How Can DISC Help You Navigate Conflict More Effectively?
In this episode of Ask The Professor, Ari Justice and Professor Ben Hippeli dive into the topic of embracing healthy conflict and how understanding DISC communication styles can transform team dynamics. Avoiding conflict can damage trust, lowers communication, and stifles innovation. Instead teams should view conflict as an opportunity for growth, collaboration, and stronger commitment. .
DISC is a powerful framework that breaks down human behavior into four primary styles — Dominance, Influence, Steadiness, and Conscientiousness. By understanding these styles, leaders can recognize their own tendencies while adapting their approach to better connect with their team.
They stress the importance of focusing on processes rather than personalities, fostering psychological safety, and tailoring conflict resolution strategies to each DISC style. The discussion includes real-world examples of how D, I, S, and C styles handle conflict differently—along with the fears that drive their behavior—and how leaders can use these insights to build healthier, more resilient teams.
Here’s what you’ll walk away with from this episode:
- Healthy Conflict Fuels Growth: Teams that address issues directly uncover better solutions and build stronger trust.
- Avoiding Conflict Erodes Engagement: Unresolved tension leads to disengagement, lost productivity and lower morale.
- Focus on The Process, Not The Person: Shifting accountability from individuals to systems reduces blame and defensiveness.
- DISC Enhances Conflict Resolution: Understanding each communication style’s fears and motivation creates empathy and clarity.
- Leaders must define the framework: Establishing shared norms and language around conflict gives teams confidence to address issues constructively.
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