Conflict & Negotiation Styles
Let's explore how different conflict and negotiation styles show up in yourself and others. In this section, we’ll look at how you can apply DISC to navigate challenging conversations, manage conflict more effectively, and approach negotiation with greater confidence and clarity.
How and Why Does Conflict Occur?
Conflict can arise when there are differences in beliefs or values.
Conflicts often stem from deeply held beliefs or personal values, which influence how people interpret situations and make decisions. When individuals or groups have differing perspectives on what is right, fair, or important, it can lead to tension or disagreement.
For example, in a workplace, one team member may highly value efficiency and speed, while another prioritizes thoroughness and accuracy. These differing values can cause friction in how tasks are approached or evaluated. Because values are often tied to identity or culture, these conflicts can be particularly sensitive and harder to resolve without open communication and mutual respect.
Conflict may also arise as a result of a behavioral pattern clash.
Within the DISC model, behavioral clashes often occur when individuals with differing profiles interact without adapting to each other’s preferences.
For example, a high-D (Dominance) individual who is direct, fast-paced, and task-focused might come across as pushy or impatient to someone with a high-S (Steadiness) profile, who values harmony, consistency, and a more deliberate pace. Similarly, a high-I (Influence) profile’s enthusiasm and spontaneity may overwhelm a high-C (Conscientiousness) individual who prefers structure, detail, and careful analysis.
These clashes aren’t about right or wrong behavior—they stem from differences in how people communicate, make decisions, and approach their work. Recognizing and flexing to others’ DISC styles can help reduce friction and build more effective working relationships.
