Understanding Your Team’s Personality and Learning Styles

What sets a great manager apart from a good one?

It’s not just about delegating tasks or managing projects—it’s about truly understanding how each team member thinks, learns, and communicates. Here’s how DISC has transformed my approach to leadership.

The Difference Between a Good Manager and a Great Manager

Many people know of the Myers-Briggs Personality Assessment, but with 16 different personality types, it can be tough to understand and remember the distinctions between each one. That’s why I prefer the DISC methodology—it’s more consolidated, straightforward, and practical for real-world use. DISC breaks personalities down into four easy-to-remember types: Dominance, Influence, Steadiness, and Conscientiousness. This simplicity makes it far more accessible for teams and managers alike, allowing for quicker understanding and more actionable insights. Plus, DISC offers a clear, direct way to adapt communication styles to meet the needs of different individuals, making it my go-to tool in developing effective team dynamics.

The difference between a good manager and a great manager comes down to their ability to truly understand how their team members think, learn, and communicate. Great managers don’t just assign tasks—they tailor their leadership to suit the unique personalities of each person they manage. This approach fosters a more cohesive team, better problem-solving, and a culture where everyone can thrive.

How DISC Transformed My Leadership Style

Back when I worked at Uber, I saw firsthand the power of DISC in action. I had binders filled with printouts from Manager Tools on DISC, and it became a cornerstone of how I led my team. I wasn’t just using the assessment for my own benefit, I shared it with the entire team and asked each individual to take the DISC quiz.

Why? Because understanding how someone prefers to receive and give feedback is crucial for effective communication.

DISC gave me insight into how different team members operate. For example, someone with a “Dominance” (D) profile wants quick, direct conversations, while a “Steadiness” (S) profile requires a more patient, relationship-based approach. By investing time in understanding each team member’s DISC style, I was able to lead with intention, making sure my communication was as effective as possible for each individual. The result? Better engagement, higher trust, and stronger collaboration across the board.

Revisiting My Own DISC Style: The Formalist

Recently, I retook my own DISC assessment, and my results were a reminder of who I am at my core…a Formalist, which falls under the Conscientious (C) style of DISC.

As a Formalist, I bring precision, attention to detail, and thoughtful decision-making to the table. I thrive when given clear expectations, deadlines, and quality resources. Formalists like me are cautious risk-takers; we move forward only when the facts, details, and logic align.

This reassessment also reminded me how important it is to stay in touch with your own style, even as your career evolves. Knowing your DISC profile can help you navigate interactions more effectively and lead with greater self-awareness. For example, while I’m not always the most outwardly verbal in meetings, my strength lies in deep critical thinking. This allows me to make informed, strategic decisions—and it’s why I encourage others like me to contribute their ideas and analysis openly.

The Impact of Tailored Communication

One of the biggest insights DISC offers is that communication is never one-size-fits-all. Peter Drucker’s famous principle, “Communication is what the listener does,” drives home the point that it’s not about how we think communication should happen, but rather how the other person prefers to receive it. Most of us default to communicating in ways that make sense to us, but that only works for about 25% of the people we interact with.

Take something as simple as a greeting. Many of us use the same greeting for everyone because it’s easy, but it’s not always effective. A “Dominance” type might appreciate a short, direct hello, while a “Conscientiousness” type may want a more thoughtful and measured interaction. These small adjustments can make a big difference in how your message is received.

Why DISC Matters in Today’s Workplace

The modern workplace is more complex and diverse than ever, which means managers need to be flexible and adaptive. DISC offers a structured, but not rigid, framework for understanding the personalities of your team members. It helps you pinpoint what motivates each person, how they handle stress, and what approach they need to perform their best.

Great managers take the time to understand these nuances. They don’t just manage tasks—they manage people by creating an environment where individuals can thrive based on their unique styles. DISC makes this possible without overwhelming you with complexity, like other personality assessments might.

Start with DISC

If you haven’t taken a DISC assessment, or if it’s been a while since your last one, I highly recommend giving it another look. Understanding your own style is the first step toward adapting your approach to better support your team. Once you’re aware of your natural tendencies, you can begin tailoring your leadership style to maximize communication and performance.

The result? A team that feels heard, understood, and motivated to achieve their best. This is what separates good managers from great ones. So, invest the time in DISC. It’s a simple yet powerful tool that will transform how you manage and lead your team.

If you would like to learn more about DISC or other great leadership principles - I recommend checking out the Manager Tools Website and Podcast - they’re amazing!