1. How do personality types impact group dynamics
Anna Stubbs

2. GROUP DYNAMICS What do you think about these statements?
I have never been the cause of a conflict in a group, it’s always someone else.
I know my own personality pretty well.

3. Which personality type are/ aren’t you?
GROUP DYNAMICS
DISC at a glance
Which personality type are/ aren’t you?

4. GROUP DYNAMICS DISC in more detail
Circle the words that most reflect your personality.
In which section do you have the most/ least words?

5. GROUP DYNAMICS Did you take the DISC Personality Test?
This test contains 28 groups of four statements.
You have 10 minutes to complete it.
Select the one description that you consider most like you 
Select the one description you consider least like you

6. GROUP DYNAMICS Here are 2 profiles of 2 colleagues:
What are the strengths and weaknesses of each of these colleagues?
What potential conflicts might occur?
Is there anything positive that could come out of this relationship?
Profile 2
Profile 1

7. Conflict can typically occur between opposite personality types.
GROUP DYNAMICS
Conflict can typically occur between opposite personality types.
(Anna and Duncan!)

8. GROUP DYNAMICS With a partner discuss:
People you know and their DISC type(s). Can you identify any colleagues/ students/ staff members/ friends/ family members in these profiles?
Given your dominant type, what kinds of potential conflicts might you have with each of the other types?
Which of the styles do you think will be the most difficult for you to deal with?
How can you communicate with these people most effectively?

9. GROUP DYNAMICS
Be social and friendly with them, building the relationship
Listen to them talk about their ideas
Help them find ways to translate the talk into useful action
Don’t spend much time on the details
Motivate them to follow through to complete tasks
Deliver praise publicly for specific ideas and actions
Provide criticism in private. Allow discussion time
Limit the predictability of tasks if possible
Let them know that others appreciate their energy and enthusiasm
Let them collaborate but provide opportunities for them to be in the limelight
Reinforce and encourage their optimism with enthusiasm
They need to work on follow-through, speaking candidly and staying focused for long periods.

10. GROUP DYNAMICS Build respect to avoid conflict
Focus on facts and ideas rather than the people
Have evidence to support your argument
Be quick, focused, and to the point
Talk about how problems will hinder accomplishments
Show them how they can succeed
Explain the big picture and purpose of projects
Provide direct compliments for specific ideas and actions.
Avoid giving routine/ mundane tasks
Give opportunities to work independently and set own goals.
Encourage ambition by rewarding performance with responsibility and autonomy
They need to work on patience, sensitivity and allowing deliberation

11. GROUP DYNAMICS Warn them in time and generally avoid surprises
Be prepared. Don't ad-lib with them if you can
Be logical, accurate and use clear data
Show how things fit into the bigger picture
Be specific in disagreement and focus on the facts
Be patient, persistent and diplomatic
Avoid forcing quick responses
Provide opportunities for independent projects
Prepare for a potential defensive reaction
Provide praise in private by highlighting specific aspects of their performance
They often need work on letting go of tasks and delegating, joining in social events and making quick decisions

12. GROUP DYNAMICS Be genuinely interest in them as a person
Create a human working environment for them
Give them time to adjust to change
Clearly define goals for them and provide ongoing support
Recognize and appreciate their achievements before giving constructive criticism
Avoid hurry and pressure
Present new ideas carefully
Allow for small talk, listen closely and responsively to them
Avoid being demanding or forceful
Provide praise in private but keep it sincere
Let them know they are a vital part of the team
They need to work on assertiveness, ability to multitask and quickly adapt to change

13. GROUP DYNAMICS With a partner:
Set the scene: Explain a conflict you have had:
The situation and cause of conflict
Your and their DISC profiles
Role play:
Your role: the person you are in conflict with
Your partner’s role: You.
Can you find a solution? Use the DISC sheet to help
Reflect:
How can you communicate with this person most effectively?
What can you do to adapt your behaviour to this person that would help impact the situation?
Can you compliment each other?

14. GROUP DYNAMICS Some tips for Managing workplace conflict:
Build good relationships before conflict occurs.
Do not let small problems escalate, deal with them as they arise.
Respect differences
Listen to others’ perspective on the conflict situation.
Acknowledge feelings before focusing on facts.
Focus on solving problems, not changing people.
If you can’t resolve the problem, turn to someone who can help.
Remember to adapt your style to the situation and people involved.

15. GROUP DYNAMICS
Any questions?

16. Thank you for your attention