We wish we had known about this earlier in our careers – The Four Behavioural Styles and we highly recommend you read the book – Surrounded by Idiots.

The four behavioural styles are often derived from models like DISC or similar personality assessments. These styles help understand people’s preferences and tendencies in behaviour, communication, and leadership. Here is an overview:

1. Dominance (D) – The Driver

• Traits: Direct, decisive, results-oriented, and competitive.
• Strengths: Strong leadership, goal-focused, efficient at decision-making.
• Challenges: Can appear aggressive, impatient, or insensitive to others’ emotions.
• How to engage with them: Be concise, focus on results, and avoid unnecessary details.

Ideal environments: Fast-paced, high-pressure situations where goals must be met efficiently.

2. Influence (I) – The Socialiser

• Traits: Outgoing, enthusiastic, persuasive, and people-oriented.
• Strengths: Builds relationships easily, inspires others, and fosters collaboration.
• Challenges: Can be impulsive, overlook details, and struggle with follow-through.
• How to engage with them: Be positive, acknowledge their ideas, and give them room to express themselves.

Ideal environments: Social, team-based settings that allow creativity and interaction.

3. Steadiness (S) – The Supporter

• Traits: Dependable, empathetic, calm, and patient.
• Strengths: Excellent listener, team player, and loyal.
• Challenges: Can resist change, avoid conflict, and struggle with urgency.
• How to engage with them: Be patient, provide clear instructions, and support them through changes.

Ideal environments: Stable and predictable environments with structured roles and responsibilities.

4. Conscientiousness (C) – The Analyst

• Traits: Detail-oriented, analytical, organized, and cautious.
• Strengths: Thorough, precise, and values accuracy and quality.
• Challenges: Can be overly critical, perfectionistic, and struggle with flexibility.
• How to engage with them: Provide data, allow time for analysis, and respect their need for structure.

Ideal environments: Structured, rule-based environments where data-driven decisions are valued.

These behavioural styles highlight how different people contribute uniquely to a team or organization. Understanding and appreciating these differences can help foster effective communication, collaboration, and leadership.

How do you know which type you are?

To determine your behavioural style, you can follow a few different approaches. Here are some ways to explore which type fits you best:

1. Take a DISC or Behavioral Assessment

• Many organisations offer free or paid DISC assessments that generate personalized reports. Examples include:
• Tony Robbins’ DISC assessment (free)
• 123Test’s DISC personality test (online)
• Contact our team at LeadershipHQ for assessments and workshops!

These assessments involve answering questions about your typical responses in different scenarios. Your results will place you in one or more behavioural categories: Dominance, Influence, Steadiness, or Conscientiousness.

2. Self-Reflection and Comparison to Behavioral Traits

Consider the key traits of the four styles and reflect on your natural tendencies:

• Dominance (D):
• Influence (I):
• Steadiness (S):
• Conscientiousness (C):

Write down how you respond in different environments to see which category resonates the most.

3. Ask for Feedback from Others

Sometimes, we may not see ourselves objectively. Ask colleagues, friends, or family members to describe your behaviour in work or social settings. They may help you identify patterns you weren’t fully aware of.

Example questions to ask:

• How would you describe my decision-making style?
• Am I more focused on people, results, or accuracy?
• Do I seem more comfortable in predictable or fast-paced environments?

4. Observe Your Stress Response and Work Preferences

• Dominance (D): You may become more forceful or impatient in stress.
• Influence (I): In stress, you might become overly emotional or distracted.
• Steadiness (S): In stress, you could become passive or resistant to change.
• Conscientiousness (C): In stress, you may become overly focused on details and perfection.

Pay attention to how you respond under pressure—this can reveal your underlying behavioural style.

5. Blend of Styles

You may not fit neatly into one style. Many people are a combination (e.g., DI, SC, or DC). For example:

• If you love people and details, you might be an IC (Influence + Conscientiousness).
• You might be a DS (Dominance + Steadiness) if you’re goal-driven but empathetic.

Conclusion

To gain a clearer picture, try combining self-reflection, external feedback, and, if possible, a formal assessment. This will help you better understand your behavioural style and how to use it effectively in personal and professional settings.

Working with each type

Here are strategies for working effectively with each behavioural style:

1. Working with Dominance (D) – The Driver

Key Traits: Assertive, results-driven, decisive, competitive

How to Work with Them:

• Be direct and to the point – avoid unnecessary small talk.
• Focus on results and outcomes. Show how your ideas contribute to their goals.
• Respect their time – they prefer quick decision-making and fast action.
• Offer challenges – they thrive in high-pressure situations.
• Don’t take bluntness personally – it’s their way of communicating.

Potential Conflict: They may come across as bossy or impatient. Solution: Stay composed and communicate calmly with facts and results.

2. Working with Influence (I) – The Socialiser

Key Traits: Outgoing, persuasive, enthusiastic, people-oriented

How to Work with Them:

• Be positive and engaging – they respond well to encouragement.
• Give them space to talk – they enjoy sharing ideas and collaborating.
• Recognise their efforts publicly; they value appreciation and visibility.
• Involve them in brainstorming sessions – they thrive on creative thinking.
• Help them stay organized – they can lose track of details or timelines.

Potential Conflict: They may avoid serious topics or overlook deadlines. Solution: Use gentle reminders framed in an encouraging way to keep them on track.

3. Working with Steadiness (S) – The Supporter

Key Traits: Patient, calm, loyal, empathetic

How to Work with Them:

• Be kind and patient – they prefer a gentle approach.
• Provide clarity and time to adjust to change – they dislike sudden shifts.
• Offer consistent support – they are more comfortable working in stable environments.
• Show appreciation for their teamwork – they value harmony and connection.
• Help them embrace change – encourage them to take small, manageable risks.

Potential Conflict: They may resist change or avoid conflict. Solution: Provide structure and reassurance during transitions.

4. Working with Conscientiousness (C) – The Analyst

Key Traits: Analytical, detail-oriented, methodical, cautious

How to Work with Them:

• Provide data and evidence – they want to see the details.
• Give them time to analyze before making decisions.
• Respect their need for structure – they prefer working within clear guidelines.
• Avoid rushing them – they may become overwhelmed under time pressure.
• Acknowledge their precision and thoroughness – they value accuracy.

Potential Conflict: They may focus too much on perfection or get stuck in analysis. Solution: Help them prioritize and set deadlines to avoid analysis paralysis.

By adapting your approach to each type, you foster stronger collaboration, reduce misunderstandings, and get the best out of everyone on your team.