What's Going On??
A team is frozen after hearing about layoffs.
What stage of the Change Curve are they likely in?
Shock
This DISC type seeks harmony and stability and dislikes abrupt transitions.
What is it?
High S
Change was launched with no input from key influencers.
Which Kotter step was skipped?
Build a guiding coalition
You’re coaching a High C personality.
What should your communication style include?
Details, logic, and accuracy
After a big announcement, you see blank stares and silence.
What do you do first?
Acknowledge the emotion and explain the why
Employees keep insisting, “this will never actually happen.”
Which stage are they demonstrating?
Denial
This core need drives a person to ask lots of questions about next steps and details.
Which one is it?
Certainty
Everyone was trained but didn’t know why the change mattered.
What was missing?
Create a sense of urgency
A High I teammate is excited but keeps drifting off-topic.
How do you keep them focused?
Use visual engagement, creativity, and interaction
Your team hits a small milestone. Excitement is high.
How do you maintain momentum?
Celebrate the win and set the next clear goal
Your change initiative is stuck. Leaders think it’s clear, but employees say nothing and just keep doing what they’ve always done.
What deeper issue is at play?
Low engagement or unspoken resistance due to past change failures
A high performer pushes back after not being consulted on a strategic decision.
Which unmet core need may be influencing their reaction?
Significance
Despite a clear rollout, teams express confusion and mixed messages continue.
Which readiness factor was neglected?
Communication and information sharing
Your High S team feels overwhelmed by a fast-moving change.
What approach helps them feel safe and engaged?
Steady communication and time to adjust
Resistance is emerging quietly. Morale is dropping but no one is speaking up.
What is your best move?
Hold listening sessions to surface concerns and unblock resistance
A team has all the resources and training, but still delays adoption.
What is the likely root issue?
Lack of trust or unresolved emotional resistance
During a period of uncertainty, a team member becomes intensely focused on exact procedures and minor details.
What DISC trait may be their highest and what do they need from you?
High C; they need structure and logical clarity
After celebrating a big win, teams disengaged and the change lost momentum.
Which step should have come next?
Consolidate gains and keep driving change
You’re speaking to a team driven by Growth and Significance.
What type of message will most engage them?
Connect the change to their personal development and leadership opportunities
After multiple communications, people still say they don’t get the vision.
What’s your next step?
Refine the message using stories, repetition, and relatable examples
Everyone appears aligned during meetings, but performance indicators show no actual change.
What invisible dynamic could be holding the effort back?
Passive resistance or fear disguised as compliance
You announce a new vision and your High S and High C team members become quiet and hesitant.
What core needs are likely short-circuiting and how should you respond?
Certainty and Significance; offer clear plans, consistency, and space to process
The change launched successfully but slowly faded back to old behaviors over time.
What key failure caused this?
The change was not anchored in the culture
You are presenting a bold change to a diverse team with all DISC styles present.
How do you speak effectively to everyone?
Blend urgency, energy, reassurance, and logic in your communication
A new executive joins mid-rollout and wants to pivot strategy. Some teams are excited, others feel blindsided.
What’s your next move to protect progress and morale?
Have a direct conversation to align with the leader’s vision, reinforce stability for teams, and reconnect the guiding coalition