No matter how much you love your job, there’s probably something you’re not getting that would help you thrive. Maybe it’s a long-overdue promotion, more flexibility, clearer priorities, or regular feedback. But asking for what you need at work isn’t always easy. The wrong approach can make you feel like you’re pushing too hard—or worse, be misunderstood altogether.
That’s where DISC comes in. By understanding your manager’s behavioural style, you can tailor your request in a way that makes it easier for them to hear and act on. This isn’t about manipulation—it’s about communication. And when you align your message with their natural preferences, you dramatically increase the chance of a positive outcome.
Step 1: Know Your Manager’s DISC Style
Before you approach the conversation, take a moment to observe your manager’s behaviour through a DISC lens. Do they move quickly and focus on outcomes? Or are they more analytical and cautious? Do they love talking and sharing ideas, or do they prefer to support others quietly behind the scenes?
Here’s a quick guide to identifying their likely DISC style:
- High D – Dominance
Results-focused, fast-paced, and direct. They want efficiency, control, and action. - High I – Influence
Energetic, social, and enthusiastic. They love collaboration, stories, and the big picture. - High S – Steadiness
Reliable, calm, and people-oriented. They value harmony, trust, and security. - High C – Compliance
Logical, precise, and cautious. They need details, structure, and time to evaluate decisions.
Step 2: Tailor Your Approach to Their Style
If Your Manager Is a High D (Driver):
- Be clear, concise, and confident. Get straight to the point. Avoid long backstories or emotional appeals.
- Focus on outcomes. Show how your request will boost performance or solve a business problem.
- Anticipate a challenge. High D leaders respect strength—so come prepared with facts, logic, and alternatives.
- Don’t take it personally. If they push back, it’s not about you. Stay focused on the outcome.
Example:
“I’d like to take on more client accounts. I’ve proven I can manage them efficiently, and it will help us hit this quarter’s growth targets faster.”
If Your Manager Is a High I (Influence):
- Be positive and enthusiastic. Start the conversation on a friendly note.
- Use stories, not stats. Share examples that show how your request could create a win-win outcome.
- Make it collaborative. Ask for their input or feedback—High Is love being involved in decisions.
- Keep it light. Avoid diving into too much detail—stick to the big picture.
Example:
“I’ve got an idea that could make our next campaign more engaging for the team and the clients. Can we brainstorm it together?”
If Your Manager Is a High S (Steady):
- Approach gently and with empathy. Let them know you value their support and appreciate the current team environment.
- Frame your request around people. Show how it will benefit others, not just you.
- Offer solutions, not just problems. Change can feel disruptive to a High S, so minimise the perceived risk.
- Be open to compromise. They may need time or reassurance to agree to something new.
Example:
“I’ve been thinking about how I could contribute even more to the team. If I had more regular one-on-ones, I think I could catch small issues early and help the group stay aligned.”
If Your Manager Is a High C (Compliance):
- Prepare your case in detail. Include data, evidence, and logical reasoning.
- Be patient and structured. Don’t rush the conversation—give them time to think and evaluate.
- Explain the ‘why’. They need to understand how your request aligns with business goals and your role.
- Stay professional and respectful. Avoid emotional language or pressuring for a quick decision.
Example:
“I’ve reviewed my workload and tracked the time spent on project coordination. The data shows I’m managing 20% more tasks than others at my level. Based on this, I’d like to discuss a potential role adjustment or compensation review.”
Final Thought: It’s Not About You—It’s About Them
One of the most powerful shifts you can make in your career is learning to communicate in a way others prefer—not just in your natural style. When you adjust your approach to match your manager’s DISC type, it shows emotional intelligence, strategic thinking, and respect for their communication preferences.
That doesn’t mean being inauthentic. It means being smart. You’re not changing who you are—you’re choosing how you show up for an important conversation.
So, the next time you need to ask for something at work, don’t just rehearse what you want to say. Step into their world first. It could make all the difference.
Need help applying DISC in your workplace?
At The DISC Agency, we help leaders and teams understand how to communicate more effectively using the power of behavioural science. Whether you’re managing up, across, or down, DISC can give you the insight and tools to create better conversations and stronger results.
Contact us today on 1300 690 469 to explore facilitated DISC workshops or coaching for your Australian team.
