Thu | Jun 4, 2020

Trevor E S Smith | How behavioural styles respond to conflict

Published:Tuesday | November 6, 2018 | 12:00 AM

Being alert to behavioural preferences can make a huge difference in managing conflicts. These insights will make a difference in your relationships.




For the uninitiated, Extended DISC on the FinxS Platform places 160 unique behavioural classifications into 4 quadrants or groups of behavioural styles.

DOMINANCE: Tendencies include being Direct, Decisive, Dogmatic, keen to win and to achieve their objectives. More oriented to tasks than to people.

INDUCEMENT: Influential, Innovative, Imaginative, keen to get along with others. People oriented.

STEADINESS: Supportive, Sensitive, Submissive, keen to maintain peace. People oriented.

CONSCIENTIOUSNESS: Careful, Compliant, Controlled, keen to ensure that protocol is followed. Task oriented.


DOMINANCE: Key Considerations



Proactive action


Individuals with a preference for one of the styles in the Dominance classification will move to resolve conflicts quickly - one way or the other. They are not keen to hold grudges for extended periods. Expect strong, decisive - not always pleasant - action on their part to bring issues to closure. Frank talking, and venting are normal.




Losing is often viewed as a sign of weakness. Being in charge and having the upper hand are desired characteristics of the Dominance group of behavioural styles. Consequently, they are not keen to walk away from conflicts with a feeling of being defeated. This might prolong discussions as defiant defences are mounted.




A key component of the conflict resolution process will be an effort to ensure that this situation does not happen again. Spelling out consequences to discourage a repeat is likely.




It is imperative that conflicts are not allowed to negatively impact the achievement of objectives. Expect goal-attainment to play a central role in the conflict resolution process.


INDUCEMENT: Key Considerations





Individuals with a preference for one of the INDUCEMENT behavioural styles simply want to get along with others. Conflicts are a distraction. Consequently, there will be concerted efforts to play down conflicts and to sweep them away swiftly.




There is a sense in which deepening the bonds is viewed as an antidote to conflicts. The more closely knit we are, the greater our capacity to deal effectively with conflicts. More honey, more harmony!




One strategy is to invite participation in activities that demand cooperation. "See, we can work/play/sing/dance together. It's all good!"




Individuals in the Inducement behavioural group often use humour to lighten the mood and deflect from the issue at hand. Sometimes that inflames others who believe that they are not taking the issue seriously. Smile awhile...greet them with a smile.







"If possible, so far as it depends on you, live in peace with all people." Rom 12:18 ISV. That admonition resonates with those with a preference for one of the Steadiness behavioural styles. Peaceful resolution of conflicts is given top priority.




Sacrificing self is a frequent occurrence given priority #1. There is a tendency to be more accommodating than resistant and to simply give in for a peaceful life. The hassle is not worth it!




Participants on the other side of the conflict can expect to get a listening ear, without undue interruption.




There is the likelihood of lingering hurt even after the conflict has been "resolved". Taking care to address those concerns is important to the strengthening of the relationship.







Conflict resolution from the perspective of individuals in the Conscientiousness classification brings an element of the courtroom into the process. Getting to the facts by gathering evidence is important.


Following a process


Expect formal structure and process to guide the conflict resolution process. This may frustrate others. Feelings and assumptions must give way to the testing of evidence.


Affixing blame


From the Conscientiousness perspective, accountability is a central consideration. Therefore, affixing blame must be included in resolving conflicts.




Resolution of the conflict may be tied to the "guilty party" being required to face the consequences of their actions. Previous incidents may be resurrected.




Request a free copy of our presentation: DISCerning Conflict Management: Powerful Conflict Resolution Strategies at

- Trevor E S Smith and the Success with People Academy team prepare and certify Leadership Professionals and Coach/Mentors and develop Engaged, High Performing Teams. Hire Smart with their recruitment solutions. Now enrolling leader/coaches in the ICF/SHRM-Accredited Certified Behavioural Coach program.