DiSC Profiles
This DiSC profile prioritizes accuracy.
C Type
This term refers to anyone who has an interest in or is affected by the outcome of your project or work.
Stakeholder
This leadership skill involves sharing observations and suggestions in a timely and respectful way to help others grow.
Feedback
This term describes when team members feel safe to speak up, admit mistakes, and share ideas without fear of punishment.
Psychological Safety
This part of CEBO outlines the observable actions you expect the person or team to take.
Behavior
This DiSC profile uses charm, optimism, energy to influence others
"i" style
The first step in managing stakeholders is to do this—so you know who they are and what they care about.
Clear, two-way, and consistent—this is one of the most important tools leaders use to keep teams connected and aligned.
Communication
When team members buy into the plan—even if they initially disagreed—they are demonstrating this.
Commitment
This part of CEBO describes what “good” looks like, including timelines, deliverables, and success criteria.
Expectations
Conflict can be uncomfortable and stressful for this DiSC style.
"S" type
When you meet deadlines and follow through on your promises, you are demonstrating this trust-building behavior.
Reliability
When team members consistently take ownership of their actions and results, they are demonstrating this key value.
Accountability
High-functioning teams are not afraid to challenge each other and surface concerns because they’ve built this foundation.
Trust
This part of CEBO explains the impact or result that should come from completing the task well.
Outcomes
In their quest to find the most streamlined or productive method of completing their tasks, this DiSC style may openly question ideas and point out flaws that others may have missed.
"C" style
This dimension of trust is built when stakeholders believe you have the knowledge, experience, and judgment to deliver.
Competence
“During yesterday’s team meeting, you interrupted me three times…” is an example of which SBI element?
Behavior
A sign of high-performing teams: they give and receive this regularly to improve performance.
Feedback
This part of CEBO explains why the task matters and how it connects to broader goals.
Context
Since they are often very fast-paced, this DiSC style may like it when people cut to the chase.
"D" style
This is what erodes stakeholder trust the fastest, especially when reliability and integrity are missing.
Inconsistency or broken promises
This is what often happens when you skip the “Situation” in SBI and give feedback days or weeks later.
The feedback becomes unclear, confusing, or loses relevance.
This kind of alignment means that each team member’s work supports shared goals and contributes to overall success.
strategic alignment or goal alignment
When delegating a task using CEBO, skipping this step often leads to confusion, misalignment, or lack of accountability—even if the task is technically completed.
Expectations