Communication
Relationship Management with DISC
DISC-overing and building balanced relationships, understand your own style, read the other person's, and adapt deliberately.
The business challenge
Why organizations ask for this.
Teams describe each other in terms of character flaws when the real difference is behavioural style. The label sticks, the relationship stops improving, and the organization pays for it at every handover.
Approach & methodology
How the programme actually runs.
4 × 3 h workshops or 2 days + group coaching · Blended · includes an individual TTI Success Insights DISC assessment
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1st workshop: Identifying personal style
Introduction and individual expectations; DISC profile in action; communication versus perception; identifying your own style.
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2nd workshop: Recognising others
General tools for recognising DISC profiles, identifying profiles in virtual interaction, and identifying profiles under stress.
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3rd workshop: Adapting
Adapting DISC to customers and colleagues; relationship, trust and first impression; creating an offer and handling pricing.
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4th workshop: Depth
Improving relationships and reducing tension through listening; the SPIN questioning model; quick-thinking practice.
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Individual practice
10–16 hours of learning missions with buddy work, assignments and management involvement.
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Group coaching
A 2-hour online session one month later, for fine-tuning and feedforward.
Competencies built
What participants can do afterwards.
Communication adaptability
Adjust to the other style, rather than expecting them to adjust to yours.
Emotional intelligence
Notice the tension building before it becomes a conflict.
Teamwork
Use style differences as coverage rather than as friction.
Empathy
Understand why the same message lands differently on different people.
Expected business outcomes
What the organization should see.
Improved collaboration and client relationships
Reduced interpersonal friction
Higher engagement and team efficiency
Schedule & format
Practical details.
FAQ
Frequently asked questions
All employees, leaders and customer-facing roles.
4 × 3 h workshops or 2 days + group coaching. The rhythm is deliberate: modules are spaced so participants apply the behaviour at work between sessions.
Blended · includes an individual TTI Success Insights DISC assessment. We adapt the mix to your geography and shift patterns.
Yes, and it always is. We start with two to three individual conversations with selected participants, then rebuild the cases, the language and the practice situations from your business.
Kirkpatrick levels one to four: reaction, knowledge, self-assessed behaviour, and the participant's manager assessing the same competencies. We agree the target behaviours with the sponsor before design starts.
Digital missions and buddy work on PROMOTE, with the participant's own manager involved. This is the difference between 15–20% and 60–80% transfer into practice.
Yes. We also deliver in French across our Western European and African operations.
Related programmes
Others in Communication.
Storytelling in Public Speaking
Structure, story and presence, so the message survives the room and gets repeated afterwards.
PCM: Process Communication Model
A certified model for reading personality in real time. According to PCM, the process of communication (how we say something) is the differentiating factor in whether what we say lands at all.
Feedback
Feedback that is specific, timely and survivable, for both people in the room. Built on SBI and the feedforward mindset.
Start a conversation
Book a strategic discussion about Relationship Management with DISC.
If you are evaluating how to build capability that actually changes the way your organization works, we can help you define the right starting point, cohort design and delivery sequence.
The first conversation is diagnostic. We discuss your context, priorities, maturity, and where capability building can create measurable leverage.