Leadership Starts with Knowing Yourself and Your Team
Lately, I had the chance to work with a team on DiSC Workstyles, focusing on how different communication styles shape teamwork.
Leadership isn’t just about making decisions or setting goals—it’s about understanding people.
Every team is like a puzzle, with each member bringing a unique piece to the bigger picture. Like jigsaw puzzle pieces, individuals have their own nuances. When leaders recognize and appreciate these differences, it boosts engagement and strengthens the entire team. After all, who doesn’t want to feel seen and valued?
Why Understanding Different Workstyles Matters
No matter where we sit in the team hierarchy, recognizing that others think and work differently is important. But for leaders, it’s critical. Without this awareness, it’s easy to overlook the strengths of people who approach tasks in ways that don’t match our style.
“Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”
The same idea applies to workstyles. If leaders only value employees who work the way they do, they miss out on the full range of talent, ideas, and problem-solving approaches within their team.
Bringing DiSC into Goal-Setting and Performance Reviews
One of the most effective ways I’ve seen leaders use DiSC Workstyles is by incorporating them into goal-setting and performance reviews. Before sitting down for these important conversations, taking a moment to refresh your understanding of each team member’s workstyle can make all the difference.
Here’s why:
Better Alignment: Knowing an employee’s workstyle helps shape realistic and motivating goals.
Clearer Communication: Understanding how they prefer to receive feedback reduces the risk of misinterpretation.
Fairer Assessments: Leaders can avoid unconscious biases and evaluate performance based on strengths, not just personal preferences.
Small Adjustments, Big Impact
Bringing DiSC into leadership doesn’t mean overhauling your entire management style—it’s about small, intentional shifts that create stronger connections. Some team members thrive on structure and direct communication, while others prefer flexibility and discussion. Adapting your approach to match these preferences doesn’t mean catering to every whim; it means leading in a way that maximizes each person’s potential.
At the end of the day, great leadership isn’t about control—it’s about connection. When we take the time to understand our team, we create an environment where people feel valued, engaged, and motivated to do their best work. And that benefits everyone.
