was clear and concise, and all potential scenarios were covered.
David moves on to ask Isabel about her team’s progress. Isabel shares key takeaways from on-stand talks, panel discussions, lunches, and dinners her team had with competitors, partners, and potential clients at The Exhibition Show they recently attended. The signals she picked up raise concerns about The Most Important and Pressing Thing Launch. David glances at the clock. Isabel senses his unease and feels nobody seems to grasp the risks she is trying to highlight.
At 2:15 PM, David abruptly leaves the call, suggesting another meeting next week: “Let’s see some real progress by then”. The final 15 minutes fall to Sophia who invites everyone to share thoughts and ideas to prepare for the next call.
A typical work day, 2:40 PM. Nothing specific has been agreed upon.
After an hour-long group call, do we really understand what’s happening within the group? More importantly, how does the call replay in everyone’s minds, influencing agendas, plans, performance, culture, work lives—or even life in general?
Anyone who has spent time in the corporate world likely met a David, an Isabel, a Sophia, and a Colin. They are the D’s, the I’s, the S’, and the C’s in DISC and in our work life. Some of us may even identify with one of them, or recognize a peer, a manager, or even a rival – someone who drives us potty on a daily basis, or someone we prefer to work with because we trust them and feel good around them, even without a clear reason.
This is a paper-thin fable, I admit. It lacks context and complexity. However, it mirrors a common real-life scenario and serves as a straight-forward example of where DISC comes into play.
Why is this important?
The different DISC profiles approach time, priorities, and facts differently. These three key factors alone can influence everyday work, team dynamics, performance, projects delivery, processes, relationships, conflicts, and culture.
When a David asks for an update, he actually asks for the bottom line. A David doesn’t care about spending too much time on detailed analysis. He is not interested in interpersonal factors or risks that may or may not influence the final outcome. Unless these are presented in a way that links the potential threat or the current situation with the desired outcome. In a nutshell.
On the other hand, a Colin would diligently prepare for updates, ensuring he provides all the relevant information needed for an informed decision. And he would appreciate being given the same level of detail in return. A Colin might struggle to guess the right size of a deck to present to a David, but if he raises risk concerns, it’s important everyone listens very carefully. A Colin sees patterns and risks long before anyone else on a team.
An Isabel would be a secret weapon whenever people relationships are at stake, as what happens with people is her idea of having or sharing a valuable piece of information. She is the Connector, the Master of the Grapevine.
Finally, a Sophia would thrive in an environment that is supportive and inclusive. If there is no such environment, she would make efforts to create it, and the likelihood of her success is greater than anyone else’s. She will be steady in her attempts; however, she may need time to consider everything and orchestrate it properly. Hence, leaving her with just 10-15 minutes will not be effective.
***
Of course, the fable presents many other perspectives from which to analyse the group dynamics. What is important to know is that DISC is all about communication patterns, preferences, and styles. A relatively small amount of people have a clear D, I, S, or C profile; majority of us blend two, and some of us even exhibit three profiles that may vary in strength.
Still, a DISC profile offers specific insights into how these two or three factors interact and impact a person’s approach to working with facts and information, their sense of time, how they respond under pressure, what strengths they typically demonstrate, and what their most valuable contribution is to a team or a group.
Contact me today to explore how DISC unlocks the ability to 'read a room' and enhances millions of professionals' capacity to perform, connect and collaborate effectively at work.
