
Leading Change with DISC: Insights from a Leadership and Management Training Session
Jan 28
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In business, adaptability and self-awareness are non-negotiable traits for successful leadership. The recent leadership and management training session I facilitated with one of my clients, Managing Organisational Change, offered attendees a unique blend of theoretical insights and practical applications, focusing on the DISC personality framework and agile leadership.

My Personal Experience with Change Management
My career as a Hotel General Manager gave me hands-on experience in dealing with complex change management scenarios. Over the years, I successfully project-managed the implementation of new Property Management Systems (PMS) at two different hotels. These projects were not just technological upgrades—they were transformational processes that required careful planning, communication, and team alignment. They affected all aspects of the hotel’s function, from finances to guest reservations, to stock control.
One of the biggest challenges I faced was understanding and managing the diverse personalities within my teams. From tech-savvy front-office staff eager to embrace the new system to cautious housekeeping teams anxious about how the change would impact their daily routines, I quickly learned that a one-size-fits-all approach to change wouldn’t work. Each personality type required a tailored strategy:
Task-Oriented Individuals thrived when given clear goals and deadlines.
Relationship-Focused Team Members needed reassurance about how the change would benefit the team as a whole.
Detail-Oriented Staff sought precise instructions and comprehensive training to feel confident in their ability to adapt.
Stability-Oriented Team Members preferred gradual transitions with minimal disruption to their routines.
This hands-on experience shaped my understanding of the importance of adaptability and emotional intelligence in leading change—skills that resonate deeply with the principles of DISC.
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Training Highlights
During this training course we covered the following aspects of Managing Change in Business.
The Need for Change: Exploring the dynamics of organisational transformation, realising that 97% of businesses are currently going through some form of transition.
Introduction to DISC: Understanding personality styles for effective communication and leadership.
Change Model in Practice: Using Kotter’s 8-Step Change Model to implement transformation effectively, we discussed how each personality type would be best suited for each step, which would need nurturing, and which would find a certain step challenging.
Self-Awareness: Enhancing leadership through emotional intelligence and self-reflection.
Role-Playing and Case Studies: We discussed real-world applications of DISC insights and trialled communications with each over different scenarios.
Learning Objectives
The aim of the course was for all delegates to be able to:
Understand the necessity of change and the importance of agility.
Develop self-awareness to navigate change effectively.
Use DISC personality insights to enhance collaboration and communication.
Build actionable strategies to overcome resistance and drive successful transformation.
Why DISC Matters in Organisational Change
DISC profiling categorises individuals into four personality types:
Dominance (D): Task-oriented and driven by results.
Influence (I): People-focused and motivated by relationships.
Steadiness (S): Stability-oriented and cooperative.
Compliance (C): Detail-focused and methodical.
Recognising and adapting to these styles allows leaders to communicate and implement change more effectively.
For instance:
D-Types respond well to clear objectives and quick action plans.
I-Types thrive in collaborative, engaging environments.
S-Types require reassurance and gradual transitions.
C-Types seek detailed plans and data-driven decisions.
Feedback and Impact
Post-training feedback, rated on a scale of 1 to 5, showcased the session's success:
Content Relevance: 5
Trainer Effectiveness: 5
Practical Applications: 5
Overall Experience: 5
Participants highlighted the interactive nature of the session:
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Conclusion
The Managing Organisational Change training underscored the value of blending human psychology with strategic frameworks. My personal experience managing complex change initiatives in the hospitality industry mirrored the principles taught in the session. By aligning leadership approaches with DISC insights, organisations can not only achieve their transformation goals but also cultivate a culture of trust, collaboration, and resilience.
I loved facilitating this course! It was incredibly rewarding to give these managers the tool to help improving their communication skills, to be able to give them real life stories of what worked and what failed for me in my previous career, and to give them the confidence to try a different approach.
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