When most people hear the word “diversity,” they immediately think about demographics—race, gender, age, or background. While those factors are certainly important, true workplace diversity also extends to the way people think, communicate, and approach their work.
Teams thrive when they are made up of individuals who bring not only different skill sets, but also different perspectives, problem-solving styles, and interpersonal strengths. Without this kind of variety, even the most technically capable teams can fall short when it comes to collaboration, morale, and long-term success.
That’s why building a high-performing team isn’t just about hiring the most qualified candidates on paper—it’s about intentionally cultivating a mix of personalities and work styles. Research shows that when organizations value behavioral diversity, creativity and innovation naturally increase, challenges are approached from multiple angles, and employees feel more connected and supported.
Using a tool like PeopleKeys DISC profiling helps leaders go beyond resumes and job descriptions to see the full picture of how their teams operate. By understanding which personality strengths are present and which are missing, you can build a healthier balance and create a culture where both productivity and people thrive.
Let’s assume that Organization ABC is made up of mostly task-driven, high-performing employees who value speed and skill. Production is at an all-time high, but managers are receiving complaints from multiple employees regarding low morale and job satisfaction. An initial assessment of the current personality styles indicates a high number of “D” (active and task-oriented) and “C” (reserved and still task-oriented) style blends. It explains the successful production, but also illuminates a potential cause for insufficient communication and low morale.
Further discussions reveal employees feel disconnected as a team, and their days feel cyclic in nature as they come to work, perform, and go home day after day. There is no sense of belonging and very little interpersonal engagement between employees. This is indicative of a team that is highly skilled, but not diverse enough to fill the behavioral gaps that exist.
The management team knows there are several vacant positions to be filled and are presented with an opportunity to hire new talent with the same skill set, but a different mindset—the “S” (supportive, steady, and stable) and “I” (influential, inspiring, interactive) style! They now understand the importance of intentionally building a high-performing, diversified team with individuals who are not only technically proficient, but socially and emotionally invested in the overall well-being of every employee.
Building high-performing teams with diversity and flexibility is key to achieving organizational goals and sustaining organizational values. This means finding a healthy balance of employees that possess characteristics that fall within all DISC quadrants. There are many positive characteristics that each personality style brings to a team. Below is a quick look of their individual characteristics and motivators to be considered when looking for your next hire.
“D” personalities, known for their directness and decisiveness, approach challenges aggressively and without fear. They are not afraid to take risks, and they are known for creating a sense of urgency and purpose within a team. They are motivated by accomplishing goals efficiently and enjoy setting ambitious targets for themselves. Adding a “D”-style personality to a team can streamline decision-making processes and provide leadership, assuming their assertiveness is balanced with receptiveness.
They are the glue needed to motivate the team during challenging projects, to build connections, and to uplift struggling teammates. They bring humor and entertainment to the workplace through the good times and the bad. They are team players, motivating, optimistic, happy to help, easygoing, persuasive, negotiators, inspirational, and influential. Bear in mind “I” personalities are motivated by new and unique opportunities, flexibility, creativity, rewards and recognition, and group or team projects, so give them plenty of these!
The “S” personalities are your loyalists, peacemakers, and trustworthy administrators; natural mediators, they are ready to engage when necessity calls. They also bring connection and stability to the workplace by building relationships. “S” personalities are known for their patience, understanding, empathy, organization, listening skills, and diplomacy. They are motivated by: inclusive, friendly environments; opportunities for collaboration; predictability and stability; flexibility; clear roles, responsibilities, and expectations.
“C” personalities are known to be conscientious, cautious, and analytical. They possess a keen attention to detail and a systematic approach to problem-solving. These personalities work methodically, with organization and careful strategy. “C” individuals are motivated by a desire to achieve precision, analyze information thoroughly, and contribute to systematic problem-solving.
Whether you’re filling vacancies or strategically expanding your team, DISC gives you the insight to hire with balance in mind. By understanding the unique strengths and motivations each personality style brings to the workplace, you can create a team that will drive results, foster connection, and adapt to challenges with resilience.
A high-performing team isn’t made up of identical strengths, but of complementary ones—and DISC is the tool that helps you see the full picture. Ready to build the team of your dreams? Incorporate a PeopleKeys DISC Report into your hiring process to build stronger, more balanced teams from the start.