Team Inspiration and Communication

How to Encourage and Inspire Your Team with DISC

Years ago, someone had said to me, “Brad, believe it or not, people really do listen to what you say and how you say it. Your tone, as much as your words, can be convincing and motivating if you choose them to be. If you say things the wrong way, or in a harsh tone, it negatively impacts people. Your words have a lot more power than you might realize.”

Hearing this made me stop and think. I had thought nobody even cared what I said, much less the way I said it, but it had hit me that my words and how I use them do matter to the people around me. I work on this daily and try to make a point to give encouraging words to my team, family, or anyone I come in contact with, and it does make a difference!

Your words do matter, so try to use them to encourage and inspire others. Here are some examples that illustrate how to empower and inspire the four dominant DISC styles:

Give Guidance and Direction (Ownership and Trust)

“D” styles thrive on taking ownership of tasks, decision-making, and seeing projects through to completion. Providing guidance and direction, coupled with your affirmation of trust that they can get the job done, will motivate and inspire the “D” to perform to a high standard. A simple verbal or written “thank you” or “job well done” is often the only recognition “D” styles require to confirm your approval.

Offer Praise and Recognition (Value & Acceptance)

“I” styles gain momentum when their results and achievements are verbally and, when appropriate, publicly recognized. Acknowledging the value “I” styles bring to teams and projects deepens their sense of self-worth and confidence, further emboldening their place as a valuable teammate. Consider sending an e-mail to the team or presenting a certificate during a staff meeting to highlight specific achievements.

Be supportive and consistent (Security & Stability)

“S” styles are always looking for authenticity and positive reinforcement. When performing a task, they often seek confirmation that their performance is acceptable before they feel confident enough to make crucial decisions or move on to the next task. Offering regular, on-the-spot feedback fuels the confidence “S” styles need to confirm your trust in their abilities. Consistency and sincerity are the keys for them to feel secure in their performance and decision-making.

Provide Clarity and Stick to the Facts (Knowledge & Understanding)

“C” styles are less concerned about performance feedback and more interested in what you think of the finished product. They often spend a significant amount of time analyzing data and compiling information; they look for indicators that you value the final product or output. Highlighting the quality of information and attention to detail affirms the effort given to complete a task on time and above standard. Additionally, it highlights that you recognize their subject knowledge and skill, which motivates them to maintain top-notch performance.

As a leader, knowing how to motivate individuals and teams is a simple but powerful tool that not only builds trust and respect, but encourages cross-functional teamwork and communication organizations need to succeed.

What phrases do you use, or actions do you take to inspire your team? Are you ready to take it on the next level?

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Written by: Brad Smith

Bradley Smith, Ph.D. is the Director of International Business Development at PeopleKeys, and works directly with our international distributors and business partners. He enjoys providing custom solutions outside of our "normal" realm of business, such as corporate consulting and custom technology applications. He especially enjoys taking the lead and reaching goals quickly on new and challenging areas. A proud dad of a toddler. Personality Style: D

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