Using DISC to Build High-Performing Hybrid Teams

Understanding DISC in a Hybrid Work Environment

1. Dominance (D): Direct, results-driven, and decisive.
2. Influence (I): Outgoing, enthusiastic, and relationship-focused.
3. Steadiness (S): Patient, supportive, and consistent.
4. Compliance (C): Analytical, detail-oriented, and process-focused.

How DISC Styles Adapt to Hybrid Work

Dominance (D)

Strengths in Hybrid Work: High-D individuals do best when given autonomy and clear goals. They are comfortable working independently and don’t need constant supervision, making them well-suited to remote work environments.

Challenges: They may struggle with long, collaborative discussions or meetings, especially if they feel they are not contributing directly to decision-making.

How to Manage: Keep communication brief and focused on results. Allow them to take ownership of key projects, and give them opportunities to lead initiatives remotely or in-person. Set clear expectations and check in periodically, but avoid micromanaging.

Influence (I)

Strengths in Hybrid Work: High-I individuals thrive on social interaction and can be strong motivators within the team. They bring energy to meetings, whether virtual or in-person, and help maintain team morale.

Challenges: Remote work may lead to feelings of isolation for high-I individuals, as they miss the face-to-face interactions that energise them.

How to Manage: Ensure regular video calls, not just for work updates but also for casual team-building activities. Encourage high-I team members to take on roles that involve collaboration and communication, like leading brainstorming sessions or virtual team events.

Steadiness (S)

Strengths in Hybrid Work: High-S individuals value stability and are likely to be adaptable in a hybrid setup as long as clear routines are established. They are reliable and maintain consistent performance, whether working remotely or in the office.

Challenges: High-S team members may struggle with frequent changes or a lack of face-to-face support. They may also be hesitant to express concerns or needs in a remote setting.

How to Manage: Provide clear structures and regular check-ins to offer reassurance. High-S individuals may prefer tasks that involve teamwork, so make sure they have opportunities to collaborate with others, even when working remotely. Encourage open communication and provide a sense of security in changing environments.

Compliance (C)

Strengths in Hybrid Work: High-C individuals are detail-oriented and work well independently, making them ideal for remote work that requires precision and focus. They are most comfortable following established procedures and maintaining accuracy in their tasks.

Challenges: High-C individuals may feel uneasy if communication is vague or if expectations are unclear. They may also feel disconnected from the team if processes and guidelines are not well defined in the hybrid setup.

How to Manage: Provide clear, detailed instructions and ensure that remote processes are well-structured. High-C individuals appreciate regular feedback, so offer detailed updates on their performance and how it contributes to the overall success of the team.

Balancing In-Person and Remote Work Based on DISC Profiles

• High-D Individuals: Give them more remote work opportunities, where they can work independently and focus on achieving results without distractions. When they are in the office, involve them in key decision-making meetings where they can contribute to strategy.
• High-I Individuals: These team members should spend more time in the office or participate in frequent virtual meetings to satisfy their need for social interaction. Encourage virtual coffee breaks or informal chats to keep their energy high.
• High-S Individuals: Ensure that remote work is structured with clear guidelines and regular team check-ins. They may benefit from a hybrid model that allows them to spend time in the office collaborating with colleagues for part of the week.
• High-C Individuals: High-C team members often thrive in remote work environments where they can focus on details and avoid interruptions. When they are in the office, they should have structured meetings that allow them to share data-driven insights and contribute to process improvements.