Why DiSC Matters: Behavioural Insight for Change, Boards and Leadership

Most of us believe we’re self-aware, especially once we step into leadership roles.

But the truth is, we’re often not as clear on how we show up or how others experience us

as we think.

And in times of change, pressure, or disagreement, that gap becomes visible.

That’s where DiSC comes in.

What Is DiSC?

DiSC is a behavioural insight tool used in leadership development, team dynamics, and organisational change. It helps individuals understand:

• How they communicate

• How they respond to stress and conflict

• What they need to feel psychologically safe and engaged

• And how they’re likely to be experienced by others

DiSC is based on four core styles:

🔴 D - Dominance: Direct, action-oriented, results-driven

🟡 i - Influence: Enthusiastic, people-focused, persuasive

🟢 S - Steadiness: Calm, supportive, consistent

🔵 C - Conscientiousness: Analytical, precise, process-driven

Most people are a blend of these styles. We all carry each trait to some degree, and that blend shapes how we lead, listen, manage, relax, and react, especially under pressure.

Why DiSC Matters in Real Life

Let’s look at a real-world scenario:

A board made up of S and C types; thoughtful, cautious, and stability-driven is chaired by someone who’s a D/i/S: assertive, fast-paced, and people-savvy.

They appoint a CEO with a D/C profile; results-driven, structured, and independent.

On paper, this should work. But here’s what actually unfolds:

• The CEO finds the board too slow, too cautious, and feels undermined by the chair’s dominant presence. Instead of collaborating, they push back, not outwardly, but by withdrawing, limiting engagement, and becoming more controlling with staff.

• The board, feeling ignored and increasingly distanced, leans further back, placing more trust in the CEO, but also pushing harder for accountability.

• The chair escalates, becoming more directive.

• Staff begin to resign. Grievances rise. Tribunals become common.

• The internal culture fractures.

All of this unfolds not due to incompetence, but because of misaligned behavioural dynamics.

Now Imagine a Different Approach

Now imagine if DiSC had been used proactively, not just as a hiring filter, but as a strategic tool to understand behavioural dynamics across the board, the Chair, and the leadership role.

Perhaps the board first engaged in a DiSC-led leadership and communication training, where they explored their own team styles, blind spots, and stress behaviours identifying their team dynamics . They would have recognised:

• Their tendency to prioritise caution and stability (high S and C)

• The chair’s fast-paced, result and people-driven leadership (high D/i/S)

• The need for a CEO who could balance both styles, not override them

Through this, they may have chosen a CEO with an i/D/S blend. Someone who is:

• Dynamic enough to match the Chair’s pace

• Relational enough to build trust with the board and staff

• Grounded enough to hold the emotional needs of the organisation without defensiveness

• Proactive enough to deliver creative results and motivate others

The result?

• Stronger board-CEO alignment

• Improved staff retention and engagement

• Clearer communication and healthier conflict navigation

• A culture capable of holding challenge without collapse

• Greater profit as a result of reduced tribunals and conflict resolution

No one changed their personality. What changed was the board’s ability to see beyond CVs and performance, to recognise what kind of behavioural energy would help the system thrive.

This is why DiSC matters (when used with intentional training and facilitation) makes possible.

“Your behavioural profile isn’t fixed, because you aren’t. Reviewing it every 6 - 12 months helps you stay aware, not stuck.”

DiSC Is Not Fixed or static. Humans Aren’t Either

One of the biggest misconceptions about DiSC is that it slaps labels on people and puts them in boxes. In truth, behaviour is contextual and fluid.

Your DiSC profile can shift based on:

• The role you’re in

• The environment you’re navigating

• Life changes, stress, and growth

That’s why we advise reassessing your profile every 6 to 12 months.

It’s not about finding a fixed “type”. It’s about tracking your behavioural tendencies.

For example:

A high I may become more C under pressure

A high D may lean on S in relational roles

A high C may exhibit D traits under deadline stress

DiSC helps you not only recognise these shifts, but also make your communication during these shifts intentional, not reactive.

The Leadership Advantage

At SVH Inc. CIC, we don’t use DiSC as a one-off profile. We use it as a mirror and a map.

Through our leadership programmes, board support, and mentoring work, DiSC enables:

1. Behavioural alignment across leadership levels

2. Trust-building through awareness and empathy

3. Resilience under pressure

4. Inclusion-driven team cultures

   
   

We support its practical application through:

• Team and board workshops

• DiSC-informed mentoring

• Conflict navigation and behavioural mapping

• Organisational change programmes grounded in human insight

Reflection Before Reaction

Before your next leadership hire or restructure, ask:

1. What behavioural strengths already exist?

2. Where are the pressure points?

3. Are we leading as we prefer — or as our teams need?

   
   

Behavioural alignment doesn’t just create harmony. It unlocks performance.

Equity, Inclusion, and Behavioural Awareness

At SVH Inc. CIC, we use DiSC to support behavioural inclusion, not to stereotype, but to strengthen understanding, promote wellbeing, enhance inclusion and foster effective leadership.

Different styles have different needs, and each is important.

We design leadership, wellbeing, and communication strategies that work for everyone.

Finally, DiSC isn’t about fixing people. It’s about recognising patterns, building trust, and leading with behavioural intelligence for more effective leadership and communication.

If that’s the kind of leadership culture you want to build, we’re ready to support you. Get in touch or book a DiSC Assessment here - DiSC Assessment