Horizon Point Consulting

Tag: disc

  • Can You Guess Our DiSC Styles?

    Can You Guess Our DiSC Styles?

    Every team has its own rhythm. Ours comes from a mix of personalities, and the DiSC model helps explain how each of us shows up. See our DiSC styles in action when we tasked ourselves with making a team video:

    Click here if the video does not automatically load above.

    Transcript

    Taylor: So, I looked at the questions about a week ago and then I looked at them again yesterday. Um, and I really just gathered my thoughts about what I wanted to say for my answers, but I didn’t really prepare with a script.

    Mary Ila: I did not prepare for this video.

    Lorrie: I honestly looked at the questions this morning, um, and just gave them a little bit of thought and that was it.

    Jillian: I have not prepared for this at all until right now.

    Mary Ila: My DiSC style is an ID or a DI, depending on the environment you put me in.

    Jillian: My DiSC Style is I.

    Taylor: My DiSC style is an S.

    Lorrie: My DiSC style is a C.

    Mary Ila: It means that I like task and people. So, I can get really in my people box and really enjoy interacting with others. Um, and it also means that I can be very focused on results and goals.

    Jillian: I like things that are fast-paced. I like to get stuff done, but I also really like working with people. So I really value collaboration and a team environment.

    Taylor: I am supportive. I’m steady, um, empathetic, calm, collaborative.

    Lorrie: Very analytical, which anyone who knows me knows that that is very true of me. I am very data-driven. Um, I am very good at doing research and problem solving and looking at problems from different angles.

    Mary Ila: There’s not really a slow, cautious bone in my body.

    Why DiSC Matters (and How We’ve Written About It)

    At Horizon Point, personality frameworks aren’t just academic. They shape how we work with clients and with each other.

    In our post Understanding Behavior Styles Can Turn Conflict into Growth, we reflect on the Supportive–Conscientious style and write:

    “Understanding personality styles—not just our own, but others’ too—can dramatically shift how we handle disagreements in the workplace.”

    That resonates with what you just read in the transcript. Our communication rhythms are different, and knowing each style helps us navigate tension with trust and clarity.

    We’ve also drawn parallels through creative analogies (shoutout to Mary Ila). In 4 Lessons in Personality from Hamilton, Mary Ila used character dynamics to bring behavior styles to life, making DiSC both memorable and meaningful.

    Team Dynamics at Work

    Here’s how our styles show up:

    • Mary Ila – D (Dominant) drives forward action and decisiveness.
    • Jillian – i (Influential) brings energy and connection.
    • Taylor – S (Steady) offers calm, supportive consistency.
    • Lorrie – C (Conscientious) brings structure, accuracy, and quality.

    This mix helps our team fill gaps. The D drive is balanced by C precision. The i warmth is balanced by S thoughtfulness. It’s a real-life example of how difference makes a team stronger.

    Self-Awareness Makes Work Better

    DiSC isn’t about labeling people. It’s about understanding ourselves and our colleagues so we can communicate clearly, work effectively, and support each other.

    When we know where we lean and how others lean, it turns conflict into growth and collaboration into something richer.

    Want to Bring DiSC to Your Team?

    No matter your organization’s size, DiSC can build better communication, more intentional decision-making, and healthier conflict. Curious how we bring this to life through leadership training, team building, or coaching? Visit our Create Leaders page to see how we embed DiSC into positive change.

    Thanks for reading The Point Blog. If you’d like more stories, insights, or team spotlights—especially related to DiSC—we’d love to share more.

  • Understanding Behavior Styles Can Turn Conflict into Growth

    Understanding Behavior Styles Can Turn Conflict into Growth

    For the past two semesters, I’ve been part of the Highlands College Leadership Institute, and if I’m honest, I’ve often felt like an imposter. Leadership hasn’t always come naturally to me. Speaking of understanding behavior styles, I know I tend to thrive in supportive roles rather than taking center stage. According to the DiSC personality assessment, my style is SC-calm, conscientious, and supportive. That means I avoid the spotlight and steer clear of conflict when I can.

    But here’s the twist: this very discomfort has become a space for deep growth.

    Through both Highlands College and my professional work with Horizon Point, I’ve been diving into conflict resolution. It turns out, understanding personality styles-not just our own, but others too, can dramatically shift how we handle disagreements in the workplace.

    At Highlands, Chris and Sophie Corder from Designed for Unity have been helping us explore how our DiSC styles shape our approach to conflict. They draw from Robert A. Rohm’s powerful framework in The Ultimate Discovery System, which teaches how understanding behavior styles can unlock harmony at work.

    Here’s what I’ve learned-and why it matters.

    The Four DiSC Styles: How They Handle Conflict Differently

    (Note: There are many models for understanding behavior styles, and we recommend using more than one to better understand ourselves and others. This is simply one tool we like.)

    According to Rohm, people tend to operate within four key behavioral types:

    • Dominant (D): Assertive, results-focused, and direct. In conflict, they can seem intense or confrontational. To resolve issues, speak to their need for efficiency and solutions.
    • Influential (I): Outgoing, optimistic, and persuasive. These people might avoid tough conversations, so approach them with empathy and affirm their ideas.
    • Steady (S): Calm, patient, and loyal. They value peace and can shy away from conflict. Give them reassurance and plenty of time to process.
    • Conscientious (C): Precise, logical, and detail-oriented. They’ll want facts, not feelings. Offer clear data and structured solutions.

    Know Thyself: The Power of Self-Awareness in Conflict

    Understanding others is key-but knowing yourself might be even more important.

    • What triggers your frustration?
    • How do you respond under pressure?
    • Do you tend to avoid conflict or rush to solve it?

    By becoming aware of your own behavioral style, you can better regulate your reactions and navigate conflict more intentionally.

    Communication Tips for Resolving Conflict Effectively

    Conflict can either divide teams or deepen trust. The difference often comes down to how we communicate.

    Here are some key strategies from The Ultimate Discovery System:

    • Listen actively. Before offering solutions, seek to truly understand the other person’s point of view.
    • Tailor your communication. Match your tone and approach to the other person’s DiSC style for better connection.
    • Focus on solutions. Keep the conversation future-focused instead of rehashing problems.

    Collaboration > Competition: Shift the Workplace Mindset

    One of Rohm’s most valuable insights? Conflict resolution isn’t about winning. It’s about understanding and collaborating. Teams function best when they embrace diverse styles and strengths, working together instead of pulling in different directions.

    When we honor different perspectives and communicate with intention, conflict becomes a tool for progress, not a threat to it.

    Ready to Rethink Conflict?

    Conflict is inevitable. But with the right tools, self-awareness, communication, and behavioral insight, it doesn’t have to feel like chaos. It can be the start of something better.

    Want to dive deeper? Check out more from The Point Blog: