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See the programmeGrow stream
Communicating Effectively Using DISC
Communicating Effectively Using DISC is a one-day corporate workshop from Pursue Your Potential that uses the DISC behavioural model and an individual DISC profile to help people recognise their own communication style and adapt it to the colleagues they work with, rather than labelling those colleagues.
Outcomes
What changes afterwards
- Identify your own DISC style and name the two styles you find hardest to work with
- Adapt the pace, detail and tone of a message to the person receiving it
- Read behavioural cues in meetings, email and chat, and adjust while the conversation is still running
- Open a difficult conversation with a colleague whose style is the opposite of yours
- Give feedback in a form the other person can act on rather than defend against
- Agree working rules with your team for decisions, response times and meeting behaviour
Why teams run this
“Just tell me what you need.” “I did, in the email I sent you on Tuesday.” A manager watches two capable people talk past each other for the third month running. One sends a three-line message and expects a decision by the end of the day. The other wants background, options and time to think. Neither is being difficult, but work slows down, emails get longer, and eventually someone asks for a meeting to clear the air.
Most people communicate the way they would like to be communicated with. That holds up until it meets someone wired differently, and those are usually the people you need most: the colleague in another department, the specialist who guards their detail, the senior stakeholder who wants the headline first and the reasoning later. This workshop gives a team shared, neutral language for those differences, so a mismatch becomes something to name and adjust rather than a private judgement about someone’s character.
What happens in the room
Each participant completes a DISC questionnaire in the week before the session and receives their individual profile on the day. Louisa opens by debriefing those profiles: what each style prefers, how it behaves under pressure, and where it reliably grates on its opposite. That takes the first part of the morning. After it, the day is practice, because nobody changes a habit by listening to a model being explained.
Participants bring real situations with them: a stakeholder who never replies, a peer who reopens settled decisions, a handover that goes wrong the same way every quarter. Those cases become the material for everything that follows. Rounds are short and repeated, and every person gets feedback more than once, first from a partner and then from Louisa.
- A DISC questionnaire and personal profile report, debriefed in plain language
- Style-spotting practice on real emails, chat threads and meeting behaviour participants recognise
- Rewriting one live message three ways for three different styles, then comparing which lands
- A role-played conversation with the colleague each person finds hardest, run twice with feedback between attempts
- A structured exchange where each style tells the others what helps and what gets in the way
- Building a personal adaptation plan for three named working relationships
What people leave with
Everyone leaves with something written, specific to them, and usable on Monday morning rather than a set of notes about a behavioural model.
- Their individual DISC profile report, theirs to keep
- A one-page adaptation plan naming three colleagues, the style mismatch in each case, and the one change they will make
- A short phrase bank for opening, disagreeing and closing with each style
- Team working rules agreed in the room: how decisions get communicated, expected response times, and when to stop typing and pick up the phone
Making it stick
A single day shifts behaviour for a fortnight unless something follows it, so Pursue Your Potential builds the follow-up into the design. That starts before the workshop with a briefing for the manager or HR sponsor, so the day targets friction that genuinely exists in the team rather than a generic case study. Afterwards, groups can add a 60-day check-in session where people report what they tried, what failed, and what the team rules need to become. One-to-one coaching is available for anyone working on a specific relationship that matters to their results. Louisa runs every session personally, so the person coaching someone in month three is the person who watched their role-play in week one.
Questions about Communicating Effectively Using DISC
Still unsure whether this is the right fit? Ask directly. A short call usually settles it faster than a brochure.
Ask a question- How much does Communicating Effectively Using DISC cost?
- Pursue Your Potential prices per group rather than per head, so the figure depends on the number of participants, whether the session runs in person or virtually, and any follow-up coaching or check-in you add. The individual DISC profile for every participant is included in the programme fee. Send the group size, location and preferred dates and you will get a written quote.
- How long is the workshop and how many people can attend?
- The standard format is one full day for 6 to 14 participants, run in English. Groups smaller than six lose the range of styles that makes the practice work, and groups larger than 14 cut the individual feedback each person gets. Where a full day out of the business is not realistic, the content splits cleanly into two half-day sessions a week or two apart.
- Can it be delivered virtually, or does it have to be in person?
- Both work, and the design changes to suit. The virtual version runs as two half-days with breakout rooms for the practice rounds, which holds attention far better than a full day on screen. In-person is the stronger choice for teams who rarely meet face to face, because much of the value sits in the conversations between exercises.
- How is DISC different from MBTI or Insights Discovery?
- DISC describes observable behaviour rather than internal preference, so participants learn to read style from what a colleague actually does, writes and says in a meeting. That matters in a workshop about adapting to other people, most of whom will never complete a questionnaire themselves. The profile is a starting point for practice, not a label to carry around.
- What follow-up is available after the workshop?
- Any group can add a 60-day check-in session where participants bring back what they tried and revise their team working rules against real evidence. One-to-one coaching with Louisa is available for people handling a specific difficult relationship. Managers and HR sponsors receive a short debrief on the themes from the room, with nothing attributed to a named individual.
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