When I lead a DISC debrief session with a team, the room buzzes with a contagious energy. Team members are invigorated as they gain fresh insights into their behavior and their colleagues' unique styles and strengths. The excitement is palpable, and the potential to enhance communication, foster stronger relationships, and work more effectively together is truly inspiring.

There’s a significant difference between teams that stopped at the initial DISC breakthrough and those that embrace it as an ongoing tool. Leaders who keep DISC insights active within their team culture—revisiting, applying, and building on them over time—consistently witness greater growth. Teams that use DISC continuously evolve and deepen their collaboration, with DISC serving as a foundation for ongoing development rather than a one-time reference that eventually fades from memory. This continuous journey offers a hopeful outlook for the team's future.

This article delves into the benefits of using DISC as a continuous development tool. It explains how, when implemented effectively, this approach can lead to sustained high performance and foster strong, lasting team dynamics, providing a solid foundation for the team's success.

1. The Traditional One-and-Done Approach to DISC

Many organizations introduce DISC as a one-time assessment tool—often during onboarding or a specific team-building session. However, this approach, while insightful, has its limitations. Treated as a static reference, DISC may offer a quick glimpse into personality styles but lacks the adaptability required for ongoing growth and team evolution.

2. Why DISC Should Be a Long-Term Development Tool

When used continuously, DISC becomes a dynamic part of a leader’s toolkit, enabling them to:

• Foster Stronger Relationships: As team members evolve, so do their communication and work styles. Regular DISC sessions help leaders stay updated on these shifts, adjusting their approach for optimal results.
• Adapt to Team Dynamics: Each team is unique, and as members join or leave, DISC guides smooth transitions, helping new team members integrate while allowing existing ones to adjust.
• Enhance Self-Awareness and Adaptability: Research consistently shows that self-awareness is crucial for effective leadership. A study by Green Peak Partners found that high self-awareness among senior leaders is the strongest predictor of company success. Repeated engagement with DISC encourages leaders and team members to consistently reflect on their behavior, track progress, and build a culture of self-awareness and continuous improvement.

3. Practical Steps for Implementing DISC Long-Term

Leaders can make DISC a continuous part of team development by applying these practical steps:

• Schedule Regular Review Sessions: Set up quarterly or biannual DISC reviews to revisit individual and team profiles. These reviews keep DISC fresh in everyone’s mind and reinforce its role in team culture.
• Integrate DISC into Feedback and Goal-Setting: Use DISC insights to tailor feedback. Highly analytical team members may appreciate detailed feedback, while action-oriented individuals prefer quick, actionable points.
• Discuss DISC in Team Meetings: Dedicate a few minutes to discuss communication styles, using DISC as a reference point. The Society for Human Resource Management (SHRM) reports that companies with effective communication practices experience 47% higher shareholder returns, emphasizing the value of tailored communication for team success.
• Leverage DISC 360 for Holistic Feedback: Leaders can use DISC 360, a tool that provides a comprehensive view of how team members perceive each other’s strengths and areas for growth. This deeper insight helps leaders support individual and team development with a well-rounded perspective, enhancing team dynamics and performance.
• Leaders​​ can further leverage Development by incorporating its insights into leadership coaching sessions. This encourages leaders to reflect on their style and consider adjustments that may benefit team cohesion and morale, thereby shaping effective leadership and team dynamics.

4. Case in Point: The Difference DISC Made Over Time

Imagine two teams—one that uses DISC just once and another that integrates it continuously. In the first team, members learn about each other’s styles but rarely revisit them, which eventually causes the impact of DISC insights to fade.

In the second team, the leader revisits DISC every quarter, weaving it into performance reviews and team-building activities. Harvard Business Review reports that teams who integrate personality assessments like DISC experience up to a 34% improvement in team performance due to enhanced understanding and adaptation of team dynamics. Over time, DISC becomes a common language for the team, fostering trust and enabling deeper collaboration. This reassures the team of the effectiveness of DISC in their journey.

5. Why the Long Game Matters

By embedding DISC into team culture, leaders unlock the power of consistent, incremental improvement. Over time, they experience stronger communication, higher engagement, and a more cohesive team atmosphere. This 'long game' approach, shifting DISC from a one-time assessment to a foundational tool, builds a resilient, high-performing team that is prepared for the challenges of the future.

Schedule a complimentary call with one of our consultants to learn more about implementing DISC or DISC 360 in your organization. Discover how a continuous approach to DISC can empower your team for long-term success.

With Gratitidue,

Robert

Robert S. Grossman
Black Diamond Leadership