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 · RO / EN

1st workshop: Identifying personal style

Introduction and individual expectations; DISC profile in action; communication versus perception; identifying your own style.

2nd workshop: Recognising others

General tools for recognising DISC profiles, identifying profiles in virtual interaction, and identifying profiles under stress.

3rd workshop: Adapting

Adapting DISC to customers and colleagues; relationship, trust and first impression; creating an offer and handling pricing.

4th workshop: Depth

Improving relationships and reducing tension through listening; the SPIN questioning model; quick-thinking practice.

Individual practice

10–16 hours of learning missions with buddy work, assignments and management involvement.

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

Audience

All employees, leaders and customer-facing roles

Duration

4 × 3 h workshops or 2 days + group coaching

Format

Blended · includes an individual TTI Success Insights DISC assessment · RO / EN

Measurement

Kirkpatrick L1–L4

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 exploring how capability building can strengthen performance across your organization, we can help you identify where the greatest opportunities for impact lie and what capabilities matter most in your specific context.

Our first conversation is exploratory. We look at your business priorities, current challenges and organizational maturity to identify where capability development could create the most meaningful and measurable value.